Managing Diversity

Managing Diversity Write an executive report of 4–5 pages that analyzes the role of diversity in an underperforming community program, unit, or department, and outline a plan for providing ongoing training on cultural awareness, inclusion, and sensitivity to current employees. Questions to Consider When Writing: • • • How well does the workforce within your organization reflect the diversity of the community? Are the needs of the community well served by the organization? Have you ever observed or experienced situations of prejudice or bias by a coworker? How did you respond to the situation? Report Content • o o o o o • o o • o o • o • Outline a plan to recruit, hire, and retain a more diverse workforce. Note: Your outline should be a high-level overview of a plan, not a detailed plan. Other courses in your program will go into human resource practices and diversity in depth. In drafting your plan, consider the following questions: How does a leader develop a diverse workforce? Where will you look for more diverse employees? Will you post job ads? What will the interviewing and hiring process look like? Who will do the interviewing? Who will make the final decisions? What kind of incentives will you offer diverse employees to retain them? What do you need to know about the culture and values of diverse employees before developing a retention plan? How will you address issues related to diversity that result in conflict? Outline a plan for the ongoing training and professional development of existing staff in cultural awareness and sensitivity. Consider how your plan can: Improve communications and interpersonal skills. Help overcome bias and resistance to change. Explain the benefits, to both the organization and the community it serves, of having a diverse and culturally competent workforce. Explain the relationship between health care organizations and communities. Explain the role that diversity plays in providing culturally competent care and access for the under-served in a community. Determine the influence of effective leadership on the development of a diverse and culturally competent workforce. Explain the importance of cultural competence for leaders in an organization. Explain how the academic and research skills you develop as a practitioner-scholar can serve you in your role as an effective health care leader. o o Explain how those skills might contribute to your credibility and effectiveness as a leader. Explain how those skills might prepare you to lead a diverse workforce. References Wynne, R. (2012). Defining diversity. BizEd, 11(1), 32–34. Benefits of a Diverse Workforce • • Downey, S. N., Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), 35–44. Jackson, C. S., & Gracia, J. N. (2014). Addressing health and health-care disparities: The role of a diverse workforce and the social determinants of health. Public Health Reports, 129(Suppl 2), 57–61. Leading for Diversity and Cultural Competence These resources examine the impact of leadership diversity and cultural competence to improve quality health care delivery. • • • • Dotson, E., Nuru-Jeter, A., & Brooks-Williams, D. (2012). Setting the stage for a business case for leadership diversity in healthcare: History, research, and leverage. Journal of Healthcare Management, 57(1), 35–44. Wesley, Y. (2015). Leadership competencies to reduce health disparities. Nursing Management, 46(2), 51–53. Dreachslin, J. L., Weech-Maldonado, R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the national center for healthcare leadership diversity demonstration project. Journal of Healthcare Management, 62(3), 171–185. Gotsis, G., & Grimani, K. (2016). Diversity as an aspect of effective leadership: Integrating and moving forward. Leadership & Organization Development Journal, 37(2), 241–264. Recruiting and Retaining a Diverse Workforce This resource address diversity practices in health care settings. • Flores, K., & Combs, G. (2013). Minority representation in healthcare: Increasing the number of professionals through focused recruitment. Hospital Topics, 91(2), 25–36. Training Cultural Awareness and Sensitivity These resources examine the impact of cultural and sensitivity training in health care settings. • • • Dabney, K., McClarin, L., Romano, E., Fitzgerald, D., Bayne, L., Oceanic, P., … Holmes, L., Jr. (2016). Cultural competence in pediatrics: Health care provider knowledge, awareness, and skills. International Journal of Environmental Research and Public Health, 13(1), 1–10. Debiasi, L. B., & Selleck, C. S. (2017). Cultural competency training for primary care nurse practitioners: An intervention to increase culturally competent care. Journal of Cultural Diversity, 24(2), 39–45. Mareno, N., & Hart, P. L. (2014). Cultural competency among nurses with undergraduate and graduate degrees: Implications for nursing education. Nursing Education Perspectives, 35(2), 83–88. Research and Diversity • • Holck, L., Muhr, S. L., & Villesèche, F. (2016).Managing Diversity

