Diversity & Inclusion
To better deliver enhanced care for a diverse population of patient, it is imperative that healthcare organizations upsurge the diversity of their staff. As a leader, it will be my ultimate objective to develop a platform of diversity and inclusion in order to engage the rest of the team and provide first-rate, unbiased care for all. Diversity is paramount in healthcare for the elimination of health disparities in the quality and access of health services. The health of certain percentage of the population such as minorities continue to lag behind due to the issues such as access to healthcare and its quality. This has been as a result of ineffective patient-provider communication and also provider prejudice. Therefore, by implementing diversity of the team and inclusion of cultural competency in the daily running of the organization, patients will be able to receive care from providers that they are most comfortable with and that in return will improve the overall quality and outcome of care. Diversity of gender, race, socioeconomic status and thought are necessary to bring about innovation.
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Our leadership approach is eventually shaped based on our academic environment, professional life or a momentous minute of clarity. The “Scholar-Practitioner Learning Model” links the gap between those leadership attributes that are acquired academically and those from the real world. The combination of scholarly exploration conducted academically together with its practical application create strategies that fosters effective leadership. This innovative learning model supports lifetime education and the capability to apply leadership in our professional atmosphere. The academic experiences also create opportunities for precarious collaborations that allocate knowledge into daily
By the third year, their patient increased from 10% to 40%. Many are African Americans and Hispanics. The staff, however doesn’t reflect the patients’ diversity. The staff is 85% Caucasian, including nurses, laboratory technologies, pharmacists, and therapists. There are two African American and one Hispanic managers.
While Cedars-Sinai makes strides in fostering an inclusive environment, it acknowledges the need to strengthen diversity across its workforce. The medical center has recognized that a diverse team enhances cultural competence, facilitates better patient-provider communication, and contributes to more comprehensive and patient-cantered care. To address this weakness, recruitment strategies have been implemented to attract individuals from underrepresented backgrounds and is actively working to eliminate bias in hiring/promotion processes. Additionally, the medical center has established employee resource groups and cultural sensitivity training programs to promote inclusivity/awareness within the organization. Through their embracement of diversity, Cedars-Sinai aims to provide equitable healthcare and cultivate an environment where everyone feels valued and
How could diversity in the United States potentially lead to collapse? There are many elements that contribute to collapse. Whether it’s on a larger scale, like a country, or on a smaller scale, like a family. There is an infinite amount. But the most important one, is diversity.
The society we live in is incredibly diverse therefore it's important people are able to response appropriately. In the health care setting it's important that you reflect to diversity in work practice. At Fernleigh Residential care home in order to have successful implementation of equality and diversity in all aspects of work it's important that you ensures that colleagues, staff, service users and clients are valued, motivated and treated fairly. The act of legislation was set to ensure equality and diversity is implemented in every day work, it states that everyone has the right not to be discriminated for their race, religion or beliefs The Benefits of a diverse world • The world is more interesting place as you have the opportunity to learn about other people's culture and
Increase Them. Health Affairs, 30, no.10 (2011):1837-1843. doi: 10.1377/hlthaff.2011.0617 The three possible interventions to address the potential negative consequences of general healthcare quality improvement programs on racial and ethnic healthcare disparities are: • Proposing A Disparities Impact Assessment: The disparities impact assessment is very
Diversity Not Disparity in Healthcare Where does diversity live in a world of lost equality, according to Abrahamson (2015). “Diversity refers to the whole range of individual perspectives, beliefs, values that you will find in any one group of people, so if you take diversity seriously, you accept that every individual has a right to their own value system and that no person can impose their value system on another.” So, in our communities of healthcare can we accept diversity as equality and individual have rights, beliefs, and values in this system, sometimes disparities have no reasoning, but the resources should be readily available to us. The disparities in healthcare have been around for a long-time people just want to be treated
Diversity and inclusion are implanted in UnitedHealth Group's estimations of Integrity, Sympathy, Connections, Development and Execution and are important to satisfy our general mission to enable individuals to live more advantageous lives and to help improve the wellbeing framework work for everybody. UnitedHealth Group's responsibility regarding assorted variety and consideration enables our representatives to contribute their best work, teaming up to be the transcendent wellbeing and prosperity business and group accomplice of decision. By utilizing the profundity of an assorted workforce, we can better address the issues of the inexorably multicultural customers, groups and people we
The Diversity University event was not what I expected it to be. In fact, I had no idea what it was about at all. I literally went around campus to see if anything exciting was going on. I was curious and I saw a promotion board outside of my residence hall. Immediately, I walked over to the Rayburn Student Center where the event was taking place.
