NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Student Name

Capella University

NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

Prof. Name

Date

Diversity Project Kickoff Presentation

Greetings, everyone, and welcome to the presentation concerning the diversity project initiated by Lakeland Medical Clinic. This presentation serves as a platform for our team to collaboratively address the imperative of fostering an inclusive and culturally responsive environment within the hospital, catering to both patients and employees alike.

Presentation Objectives

Today’s presentation aims to achieve the following objectives:

1. To outline the project goals and highlight initial priorities requiring attention from the team.
2. To elucidate the composition of the team, emphasizing essential characteristics and their role in upholding ethical standards, diversity, and best practices at Lakeland Medical Clinic.
3. To underscore the significance of inter-professional teams in fostering effective collaboration.
4. To delineate the attributes of a diverse and inclusive workplace.
5. To expound upon the benefits of promoting diversity and inclusivity within Lakeland Medical Clinic.

The Need for the Diversity Project

Before delving into the project’s core goals and priorities, it’s crucial to understand why initiating such a project is imperative for Lakeland Clinic. A recent employee survey revealed that 75% of employees harbor concerns regarding diversity issues, a lack of a respectful environment, and poor work-life balance. Further scrutiny of the healthcare facility and consultations with community leaders unveiled widespread dissatisfaction among residents with the hospital’s services. The primary contributing factor identified was the staff’s inability to cultivate trustworthy relationships due to a lack of acceptance of diversity and understanding of the community’s culture and values. Consequently, this has resulted in reduced patient influx and diminished patient satisfaction.

Thus, our gathering today aims to kickstart a diversity project within our organization to address these concerns and enhance both patient satisfaction and the quality of healthcare. A diverse healthcare workforce, encompassing various genders, races, sexual orientations, and socioeconomic backgrounds, is essential for providing patient-centered, culturally sensitive care (Stanford, 2020). Patients from diverse religious and cultural backgrounds necessitate a workforce capable of comprehending and catering to their unique needs and preferences.

The Department of Health and Human Services in the US has established standards for Culturally and Linguistically Appropriate Services (CLAS) to mitigate healthcare disparities and achieve equitable healthcare outcomes (U.S. Department of Health & Human Services, n.d.). This underscores the importance of fostering a diverse workforce trained to embrace diversity and create a pluralistic environment conducive to patients and their families.

Outline of the Project Goals and Priorities

The overarching goals of the diversity and inclusivity project are as follows:

1. Establishing an inclusive workplace to bolster employee satisfaction, thereby enhancing patient contentment.
2. Cultivating understanding among healthcare staff to respect patients’ values, beliefs, and preferences concerning their health.

The initial priorities of the project entail assembling an inter-professional team comprising individuals from diverse cultural backgrounds, genders, and professional expertise. This team will spearhead effective collaboration to ensure the successful implementation of the project. Additionally, effective communication channels will be established to convey patients’ needs and preferences to healthcare staff, fostering behavioral reforms and improved healthcare practices.

Composition of the Team and Their Characteristics

The inter-professional team will comprise professionals from within the organization tasked with decision-making and project execution. These professionals, including healthcare workers, nursing leaders, administrators, policymakers, educators, and department heads, must possess leadership, communication, problem-solving, and decision-making skills (McLaney et al., 2022). Emphasis will be placed on fostering a collaborative environment wherein team members respect each other’s ideas, skills, and limitations, thereby working towards shared patient-centered goals and organizational improvements (Haddad & Geiger, 2023).

Role of the Team for Effective Inter-professional Collaboration

The inter-professional team will play a pivotal role in fostering effective collaboration within the organization to achieve desired outcomes. Strategies such as knowledge and competency sharing will be employed, along with robust communication channels to facilitate frequent meetings for project implementation and evaluation. Shared decision-making will empower team members, enhancing their satisfaction levels and promoting healthcare practices aligned with diversity and inclusivity (Davidson et al., 2022).

Characteristics of a Diverse and Inclusive Workplace

Diverse and inclusive workplaces cultivate innovation and achieve greater success. Recruitment practices should prioritize diversity attributes, both inherited and attained, fostering an environment where every individual’s ideas are valued and heard (Chaudhry et al., 2021). Accessible communication channels and clear guidance on goals and responsibilities empower employees, fostering a sense of value and inclusion (van der Hoek et al., 2018).

Benefits of Diversity and Inclusivity in Workplaces with Examples

Promoting diversity and inclusion in healthcare organizations enhances patient satisfaction, access to ideas, and staff productivity while reducing healthcare disparities. Notable examples include Mayo Clinic, CVS Health, and the UnitedHealth Group, each committed to fostering inclusive environments for both patients and employees, thereby achieving improved health outcomes and organizational growth.

References

Chaudhry, I. S., Paquibut, R. Y., & Tunio, M. N. (2021). Do workforce diversity, inclusion practices, & organizational characteristics contribute to organizational innovation? evidence from the U.A.E. Cogent Business & Management, 8(1). https://doi.org/10.1080/23311975.2021.1947549

Davidson, K. W., Mangione, C. M., Barry, M. J., Nicholson, W. K., Cabana, M. D., Caughey, A. B., Davis, E. M., Donahue, K. E., Doubeni, C. A., Kubik, M., Li, L., Ogedegbe, G., Pbert, L., Silverstein, M., Stevermer, J., Tseng, C.-W., & Wong, J. B. (2022). Collaboration and shared decision-making between patients and clinicians in preventive health care decisions and US Preventive Services Task Force recommendations. Obstetrical & Gynecological Survey, 77(9), 519–521. https://doi.org/10.1097/01.ogx.0000872656.20675.48

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Haddad, L. M., & Geiger, R. A. (2023). Nursing ethical considerations. In StatPearls. StatPearls Publishing. http://www.ncbi.nlm.nih.gov/books/NBK526054/

Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare, 9(3), 346. https://doi.org/10.3390/healthcare9030346

Karlsson, M., & Nordström, B. (2022). Use and exchange of knowledge in the introduction of hospital-based home rehabilitation after a stroke: Barriers and facilitators in change management. BMC Health Services Research, 22(1). https://doi.org/10.1186/s12913-022-07618-x

Khuntia, J., Ning, X., Cascio, W., & Stacey, R. (2022). Valuing diversity and inclusion in health care to equip the workforce: Survey Study and Pathway Analysis. JMIR Formative Research, 6(5). https://doi.org/10.2196/34808

McLaney, E., Morassaei, S., Hughes, L., Davies, R., Campbell, M., & Di Prospero, L. (2022). A framework for Interprofessional team collaboration in a hospital setting: Advancing Team Competencies and Behaviours. Healthcare Management Forum, 35(2), 112–117. https://doi.org/10.1177/08404704211063584

Rotenstein, L. S., Reede, J. Y., & Jena, A. B. (2021). Addressing workforce diversity — a quality-improvement framework. New England Journal of Medicine, 384(12), 1083–1086. https://doi.org/10.1056/nejmp2032224

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation