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By the third year, their patient increased from 10% to 40%. Many are African Americans and Hispanics. The staff, however doesn’t reflect the patients’ diversity. The staff is 85% Caucasian, including nurses, laboratory technologies, pharmacists, and therapists. There are two African American and one Hispanic managers.
Having a wide range of cultural backgrounds are useful in the diverse costumer case that the every parts of the world have. Having an equality and diversity in the organisation send a fair norms for the employees and customers. Diversity around the workplace makes the environment interesting that creates an opportunities to discover different ideas and perceptions. A distinct workforce is important to ensure that it has an accessible, affordable and quality healthcare system. IV.
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
They feel that the providers are more respectful, trustworthy, and empathic to their needs. Patients are also more likely to receive the preventive care they need and agree to the recommended care (Zephyrin et al.). Diversity management is when an organization includes employees from different backgrounds in their organizational structure through their policies and procedures because of the growing diversity of the workforce worldwide. Advancements in technology allow companies to hire and manage employees from around the world and in different time zones (Corporate Finance Institute, 2022). Diversity management promotes good management practices, and it also prevents discrimination, and promotes inclusiveness.
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
Hello Larry, excellent post! Agree that diversity can be challenging in the health care industry, as opposed to other industries. This is because, a more diverse demography requires the health care industry to change and be on their feet in an already stressful static environment. Despite this, it can be very rewarding helping the patients from different backgrounds and learning more about their stories and experiences.
Introduction The growing cultural changes in the United States provide opportunities and challenges in healthcare for providers, systems, and policy makers. There is a growing consensus amongst healthcare workers that it is necessary to produce and provide culturally competent services. Cultural competence is defined as “the ability of providers and organizations to effectively deliver health care services that meet the social, cultural, and linguistic needs of patients” (Seeleman et al, 2015). A major topic of discussion amongst health professionals at industry conferences is the improvement of health outcomes and quality of care- specifically the contribution of culturally competent cares towards the elimination of racial and ethnic health disparities.
Cultural competency becomes increasingly important in delivering a holistic, culturally sensitive care, and ensuring patient satisfaction and positive outcomes. With the escalating diversification of the population of the United States, the biomedical model of health care in which the western medicine roots its practices often fails to recognize the cultural differences. Healthcare, according to Putsch and Marley (1990), is a very complex issue which can be further complicated by cultural and language barriers. The strict use of scientific method in diagnosis and treatment has created an enormous gap between practitioners and the public they serve. The reality of the multiracial, multicultural population of the United States requires from health
Diversity and inclusion are implanted in UnitedHealth Group's estimations of Integrity, Sympathy, Connections, Development and Execution and are important to satisfy our general mission to enable individuals to live more advantageous lives and to help improve the wellbeing framework work for everybody. UnitedHealth Group's responsibility regarding assorted variety and consideration enables our representatives to contribute their best work, teaming up to be the transcendent wellbeing and prosperity business and group accomplice of decision. By utilizing the profundity of an assorted workforce, we can better address the issues of the inexorably multicultural customers, groups and people we
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.
These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.
In this paper we look the morals and mores of people and try to determine if we born with a moral compass or if our morals — our sense of what is good or evil — is something which develops and accumulates over time. The author will look at the question whether human beings are innately benign, nefarious, or both at the same time. The age-old question whether people are good, bad or both is something that has kept scholars and philosophers busy for centuries and it even keeps ethics students busy today. If we want to answer the question whether people have a natural born ability of being good or that this is an artistry which has been cultured by society over time, we have to start at the very beginning, with babies.
1.0 Research Topic The area of research which this project will focus on is diversity in the workplace, with a specific focus on age diversity. The working title of the project is: Facilitating effective knowledge transfer in age diverse workforces 2.0 Introduction and Research Background Diversity is a subject of particular interest to contemporary organisations, principally as a result of a seismic shift in organisational working patterns and social trends (Culpin et al., 2015). However, the CIPD (2015) reports that many Western societies are facing demographic issue in the workplace insofar as organisations must embrace multigenerational workforces. The reason that this is a particular issue is that the last 20 years have been witness
Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal.
