Executive Summary of Organizational Diversity            This executive summary is based off of a General Medicaland Surgical hospital in Lower Michigan. This hospital honors the dignity ofevery person and does not discriminate based on race, color, nationality, age,disability, or sex.

The Impact of a Diverse Workforce on PatientOutcomes            It will become necessary in the upcoming years to facilitatediversity and multiculturalism in all of our healthcare facilities. It isimportant for healthcare facilities to show a diverse workforce, not only tokeep a good reputation, but to show patients that they are worth transformingfor. Some situations that may impact patient outcomes include communication andbeliefs. “It is possible to overcome communication barriers and otherdifficulties potentially dependent on cultural diversity and produce anenvironment in which cultural diversity is an advantage rather than a source ofproblems” (Kreitler, 2005). In this organization, diversity is defined as “people making aunique contribution to our culture. We welcome a multitude of perspectives,ethnicities, lifestyles, faiths and personalities.

Utilizing diversity councilsand interpreter services, we equip our team with the training and resources todeliver culturally competent care” (“Diversity/Inclusion”).How The Healthcare System Integrates Diversityand Multiculturalism Into its PracticesAs a diverse healthcare system, we integrate diversity bypreparing clinicians and staff to interact with patients of diverse backgroundsto make patients feel more at home, as well as, to eliminate racial and ethnicdifferences from their care. The makeup of the organization’s leadershiprepresents the patient and employee population. This organization supports allwalks of life that come into the hospital. At this organization, beliefs areshared with what the patients believe in and what they want in their healthcarechoices. This is important because when patients come to the hospital, theywant to be accepted for whom they are and what they believe in. Leaders hereunderstand what culture change is and embody behaviors that value a patient’sbeliefs. Our leaders believe that developing a patient centered culture istheir primary purpose.

“Organizations that promote and achieve a diverseworkplace will attract and retain quality employees and increase customerloyalty” (“Best Practices in Achieving Workforce Diversity”).Current Recruitment and Retention PoliciesThe current recruitment process at this facility seeks to hire themost qualified candidates and determines whether or not this job is the rightcultural fit for those interested in joining the team. Managers and leader in thisorganization must be accountable for the achievements of diversity policiesbecause they have to be sure they are effective for the patients. The Level of Integration and Importance ofMulticulturalism and Diversity in a Healthcare Organization There are several benefits of becoming a culturally competenthealthcare facility. The social benefits include, “increased mutual respectbetween organization and patient, increased trust, increased communityparticipation and involvement in health issues, assistance to patients andfamilies in their care, and promotion of patient and family responsibilities ofhealth” (Becoming, 2013). Not only are the social benefits important, but health benefitsare just as essential in providing excellent patient care. Health benefits ofbecoming a culturally competent health care organization include, “improvementof patient data collection, reduction of care disparities in the patientpopulation, increased cost savings from a reduction in medical errors, andreduction of the number of missed medical visits” (Becoming, 2013).

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The last benefit of choosing to switch an organization to a moreculturally competent facility is business benefit. Business benefits include,”incorporation of different perspective, ideas and strategies into the decisionmaking process, decreased barriers that slow progress, movement toward meetinglegal and regulatory guidelines, improvement of efficiency of care services,and increased market share of the organization” (Becoming, 2013).Healthcare organizations must prepare all staff to interactappropriately with patients of diverse backgrounds to make a positive impact onthe patient. This will help eliminate racial and ethnic differences in care.”Cultural competence is needed to provide care to patients with diverse values, beliefs, and behaviors” (Becoming, 2013).

Evidence-Based Changes to the OrganizationalStructure and Systems Leadership That Empower a Diverse WorkplaceIn order to develop an organization where people can work asindividuals and also in teams towards common goals, the management strategymust consist of changes to empower a diverse workforce. First, a leader needsto establish a vision. A leader needs to know what he/she wants for theirorganization before any changes are enforced. Secondly, a leader needs todevelop strong relationships with colleagues. If colleagues are on board withdiverse changes, than the leader has a better chance of making those changes.”It is a complex process which requires a clear vision, a learning environmentboth for management and employees, and participation and implementation toolsand techniques in order to be successful” (Erstad, n.d.

).As for changes in the system, I would start a recommendeddiversity class for all employees. This will allow staff to be open minded andwilling to envision patient’s beliefs from their point of view.

Hopefully, thiswill be responsive to patients and they will see that we are open to theirbeliefs and cultures.