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

Slide 1

Hi, Lakeland’s Diversity Committee. I am Emma, and I am honored to present to you today on the crucial topic of addressing the diversity issue within our organization.

Slide 2

Today’s presentation will provide a comprehensive overview of our project goals and the composition of our diverse team. Strategies for fostering collaboration, the characteristics of an inclusive workplace, and numerous benefits of promoting diversity in our organization. As a project leader, I am excited to guide you through our plans and strategies for creating a more inclusive workplace and culturally competent environment at Lakeland.

Our Goals and Initial Priorities

Slide 3

Based on the Lakeland survey, the project goal has two perspectives. One needs to focus on workforce needs, and the other is the needs of the community it serves. A recent survey shows that 75% of employees have concerns revolving around the diversity issue and its impact on the relationship of the clinic with the predominantly Haitian community. So, the project goal encompasses a positive and inclusive work environment at Lakeland Clinic, fostering a culture of respect and belonging. It also aims to improve employee satisfaction and retention by addressing the diversity issue highlighted in the survey. Lastly, the project aims to strengthen relationships with the Haitian community for culturally competent care.

To achieve the goals of this project, specific initial priorities are set. Firstly, there is a need to find key diversity issues from the employee survey data. Addressing employee concerns improves morale and productivity, leading to better patient care (Servaes et al., 2022). Secondly, there is a need to develop collaboration and communication strategies to foster cultural competence among staff because cultural competence enhances patient satisfaction and community, which is crucial in effectively serving the diverse Haitian community. The priorities are set based on assumptions that the survey displayed accurate concerns of the majority of the employees of Lakeland Clinic and that enhancing cultural competence will lead to improved patient satisfaction and outcomes.

Composition of the Team

Slide 4

To address the diversity issue in our organization, we aim to develop a highly diverse team representing various backgrounds, disciplines, and perspectives. The team must have experience applying ethical codes, best practices, and diversity in a healthcare organization. For this reason, the four team members are significant: diversity and inclusion specialist, HR representative, healthcare professional, and community liaison. Diversity and Inclusion specialists bring expertise in addressing diversity issues, bringing inclusivity and adherence to ethical codes within the organization (Mullin et al., 2021). It aligns with the characteristics of having someone with experience. HR is a vital team member who can provide insights into organizational policies and concerns of the employees effectively. Their contribution aligns with principles of equity and fairness, where employees have equal opportunities and fair treatment, contributing to an equitable workplace (Minghua, 2022).

Further, the participation of professional healthcare is essential in the composition because it offers perspectives on patient care and interactions. Inclusivity and respect are achievable through their contribution by valuing the diversity of the patient’s backgrounds and identities (Ramšak et al., 2023). Lastly, a community liaison effectively represents the interests and needs of the Haitian community. Their contribution ensures collaboration and innovation by actively understanding community needs and preferences and communicating them with the clinic staff for enhanced patient outcomes (Jäderholm et al., 2023). We need these members because each brings a unique perspective and skill set essential for effectively defining and addressing the diversity issue.

Fostering Inter-professional Communication

Slide 5

Effective inter-professional communication is crucial for achieving our goals of a positive, inclusive, and strengthened community relationship with the Lakeland Clinic. To strengthen team and seamless communication, utilization of Appreciation Inquiry and Lean Six Sigma principle methodologies are planned. AI focuses on finding and amplifying the positive aspects of the organization (Merriel et al., 2022). So, based on past successes and strengths related to diversity, initiation in the Lakeland clinic will promote a positive mindset and generate innovative solutions. Moreover, Lean Six Sigma will assist in streamlining processes while eliminating waste. It will help identify inefficiencies and implement improvements for clear and effective communication among team members (Rathi et al., 2021).

Firstly, clear roles and responsibilities for each member will be provided to promote accountability and autonomy. For this reason, the plan for effective inter-professional communication includes regular team meetings for idea exchange and decision-making (Diggle et al., 2020). Scheduled team meetings will provide an opportunity to discuss updates, progress, or challenges in the plan. For effective communication, providing open communication channels and establishing a feedback mechanism are essential. In this regard, online tools will be utilized; for instance, Slack, Microsoft Teams, or Google Workspace will be used for instant messaging, video conferencing, and document editing facilities. This is planned to promote seamless communication irrespective of the geographical location of the team members (Herriott & McNulty, 2022).

Similarly, feedback surveys will be established through forms that will gather anonymous responses on processes from team members. However, the need for an open-door policy is addressed. It is for establishing a transparent and inclusive team to provide opinions and suggestions directly to the team member or leader (Jankelová & Joniaková, 2021).

Role of a Leader

In this regard, my role as a project leader encompasses specific responsibilities. My responsibilities include leading the committee to achieve goals. A leader facilitates effective communication, ensures communication and teamwork, and holds the team accountable (Diggle et al., 2020).