Identity, diversity and diversity management: On theoretical connections, assumptions and implications for practice. Equality, Diversity and Inclusion: An International Journal, 35(1), 48–64. Nguyen, S. (2014). The critical role of research in diversity training: How research contributes to an evidence-based approach to diversity training. Development and Learning in Organizations, 28(4), 15–17. 1. Outline a plan to recruit, hire, and retain a diverse workforce. Outlines an evidence-based plan to recruit, hire, and retain a diverse workforce. Identifies the implications and potential outcomes of planned actions within a broad context and in consideration of employee culture and values 2. Outline a plan for providing employee training on cultural awareness and sensitivity. Outlines an evidence-based plan for providing employee training on cultural awareness and sensitivity. Plan elements are well-supported in the literature and explicitly address the key factors in providing culturally competent and equitable care. 3. Explain the benefits of a diverse and culturally competent workforce to a health care organization and the community it serves. Explains the benefits of a diverse and culturally competent workforce to a health care organization and the community it serves. Draws conclusions about the provision of culturally competent and equitable care from an insightful analysis of the relationships among the organization, its employees, and the community. 4. Determine the influence of effective leadership on the development of a diverse and culturally competent workforce. Determines the influence of effective leadership on the development of a diverse and culturally competent workforce. Identifies key connections and associations that support convincing, well-reasoned claims. 5. Explain how the academic and research skills one develops as a practitioner-scholar can be of service in one’s role as a health care leader. Explains how the academic and research skills one develops as a practitioner-scholar can be of service in one’s role as a health care leader, including areas of potential growth or hopes for future accomplishment. 6. Write coherently to support a central idea, using correct grammar, mechanics, and APA formatting. Writes clearly, coherently, and persuasively to support a central idea; grammar, mechanics, and APA formatting are error free. Running head: INTERPROFESSIONAL COLLABORATION Proposal for Interprofessional Leadership in Preston Health Services Sitara Monnappa Capella University Collaboration, Communication, & Case Analysis for Health Care Master’s Learners Interprofessional Collaboration Preparation January, 2017 Copyright © 2016 Capella University. Copy and distribution of this document is prohibited. 1 INTERPROFESSIONAL COLLABORATION 2 Executive Summary The purpose of this executive report is to help Preston Health Services (PHS) address the Comment [A1]: The page recommendations are 6-8 pages. Pay special attention to length, organization, and precision in writing to the feedback. issue of low patient influx to a newly opened facility in a culturally diverse neighborhood. After analyzing different aspects of the facility and conversing with the local residents, it was Comment [A2]: Good..This is a key point in embracing the community and shared input determined that residents feel uncomfortable going to the facility because the medical staff of the facility is not representative of the cultural diversity of the neighborhood. Many patients do not turn up for appointments after their first or second visit to the facility. This proposal aims to convince the organization’s leadership that a culturally diverse staff is an effective way to increase patient influx to the new facility. The desired end result of this proposal is the implementation of plans for the recruitment of a diverse workforce. There are a few factors that may have led to the low influx of patients to the new facility. The foremost factor may be a language barrier between the health care professionals in the organization and the local residents who visit the facility. Other factors may include cultural differences and the preference for traditional home remedies for illnesses. The solution to these problems involves hiring, recruiting, and retaining a culturally diverse medical staff and training Comment [A3]: Well done…It is important to identify the contributing factors so they can be addressed effectively and efficiently current staff to be culturally sensitive. This is possible with an effective leader who can guide all the employees of the facility to work as an interprofessional team. It is essential that the leader initiates and maintains collaboration among doctors, nurses, and other health care staff from different cultural backgrounds. Team members can learn about each other’s cultures and values and work together as an interprofessional team that is based on mutual respect and trust. This could increase the number of patients visiting the new PHS facility. Comment [A4]: Yes…What role might community engagement play here? INTERPROFESSIONAL COLLABORATION I. 3 Introduction In today’s world, constant demographic shifts are observed in many countries as people move out of their home countries for education and work. The world is becoming one global village. The health care industry has to take note of this change and reflect this demographic diversity by increasing cultural competence and hiring culturally diverse medical personnel Comment [A5]: Good use of the literature for support here. (Ewoh, 2013).Managing Diversity

The low patient influx to the new PHS facility is the result of a lack of cultural diversity among its medical staff members. Some of the factors affecting the patient influx are: Comment [A6]: Is this limited to “medical staff?” a. Language barriers: Patients with limited English proficiency (LEP) often encounter language barriers in health care facilities, giving rise to disparity in health care access (Diamond & Jacobs, 2010). Residents in the neighborhood are Comment [A7]: Try to use work published within the last five years or so from countries and speak languages other than English. The majority of the health care personnel of the facility are natives of the United States and do not speak the languages represented by the residents. This discourages many of the residents from using the new PHS facility. b. Lack of cultural competence: Cultural differences between patients and the Comment [A8]: •A good analysis…Is there a predominant language or culture represented in the community? This might be good information to have in planning recruitment and training. facility administration and health care professionals have also hindered treatment. Discussions with residents revealed that many patients did not attend appointments due to a lack of cultural competence of the facility administration and health care personnel (Komaric, Bedford, & van Driel, 2012). Cultural competence involves culturally appropriate behaviors and attitudes among employees and patients in health care and long-term care organizations (Parker, Comment [A9]: This is a great point…soliciting input and feedback from those served is an excellent way to address this scenario. INTERPROFESSIONAL COLLABORATION 4 2011). Many patients were reluctant to take their doctors’ advice, citing cultural differences as the reason. Patients prefer treatment from health care personnel belonging to the same culture or ethnicity (Flores & Combs, 2013). Comment [A10]: Good points in making these connections with support from the literature. c. Lack of awareness among residents: Individuals from culturally and linguistically diverse (CALD) communities tend to be unaware of formal health care services. People from these communities normally prefer traditional home remedies over external health services. This preference is for safety as well as cultural reasons (Shanley et al., 2012).Managing Diversity

