Executive Summary of Organizational Diversity
Organizational diversity refers to differences in the workforce regarding ethnicity, race, abilities, age, gender, and cultural background. Often these differences mark the main aspect of organizational culture that makes organizations apart. Health care is one such area that is a sensitive part of the society. Due to its sensitivity, its improvement is paramount; in a bid to develop the quality of health care, the relationship between the patient and the service provider has to be personalized.
Cultural Competency
Cultural competency is the combination of behaviors, attitudes, and policies that empower an institution and its staff to work comfortably and more efficiently in a multi-cultural environment (Abbott, Green, & Keohane 2014). Cultural competency is a key aspect to consider in ensuring quality improvement at all levels in the health sector. Jansen, Otten, and van der Zee (2015) project that in the year 2060, the minorities in the United States of America will comprise 57% of the total population. There is a need to diversify to improve health outcomes, performance and deliver satisfactory service to all patients.
Organizational Diversity
Every organization has people from varied cultures, different values, and religion. For an organization in the health sector, certain tasks have to be done by specific people to ensure quality performance. According to Jansen, Otten, & Van der Zee (2015), nurses have a potential of using their skills and diverse talents to offer excellent care to patients. Nurses are stationed in every department and get in contact with patients at a closer level. They also have a great capacity to adapt to changes in the healthcare setting. Additionally, some senior positions should be held by staff of varied cultures, talents and ethnic background. This serves to promote inclusivity and to enable excellent performance.
Prospective employees need to feel that if they join a particular organization, their needs and values will be considered. Training of staff to equip them with essential information and work techniques is also key to ensuring efficient service delivery. Institutions need to retain talented individuals whose talents can be implemented to better healthcare.
According to Jansen, Otten, & van der Zee (2015), nurses have the potential of using their skills and diverse talents to offer excellent care to patients. They also have a great capacity to adapt to changes in the health care setting.
Ensuring Universal Health Access
An organization needs to consider the following: Identify a problem in the workplace regarding service delivery to patients. Examine the current workforce and determine if it can meet the needs of patients. Training more personnel irrespective of age, race, abilities, ethnicity, cultural values, and sexual orientation on the same that serves to change the face of the health sector. Diversity in the workforce will help patients feel more at ease while being served (Abbott, Green, & Keohane, 2014). After identification of gaps in the workforce, seek advice and referrals from existing staff, community elders and online. Offer incentives to workers who bring in reliable references. Establish a committee of health personnel that will have the mandate of ensuring formulation and successful implementation of policies.
The committee should diversify training to encompass several cultural aspects. The committee oversees the hiring of new staff from referrals given; modification of dress-code policies and allowing staff off-days during religious celebrations such as Eid-Ul-Fitr, Diwali, and Easter. Proposing suitable restructure of the hospital setting and providing staff with necessary resources such as culturally diverse cuisine is also vital. The proper marketing of the hospital brand can be done through modification of the mission statement so that it portrays an image of inclusivity at the workplace.
Conclusion
It is paramount for an organization to consider the needs of staff and clients, hire and retain relevant staff and implement laid down policies. These steps will promote inclusivity across all cultures thus creating a comfortable working environment for all and excellent service delivery to clients.
References
Abbott, K. W., Green, J., & Keohane, R. O. (2014). Organizational ecology and organizational diversity in global governance. Social Science Research Network (SSRN).
Jansen, W. S., Otten, S., & van der Zee, K. I. (2015). Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts. Group Processes & Intergroup Relations, 18(6), 817-832.