Executive in all of our healthcare facilities. It

Executive Summary of Organizational Diversity

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

The Impact of a Diverse Workforce on Patient
Outcomes

            It will become necessary in the upcoming years to facilitate
diversity and multiculturalism in all of our healthcare facilities. It is
important for healthcare facilities to show a diverse workforce, not only to
keep a good reputation, but to show patients that they are worth transforming
for. Some situations that may impact patient outcomes include communication and
beliefs. “It is possible to overcome communication barriers and other
difficulties potentially dependent on cultural diversity and produce an
environment in which cultural diversity is an advantage rather than a source of
problems” (Kreitler, 2005).

In this organization, diversity is defined as “people making a
unique contribution to our culture. We welcome a multitude of perspectives,
ethnicities, lifestyles, faiths and personalities. Utilizing diversity councils
and interpreter services, we equip our team with the training and resources to
deliver culturally competent care” (“Diversity/Inclusion”).

How The Healthcare System Integrates Diversity
and Multiculturalism Into its Practices

As a diverse healthcare system, we integrate diversity by
preparing clinicians and staff to interact with patients of diverse backgrounds
to make patients feel more at home, as well as, to eliminate racial and ethnic
differences from their care. The makeup of the organization’s leadership
represents the patient and employee population. This organization supports all
walks of life that come into the hospital. At this organization, beliefs are
shared with what the patients believe in and what they want in their healthcare
choices. This is important because when patients come to the hospital, they
want to be accepted for whom they are and what they believe in. Leaders here
understand what culture change is and embody behaviors that value a patient’s
beliefs. Our leaders believe that developing a patient centered culture is
their primary purpose. “Organizations that promote and achieve a diverse
workplace will attract and retain quality employees and increase customer
loyalty” (“Best Practices in Achieving Workforce Diversity”).

Current Recruitment and Retention Policies

The current recruitment process at this facility seeks to hire the
most qualified candidates and determines whether or not this job is the right
cultural fit for those interested in joining the team. Managers and leader in this
organization must be accountable for the achievements of diversity policies
because they have to be sure they are effective for the patients.

The Level of Integration and Importance of
Multiculturalism and Diversity in a Healthcare Organization

There are several benefits of becoming a culturally competent
healthcare facility. The social benefits include, “increased mutual respect
between organization and patient, increased trust, increased community
participation and involvement in health issues, assistance to patients and
families in their care, and promotion of patient and family responsibilities of
health” (Becoming, 2013).

Not only are the social benefits important, but health benefits
are just as essential in providing excellent patient care. Health benefits of
becoming a culturally competent health care organization include, “improvement
of patient data collection, reduction of care disparities in the patient
population, increased cost savings from a reduction in medical errors, and
reduction of the number of missed medical visits” (Becoming, 2013).

The last benefit of choosing to switch an organization to a more
culturally competent facility is business benefit. Business benefits include,
“incorporation of different perspective, ideas and strategies into the decision
making process, decreased barriers that slow progress, movement toward meeting
legal 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 interact
appropriately with patients of diverse backgrounds to make a positive impact on
the 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 Organizational
Structure and Systems Leadership That Empower a Diverse Workplace

In order to develop an organization where people can work as
individuals and also in teams towards common goals, the management strategy
must consist of changes to empower a diverse workforce. First, a leader needs
to establish a vision. A leader needs to know what he/she wants for their
organization before any changes are enforced. Secondly, a leader needs to
develop strong relationships with colleagues. If colleagues are on board with
diverse changes, than the leader has a better chance of making those changes.
“It is a complex process which requires a clear vision, a learning environment
both for management and employees, and participation and implementation tools
and techniques in order to be successful” (Erstad, n.d.).

As for changes in the system, I would start a recommended
diversity class for all employees. This will allow staff to be open minded and
willing to envision patient’s beliefs from their point of view. Hopefully, this
will be responsive to patients and they will see that we are open to their
beliefs and cultures.