ExecutiveSummary of Organizational Diversity
ExecutiveSummary of Organizational Diversity
Impactof Diverse Workforce on Patient Outcomes
Havinga diverse workforce in a healthcare organization can improvepatients’ satisfaction by having treatment plans that are tailoredto their unique needs. This encourages patients to stick to theirtreatment plan and to be actively involved in their healthcare plan.Also, a culturally competent staff can quickly identify issues thataffect patients from particular cultural backgrounds and hence led tothe overall improvement of the delivery of healthcare services(Lehman, Fenza, & Hollinger-Smith, 2012).
Diversityis the inclusion of people from different backgrounds regardinggender, ethnicity, race, sexual orientation, religion, and age in theorganization as employees, leaders or patients (Health Research &Educational Trust, 2015). Based on this definition, the organizationaims to provide services and opportunities to people regardless oftheir cultural beliefs and values.
Integrationof Diversity and Multiculturalism
Theorganization has a Diversity Leadership Council that reviews itprogress in diversity and develops diversity programs for itsemployees. The creation of this council has led to the implementationof several practices and policies that promote diversity inleadership (Health Research & Educational Trust, 2015). Theinitial focus was to hire people from underrepresented communitiesand more women. The leadership council attends two diversity trainingevents annually while the faculty goes an online diversity trainingevery year. Also, as part of their appraisal process, managers arerequired to state diversity-related goals that affect theircompensation of annual incentives (Health Research & EducationalTrust, 2015). The council came up with an LGBT advisory panel that ismade up of people from the LGBT community and other allies of thiscommunity. Since then, it has altered it health records to make itpossible for patients to indicate if their gender identity is thesame as the one they were assigned at birth or in other hospitaldocuments.
Theorganization’s leadership is a representation of the patient andemployee populations. Most of the communities the organization servesare represented in the leadership of different departments. Thisrepresentation is important since it demonstrates the organization’scomfort with diversity and improves service delivery by having peoplethat know the unique needs of diverse communities. However, there ismore that can be done to increase these numbers and to ensure everycommunity is represented.
Impactof Multiculturalism and Diversity on Health Care Delivery
Patient satisfaction- having a nursing care department that is aware of different cultural values and incorporates these into its practices increases patient satisfaction (Lehman et al., 2012).
Compliance to treatment- patients are more likely to comply with their treatment plan if it includes their cultural beliefs and values (Lehman et al., 2012). To incorporate these views into a patient’s treatment plan, the healthcare professional should use their knowledge of culture, ethnicity, and gender.
Conflict- there is likely to be a conflict between medical practitioners and patients if their care conflicts with the beliefs and values of the patients. As such, it is important to develop cultural sensitivity in the organization (Lehman et al., 2012). This form of sensitivity ensures that the medical professionals are aware and use their knowledge of culture, gender, sexual orientation, and ethnicity to explain or interpret patients’ responses and situations in this environment
Recruitmentand Retention Policies and Identifiable Gaps
Thecreation of Diversity Leadership Council led to the implementation ofpolicies that would increase people from minority communities andwomen in leadership. This has resulted in an increase of minoritiesto 17.9 from 11 percent, and the number of women in leadership hasgrown from 53 to 57 percent (Health Research & Educational Trust,2015). The organization has also teamed up with nearby schools toimplement training and attachment programs that will encourage peoplefrom different communities to join these institutions. Seeing thatthere are cultural and social barriers that affect collegeattendance, the organization can enter into an agreement withinstitutions to offer opportunities to students from diverse groups.Medical professionals from the organization can serve as the guestlecturers or student mentors. This would integrate with the currentprograms that the organization is running. Also, the organization canadd community outreach programs like career fairs, shadow a medicalprofessional day, and tutoring programs that will target people fromvarious cultural backgrounds.
Importanceof Multiculturalism and Diversity in Healthcare
Improves service delivery- diversity in a healthcare facility increases trust, understanding, and mutual respect between the patients and the medical professionals. It also increases collection of accurate data from patients and improves preventive care among patients.
Inclusion- culturally competent medical professionals encourage community involvement and inclusion in health issues. This helps patients and their families to take responsibility for their health (Health Research & Educational Trust, 2013). According to Butler et al. (2016), there are other interventions that go hand in hand with cultural competence in health care. These interventions may encourage medical professionals to view every patient based on their individual characteristics instead of relying on stereotypes. The interventions can improve access to healthcare for targeted populations and educate medical professionals on conditions specific to certain groups. The figure below shows health interventions that can be combined with cultural competence to encourage inclusion.
Figure1 (Butler et al., 2016).
Organization’s progress- diversity in the organization’s leadership, means that there different strategies and perspectives considered in the decision-making process (Health Research & Educational Trust, 2013). This improves the overall efficiency of the organization’s care services.
Theorganization recognizes different types of diversity such as age,gender, race, ethnicity, disability, religion, and sexualorientation. It recognizes diversity based on sexual orientation byhaving an LGBT advisory panel. The panel meets goals in differentareas like access, health records, transgender-specific goals,resource and visibility, and training and education (Health Research& Educational Trust, 2015). The creation of the LGBT panel hasled the organization to change its health records to allow patientsto state whether their present gender identity is different from theone assigned to them at birth.
Theorganization recognizes diversity based on disability through theuniversal design of facilities that are accessible to all peopleincluding those with disabilities. They do so in many ways such asoffering sign language lessons to its employees, sign languageinterpreters for patients, accessible bathrooms, and making theorganization’s website accessible to people with disabilities(Health Research & Educational Trust, 2015).
Evidence-BasedChanges to the Organizational Structure and Systems Leadership
Implement policies that encourage the recognition and promotion of all medical professionals in a non-biased manner to ensure a good representation of all communities in the organization’s leadership.
Implement human resource management policies that improve the recruitment of medical professionals that are a representation of the communities the organization serves (Lehman et al., 2012). This strategy can complement the programs the organization has with medical colleges to encourage the attendance of students from different cultural backgrounds.
Introduce the use of technology to review data and the evidence-based practices related to multiculturalism and diversity and incorporate the best practices in the organization.
RecommendedChanges as a Health Care Leader
Increase the diversity and cultural competence training programs to educate staff members about the importance of diversity and the need to provide culturally competent care and to include patients in the planning, evaluation, and implementation of healthcare aims and results (Lehman et al., 2012).
Collect more data during human resource programs for employees and the registration process for patients to document the populations the organization caters for and those in the workforce. By doing so, the organization can implement well-tailored policies for different communities.
ButlerM, McCreedy E, Schwer N, Burgess D, Call K, Przedworski J, Rosser S,Larson S, Allen M, Fu S, Kane RL. Improving Cultural Competence toReduce Health Disparities.
HealthResearch & Educational Trust. (2013, June). Becominga culturally competent health care organization.Chicago, IL: Illinois. Health Research & Educational Trust
HealthResearch & Educational Trust. (2015, July).Diversity in Health Care: Examples from the Field.Chicago, IL: Health Research & Educational Trust.
Lehman,D., Fenza, P., & Hollinger-Smith, L. (2012). Diversity &culture competency in health care settings. MatherLifeWays Orange Papers.