Executive Summary of Organizational Diversity

ExecutiveSummary of Organizational Diversity

Diversityis a crucial aspect in an organization, depicted among the workforce,leaders and customers. Diversity in a healthcare system hassignificant influence on patient outcomes and the delivery ofhealthcare services to patients. It is defined as effectiveinteraction between healthcare providers and patients from differentcultural and social backgrounds in the healthcare system (Borkowski,2015).

Thispaper seeks to discuss diversity and multiculturalism and its impactson patients’ outcomes and workforce performance in delivery ofservices in a rehabilitation center in the East Coast in the UnitedStates.

Impactof a Diverse Workforce on Patient Outcomes

Adiverse workforce promotes health equity in the healthcare system.Health equity eradicates disparities in access to healthcareespecially among the socially disadvantaged groups and theminorities. Additionally, health equity allows patients to receivehigh quality healthcare thus impacting positively on their health(Fiscella&amp Sanders, 2016).

Adiverse workforce reflects on the different population within thecountry thus promotes cultural competence among nursingprofessionals. Cultural competence includes a set of attitudes,policies, practices and behaviors that allow nurses to workefficiently in different cultural settings within the healthcaresystem. It empowers nurses to respond effectively to patients fromdiverse ethnic and racial backgrounds and provide quality care, whichpromotes improved health and wellness of patients (Jeffreys,2015).

Multiculturalismand diversity have vast influence on delivery of healthcare andpatients outcomes. It affects the views of health, diseases anddeath. Additionally, it affects the opinions on the type of treatmentpreferred by patients, the approaches of promoting health andwellbeing, beliefs about illnesses. Moreover, it affects thediagnosis process, the willing of a patient to discuss symptoms of anillness with the nurses and the beliefs on youth and aging.Therefore, the differences in perceptions and preferences abouthealth might contribute to cultural bias that impacts negatively onpatients’ outcome (Fiscella&amp Sanders, 2016).

WaysThat the Health Care System Integrates Diversity and Multiculturalisminto Its Practices

Thehealthcare system integrates diversity and multiculturalism into itshealthcare practices by hiring and promoting healthcare professionalsfrom culturally diverse communities. It also promotes activeengagement of multicultural communities in different aspects of thehealthcare system thus encouraging interaction of nurses withpatients. Interaction is important because it allows the healthcareproviders to have an understanding of the beliefs and values ofindividual patients thus are able to respond adequately to theirneeds (Fiscella&amp Sanders, 2016).

Thehealthcare system as well integrates multiculturalism into itspractices by educating clinical staff on ways of addressing thecultural factors impacting on the delivery of care and outcomes amongdiverse patients. Additionally, a hospital provides its employeeswith diversity training to improve their knowledge. Education andtraining encourages the clinical staff to embrace cultural competenceand diversity through developing a set of policies, practices andbehaviors that promotes cultural awareness. The healthcareprofessionals are taught how to acknowledge and respect the culturalvalues and beliefs of each patient. Cultural competence enhancesunderstanding of cultural behaviors thus improving delivery ofquality care. Moreover, the healthcare system has incorporatedmulticulturalism in its leadership. Leadership has great influence onthe patients and employees because the decisions they make impactsdirectly on the employees’ performance and health outcomes ofpatients. Leaders should exercise practices (Jeffreys,2015).

Analysisof the Current Recruitment and Retention Policies

Evaluationof the current recruitment and retention policies will facilitateidentification of the gaps between the current policies and bestpractices. The current recruitment and retention policies do notsupport diversity in the workforce. Most policies in the healthcaresystem have recruitment systems that are biased towards people fromdisadvantaged cultural backgrounds. Most individuals from minoritycommunities have limited career resources and since the currentworkforce requires competent and highly qualified individuals, itmakes it hard for them to get employment.Thebest includes setting up systems that attract, recruit and promoteemployees from diverse backgrounds (Downing,Adler-Milstein, Palma, Lane, Eisenberg, Sharp &amp Longhurst, 2016).

TheLevel of Integration and Importance of Multiculturalism and Diversityin a Health Care Organization

Thelevel of integration of multicultural and diversity in the healthcareorganization is demonstrated through the genuine commitment byorganizational leaders and clinical staff towards diversity.Commitment towards diversity promotes quality improvement ofhealthcare practices that meet the needs of patients. Consequently,the level of integration of multiculturalism in the healthcareorganization is shown through focusing on patient-centered care,providing patient education and encouraging interaction of staff withpatients thus eliminating cultural disparities in healthcare. Theorganization recognizes all types of diversity and has included it inits healthcare practices (Fiscella&amp Sanders, 2016).

Multiculturalismand diversity is important in healthcare organization because itprovides healthcare professional with awareness of individualdifferences that promotes eradication of cross-cultural barriers. Italso promotes cultural competence that improves creativity andproductivity of nurses, which contributes to achievement of higherlevels of quality care among diverse patients. Furthermore,multiculturalism allows the management in healthcare system toincorporate inclusive policies and practices that meet the needs ofpatients from diverse backgrounds (Fiscella&amp Sanders, 2016).

RecommendFor Evidence-Based Changes

Evidence-basedchanges are required to be done in the system leadership andorganizational structure so as to empower a diverse workforce. Theaim of evidence-based changes is to create a system that is moreresponsive to the needs of diverse patients and the organization’sworkforce. The healthcare organization should change itsorganizational structure by restructuring its recruitment andretention systems to be inclusive of employees from diversebackgrounds. The organizational structure should be designed toattract and hire people from diverse cultures especially those fromminority communities. This promotes positive psychological outcomesamong employees thus facilitating increased effectiveness ofdiversity in workforce. Additionally, the leadership system should bechanged to include leaders who are proactive in addressing thedynamics of power that hamper the employees from diverse groups toprogress. The leadership system should also be changed to provideleaders who reflect the importance of a workforce diversityinitiative.


Diversityin the healthcare system has various benefits including promotingcultural competence, health equity, and awareness of individualdifferences that promotes eradication of cross-cultural barriers.Diversity and multiculturalism provides nurses with the ability torespond effectively to patients from diverse ethnic and racialbackgrounds and provide quality care, which promotes improved healthand wellness of patients.


Borkowski,N. (2015). Organizationalbehavior in health care.Jones &amp Bartlett Publishers.

Downing,N. L., Adler-Milstein, J., Palma, J. P., Lane, S., Eisenberg, M.,Sharp, C., &amp Longhurst, C. A. (2016). Health information exchangepolicies of 11 diverse health systems and the associated impact onvolume of exchange. Journalof the American Medical Informatics Association,ocw063.

Fiscella,K., &amp Sanders, M. R. (2016). Racial and Ethnic Disparities in theQuality of Health Care. Annualreview of public health,37,375-394.

Jeffreys,M. R. (2015). Teachingcultural competence in nursing and health care: Inquiry, action, andinnovation.Springer Publishing Company.