To assess level of diversity and attitude of employees, patients and all other staffs within the organization. Disability Diversity All Diversity Manager. Diversity Manager. Objective 4 - We have established effective monitoring and oversight mechanisms and are proactive in managing a comprehensive knowledge base about the diversity of our organisation to assist in action planning which fulfil our equality objectives and legal responsibilities.
Hallmarks of cultural competence, including role development and self-discovery, play an instrumental part in the cultural diversity within an organization as a whole. Diversity stems from the top, from CEO’s and executive boards, and trickles down to employees and patients. However, one thing I learned in this course is that people hold biases that they are unaware of and that cultural competence does not happen overnight. With this acquired knowledge, it has been brought to my attention about which implicit biases I hold and how I can work to eliminate them. Secondly, language access services, as an aspiring speech-language pathologist, play a direct role in my future career because I want to give a voice to the often misunderstood.
Everyone needs to reflect on their own limitations with regard to self and social awareness to help become more accommodating of difference. How diversity should be valued and accommodated: Managers, supervisors, team leaders and workers must demonstrate respect for diversity in a range of activities and situations including but not exclusive to: - Dealing sensitively with persons of diverse race, ethnicity, class, ability, sexual preference and age - Working and dealing equitably with people of different genders - Accommodating cultural and spiritual needs of clients - Compliance with duty of care - Provision of information that can be readily understood by people from a range of different background and with different educational abilities - Communicating effectively with workers, clients and other stakeholders - Providing appropriate care- in terms of physical and psychological care that meets the needs of clients (including where relevant, palliative
Beach, Saha, and Cooper (2006) concisely summarize the prominence of cultural competency in the following manner: “Both patient-centeredness and cultural competence aim to improve health care quality, but each emphasizes different aspects of quality. The primary goal of the patient-centeredness movement has been to provide individualized care and restore an emphasis on personal relationships. It aims to elevate quality for all patients. Alternatively, the primary aim of the cultural competence movement has been to increase health equity and reduce disparities by concentrating on people of color and other disadvantaged populations” (p. 7).
Thesis statement “Inclusion Helps Special Needs Students by Allowing Them to Develop Interactional Skills Because of the Exposure to a Social Environment.” Inclusion in education is an approach to educate students with special needs in regular classrooms, rejecting the need of special schools. The aim of this paper will be to demonstrate that inclusion of special needs students in regular classrooms helps them not only by developing interactional skills but also by allowing them to grow in a more desirable way in school. However, inclusion is not completely beneficial. One must consider that special needs is an umbrella of several necessities that demand different approaches.
While identity focuses on uniqueness such as how an individual is different from and similar to others, diversity focuses on the range of the difference and uniqueness such as race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, among others. Diversity should be seen as source of strength. However, it can also be a source of violence, oftentimes by those who fear or dislike difference. In the best light diversity is foundation for peacebuilding – since it enables us to draw strength and be respectful of difference. Identity and diversity are linked.
It is acknowledged that South Africa is rich in both its private and public health sector. Public and private metropolitan clinical settings experience similar diversity challenges. Much of the private industry literature on diversity management exalts the benefits of a diverse workforce. These benefits center on the belief that individual differences create the potential for a more creative and different way of thinking about organizational issues and thus should lead to innovative solutions to routine problems. Additionally, within the clinical setting context, it is believed that the diverse patient population would be better served by a diverse staff.