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Diversity In Healthcare

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Studies have been conducted to determine the effects of diversity in healthcare administration. Diverse leadership is associated with improved patient satisfaction and clinical outcomes, reaching strategic goals, and successful decision making. The individuals who responded believed that minority leadership gaps could be closed with positive diversity gaps and giving equal consideration for leadership positions to all applicants. In addition, although diverse candidates for healthcare leadership have grown over the past few years, respondents did not see the same growth in their respective organizations. (Witt/Kieffer, 2011) Diversity leadership is important in healthcare organizations as it will lead to numerous benefits. 62 percent …show more content…

The studies for all surveys conducted in 1990, 1995, 2000, and 2006 showed that although females are more likely to hold positions such as department head, men are more likely to be CEOs. The University of Michigan conducted a study on gender roles in the top 100 hospitals in the United States. Hospitals that were considered high quality and leading healthcare institutions were investigated for this study. The study was conducted to see whether progressive hospitals were likely to have gender diversity in administration and leadership as that is what was assumed. Out of 474 chief administrators, 24 percent were women (114). In addition, the study also showed that 30 percent of the top 100 hundred hospitals did not have any women in chief administration positions. About 34 percent of hospitals had one female chief administrator. (Lantz, …show more content…

The positions that females had were more likely to be chief information officer or human resources officer. The study determined that very little progress was made even in large leading hospitals in the nation, to close gender gaps in healthcare leadership. In fact, the top hospitals in the country should be leaders in closing the gaps and provide a good example of women in high ranking chief positions. (Lantz, 2008) In addition, there is less diversity in pay rates and on surveys that are self-reported, women healthcare executives earn lower salaries as men who are in similar positions. 29 of women said that gender played a vital role in receiving lower compensations in 2006, whereas 1 percent of men said the same. The goal is to expand their representations beyond a chief nursing officer or vice president of human

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Week One Discussion Two Response to O 'Neill The addition of nurse leaders in the executive suite is essential in facilitating the perception that nurses are critical decision makers in the health care industry. Furthermore, it is imperative that a formal succession plan is incorporated in organizations to assure strategic leadership, quality care, and operational effectiveness incorporate nursing at the uppermost level of decision and influence (Trepanier & Crenshaw, 2013). The Chief Nurse Executive role is evolving as a tactical authority in acquiring a major influence on our nation’s health care delivery systems and clinical outcomes (Bradley, 2014). As health care shifts and changes, nursing must be at the forefront to assure optimal influence

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While Cedars-Sinai makes strides in fostering an inclusive environment, it acknowledges the need to strengthen diversity across its workforce. The medical center has recognized that a diverse team enhances cultural competence, facilitates better patient-provider communication, and contributes to more comprehensive and patient-cantered care. To address this weakness, recruitment strategies have been implemented to attract individuals from underrepresented backgrounds and is actively working to eliminate bias in hiring/promotion processes. Additionally, the medical center has established employee resource groups and cultural sensitivity training programs to promote inclusivity/awareness within the organization. Through their embracement of diversity, Cedars-Sinai aims to provide equitable healthcare and cultivate an environment where everyone feels valued and

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This article is related and fit for " Diversity in healthcare", and it was written by Lisa Esposito. It talks about that in the United State there was not enough of the black doctor, Pharmacist, dentist, nurse and others who directly work with patients. Both private and public, health care agencies and pharmacy chains to expand black presence and build more diversity in leadership

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What particular value will the nurse representative bring to the board unique and different from that already presented? Nursing provides the highest amount of patient contact care, providing care at the bedside throughout out the patient’s entire stay in the hospital. Fran Roberts, Ph.D., RN, FAAN, makes an excellent point when she describes a nurses perspective of a hospital from the inside out, offering a view that no other healthcare provider can (Roberts, 2014). Dr. Roberts goes on to explain that this unique perspective provides insight that no other board members can bring to the table, such as what it 's like to work short staffed, at what point patient safety becomes compromised, and experiences that no one can offer other than another nurse (Roberts, 2014).

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A. Diversity. Diversity means that all individuals are different and have their own characteristics unique to them and their own identity. Every individual should be treated fairly regardless of any reason, be it beliefs, culture, age or ability. B. Equality.

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Studies have shown that in the United States it is expected that there will be a 90% growth of non-white racial and ethnic groups between 2010 and 2050. With this being said, the majority to represent in the healthcare field will remain caucasian. Diversity within healthcare is definitely not growing as fast as the diverse world is growing. Out of the 25 percent of black and Hispanic in the work only 9 percent are found in the healthcare world. Black, Hispanic, and Native Americans only make up 12 percent of the U.S. medical school graduates.

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When speaking of genders, it is often made obvious that women have less abilities than men. This statement is very downgrading towards all females and although it may seem correct in some instances, it is not a valid representation of women. When it comes to jobs, it is more common for the management to be male. According to Catalyst.org, women hold only 35.5% of all management positions and 33.3% of all senior management positions. That means men are two to three times more likely to be in a senior management

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Men continue to have more power than women. Most CEOs are male; you are more likely to find a male CEO over a woman CEO. According to CNNMoney analysis, only 14.2 percent of women hold a high position in a company. This is a very low percentage of women CEOs. Also according to CNNMoney,”Out of 500 companies, there are only 24 female CEOs”.

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I have had the privilege to interview The Senior Chief Nurse Administrator/Health Research Analyst of the James A. Haley VA Medical Center. Dr. Jola Massengale Worked as a Registered Nurse for over twenty years, and in 2011 she earned her doctorate in Nursing Health Administration. Short after her graduation, she was promoted to Chief of Nursing Research, and two years later, she became the Senior Chief Nurse Administrator/Health Research Analyst. She was chosen for this interview because, in 2016, she was one of the key leaders to revamp the way the organization conducted their Las strategic planning process. Although the meeting was scheduled for one hour, it only lasted thirty minutes since Dr. Massengale was called away by the Hospital

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