Diversity And Diversity Analysis

Analysis

While healthcare organizations have proven they are making solid efforts to instill a culture of diversity and equality in the workplace, there is still work to be done to provide the patient population with staff at all levels that represent the cultures they treat and offer fair career opportunities. Human resources and recruitment leaders are the face of an organization in a number of ways. They are the first staff that prospective applicants encounter while seeking employment opportunities, hence tasking them with making the first great impression. As organizations closely review resumes and schedule interviews to find the best fit for a role, applicants are researching just as diligently to ensure this will be a fulfilling position

It also gives descriptive diversity feedback to human resource leaders to develop more effective initiatives in the future. Staff would ultimately feel empowered, valued and willing to participate again. One possible detriment of these assessments is staff comfort with the issue. Race, ethnicity and diversity still remain sensitive topics for some and although most staff say it is an important element in the workplace, I anticipate some feeling uncomfortable being that open and sharing feelings of discrimination, even if it does exist. This would in turn make it difficult for human resources to effectively assess and implement any necessary changes to staffing, policies or procedures. Although these risks may be present, I believe the benefit of understanding staff concerns and patient interactions far outweighs certain team members being uncomfortable discussing diversity. Organizations set missions and goals to be culturally competent and able to serve the community, the patients and the employees that represent them, therefore, training and assessments are required to measure where they presently stand and where they need to be in the near

Ethics is described as a branch of philosophy dealing with what is morally right or wrong (Merriam-Webster, 2016). These beliefs and ideas generally guide an individual’s behaviors and actions in a variety of life situations, including those within the workplace. In many healthcare organizations, there are a set of ethical principals that all employees are required to abide by and follow to ensure equality and fairness, but in human resources there are certain core principals professionals are responsible for contributing to and honoring in their role. According to the Society for Human Resource Management (SHRM), there is a Code of Ethical and Professional Standards in Human Resource Management that details guidelines and expectations on professional responsibility, professional development, ethical leadership, fairness and justice and conflicts of interest (SHRM, 2014). As it relates to human resources role in ethical behavior in the workforce, I believe features of this code of ethics, such as setting standards to be examples for others, positively influencing workplace and recruitment practices and assuring a commitment to diversity in the organization, can be applied to the healthcare HR issues and concerns outlined in this paper. Human resource representatives must be a trusted source; one that staff can rely on for unbiased input as well as believe