Characteristics of a Diverse and Inclusive Workplace

Slide 6

Several organizations promote Diversity and Inclusion (D&I) within the healthcare system, notably the Liaison Committee on Medical Education (LCME) and the Institute of Medicine (IOM). Both institutions acknowledge a wide array of people that come under the radar of diversity, for instance, gender, race, ethnicity, social status dis, abilities, etc., and encourage more diverse and inclusive institutions (Stanford, 2020). A D&I workforce has the following characteristics. It demonstrates inclusivity and respect by valuing different perspectives of people from various backgrounds. In such a workplace, everyone is treated with dignity. A D&I workforce also incorporates equity and fairness. It ensures that everyone in the healthcare workforce has equal opportunities and access to resources without discrimination. Lastly, a diverse and inclusive work environment shows collaboration and innovation in its processes. It is done because the environment leverages diverse talents and ideas to drive creativity and success in the organization.

Benefits of a Diverse Workforce

Slide 7

It is essential to understand that the healthcare workforce is generally homogenous. However, it serves a community with a diverse population. So, there are multiple hurdles for effective care services, enhanced patient outcomes, and positive patient experience. Various studies support the numerous benefits of a diverse workforce. A culturally competent workforce leads to better understanding and responsiveness to patients’ needs. They are culturally and linguistically more responsive, manifesting a targeted approach for enhanced patient outcomes (Coronado et al., 2019).

As established, a diverse workforce brings diverse perspectives, so respecting such an inclusive system enables innovative solutions. Such a system not only welcomes different viewpoints but also encourages critical thinking. This helps avoid the pitfalls of a group-thinking solution where faculty cannot put their unique perspective in view (Khuntia et al., 2021). It enhances patient satisfaction due to clear communication of patient issues and guidance from the healthcare faculty. Lastly, studies have highlighted that a more diverse and inclusive workforce improves productivity, enhances retention, and improves outcomes due to comfortable and collaborative processes in a healthcare system (Servaes et al., 2022).

Conclusion

Slide 8

In conclusion, the kickoff presentation has provided the overview, team composition, strategies, characteristics, and benefits of an inclusive and diverse workforce. As we embark on our journey, it is important to know that an inclusive work environment and strengthening our community relations are essential for the success of our organization. By working together, we can establish a culturally competent environment at Lakeland Clinic that benefits our employees and the community we serve. Thank you for your commitment and participation in this important initiative.

Slide 9

Questions are welcomed.

References

Coronado, F., Beck, A. J., Shah, G., Young, J. L., Sellers, K., & Leider, J. P. (2019). Understanding the dynamics of diversity in the public health workforce. Journal of Public Health Management and Practice, 26(4), 389–392. https://doi.org/10.1097/phh.0000000000001075

Diggele, C. van , Burgess, A., Roberts, C., & Mellis, C. (2020). Leadership in healthcare education. BMC Medical Education, 20(S2), 456. https://bmcmededuc.biomedcentral.com/articles/10.1186/s12909-020-02288-x

Herriott, H. L., & McNulty, M. A. (2022). Virtual learning impacts communication and teamwork. The Clinical Teacher, 19(5). https://doi.org/10.1111/tct.13514

Jäderholm, C., Currier, J., Brown, K., Audett, A., Campbell, L., Blakesley, S., Lynda Crocker Daniel, Miller, S., Mishalanie, S., Ruder, C., & Shannon, J. (2023). The community research liaison model: Facilitating community-engaged research. PubMed Central, 7(1). https://doi.org/10.1017/cts.2023.31

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. NCBI. https://doi.org/10.3390/healthcare9030346

Khuntia, J., Ning, X., Cascio, W., & Stacey, R. (2021). Valuing diversity and inclusion in healthcare: Pathways to equip workforce (Preprint). JMIR Formative Research, 6(5), e34808. https://doi.org/10.2196/34808

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Merriel, A., Wilson, A., Decker, E., Hussein, J., Larkin, M., Barnard, K., O’Dair, M., Costello, A., Malata, A., & Coomarasamy, A. (2022). Systematic review and narrative synthesis of the impact of appreciative inquiry in healthcare. BMJ Open Quality, 11(2), e001911. https://doi.org/10.1136/bmjoq-2022-001911

Minghua, H. (2022). Role of efficient human resource management in managing diversified organizations. Frontiers in Psychology, 13(1). Ncbi. https://doi.org/10.3389/fpsyg.2022.864043

Mullin, A. E., Coe, I. R., Gooden, E. A., Tunde-Byass, M., & Wiley, R. E. (2021). Inclusion, diversity, equity, and accessibility: From organizational responsibility to leadership competency. Healthcare Management Forum, 34(6), 311–315. https://doi.org/10.1177/08404704211038232

Ramšak, M., Orzechowski, M., Bielińska, K., Chowaniec, A., Doričić, R., Nowak, M., Skuban-Eiseler, T., Grokša, I. T., Łuków, P., Muzur, A., Zupanič-Slavec, Z., & Steger, F. (2023). Diversity awareness, diversity competency and access to healthcare for minority groups: Perspectives of healthcare professionals in Croatia, Germany, Poland, and Slovenia. Frontiers in Public Health, 11. https://doi.org/10.3389/fpubh.2023.1204854

Rathi, R., Vakharia, A., & Shadab, M. (2021). Lean six sigma in the healthcare sector: A systematic literature review. Materials Today: Proceedings, 50(5). https://doi.org/10.1016/j.matpr.2021.05.534