The possible implications of the lack of cultural diversity may include the following: • Some patients may attempt to manage their chronic diseases with traditional selfmedication practices, which might aggravate their diseases further. • Interracial biases may manifest as incivility toward minority group patients. This could negatively affect the overall reputation and image of PHS (King et al., 2011). • Because the medical staff members cannot clearly understand the culturally diverse residents of the neighborhood, miscommunication can occur and patients may be given the wrong treatment. All these problems and their implications have made it clear that recruiting a culturally diverse medical staff is essential in alleviating the aforementioned issues in the new PHS facility. II. Proposed Plan Comment [A11]: Good delineation of these potential factors contributing to the scenario INTERPROFESSIONAL COLLABORATION 5 a. In order to attract more patients to the new facility, the current medical staff has to become culturally competent. The organization also has to hire, recruit, and retain a culturally diverse medical staff. This can be achieved by initiating the following practices: Comment [A12]: Good points…Both of these activities need to occur to ensure community engagement and reception. i. The new PHS facility can provide interpreter services, both on-site and off-site. On-site interpreters can have face-to-face discussions with patients about treatment options, while off-site interpreters can communicate with patients through telephone or e-mail (Brach & Fraserirector, 2016). Comment [A13]: •Yes, this might be a good temporary solution…What are some of the pros and cons with the use of interpreters? Is there a more permanent solution? ii. The facility can improve communication and create a more welcoming environment for patients by hiring and retaining a culturally diverse staff that shares cultural beliefs with patients. The facility can hire minority group members for residencies or fellowship programs and work with search firms that deal specifically with cultural minorities. The senior executives can retain minority staff by mentoring and guiding them. The Comment [A14]: Great points here…Could outreach to the schools and education about health care professions be of service in terms of recruitment? compensation of the senior executives can be tied to the retention of minority group employees. If the facility cannot hire full-time health providers from minority groups, some of them can be approached to work part-time at the facility. The job satisfaction of staff members from minority groups will have to be monitored to determine that compensation and the quality of the work environment are appropriate and effective. (Brach & Fraserirector, 2016). Comment [A15]: Excellent ideas to address this issue.Managing Diversity

INTERPROFESSIONAL COLLABORATION 6 iii. Implementing initiatives to train current employees on cultural diversity and sensitivity are essential to an organization’s diversity practices and found to positively affect employee engagement (Downey, van der Werff, Thomas, & Plaut, 2015). The senior managers should emulate and create a set of principles for respectful treatment of all team members (Brach & Fraserirector, 2016). They can develop a training program similar to the HHS Disparities Action Plan created by the U.S. Department of Health and Human Services (HHS). The program encourages diversity in health care organizations and supports community-based programs to improve the availability and quality of health care. Think Cultural Health is a program that is a part of the HHS Action Plan. The program helps health care providers become culturally and linguistically competent. The program involves courses for health care providers from different disciplines. The program familiarizes health care professionals with the principles of the National Standards for Culturally and Linguistically Appropriate Services (CLAS) in health care. Think Cultural Health has a set of modules designed specifically for nurses and social workers called Culturally Competent Nursing Modules (CCNMs). The CCNMs aim to improve self-awareness and knowledge about best practices with respect to cultural attitudes, beliefs, and behaviors while providing health care services to patients from different cultural backgrounds. By analyzing cross-cultural scenarios in the case studies provided in the program, Comment [A16]: Good use of the literature and a good connection to ethical practices. INTERPROFESSIONAL COLLABORATION 7 professionals can develop cultural and linguistic competency to tackle a variety of potential issues (Jackson & Gracia, 2014). Comment [A17]: Great use of the literature and current practices…How does this relate to the practitioner scholar model? iv. The management of the new PHS facility can engage the community health workers of the neighborhood in educating and informing the minority communities about the health care services provided at PHS. Community health workers are trusted community members who support individuals and address their problems at the community level. Research has shown that health care access and outcomes and the quality of life in minority communities are enhanced by the involvement of community members (Jackson & Gracia, 2014).Managing Diversity

v. Hiring culturally diverse individuals for senior management positions will increase cultural diversity in the new PHS facility. It has been found that leaders belonging to racial minority groups are more likely to be Comment [A18]: Good..How will these community health workers be recruited and trained? What type of community activities might be used to make connections with the community stakeholders and the community at large? Comment [A19]: Does diversity include more than race? committed to increasing diversity among employees (Dotson & NuruJeter, 2012). The leaders of the PHS facility will need to be culturally competent so that staff members imbibe the same quality. Many studies reveal that senior management needs to lead the implementation of diversity initiatives. For instance, Sodexho’s chief diversity officer, Rohini Anand, PhD, said that executive buy-ins are vital for the success of diversity initiatives (Clapp, 2010). Leaders should be accountable and make decisions based on the values on which an organization is based. Chaos and miscommunication can result if values do not guide decision making (Levitt-Rosenthal, 2013). Comment [A20]: An excellent point…what leadership style is consistent with this approa …