Write a 3–5 page executive summary that examines an organization’s diversity policies and practices. To prepare for this assessment, use the Internet to study the impact of health system’s power

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Write a 3–5 page executive summary that examines an organization’s diversity policies and practices.

To prepare for this assessment, use the Internet to study the impact of health system’s power structure on nursing, leadership, diversity related to empowerment in nursing and patient outcomes, and recruitment of a diverse workforce. You may also wish to look for examples of an executive summary on the Internet.

  • Identify a type of health care facility and examine the Web site and available public information to review the organization of the nursing department, nursing recruitment, and any information about the diversity of the system’s workforce and leadership.

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    • You may use the health care setting in which you currently work or have worked in the past.
    • Describe the type of organization and region. Example: a major Midwestern teaching hospital or a rehabilitation hospital on the East Coast. **Central Florida Region**

      • Do not report the name of the facility.

Deliverable: Executive Summary of Organizational Diversity

Read the following scenario:


The city in which you work has undergone a significant population shift within the last 10 years, due to increased employment, education opportunities, and an influx of immigrants and refugees. To put the population shift in perspective, the local school district enrollment report states that nearly 100 languages are spoken in the schools, up from 32 languages in the last census. Senior leadership has asked you to examine all types of multiculturalism and diversitywithin your health care organization.To do this, you will need to use a systems perspective to examine the relationship between a diverse workforce and patient outcomes; identify gaps between best practices and the organization’s diversity policies, and make a recommendation for organizational change.

In the executive summary:

  • Analyze the impact of a diverse workforce on patient outcomes.

    • In what ways or situations might multiculturalism and diversity impact health care delivery or patient outcomes?
    • How is diversity defined in the organization?
  • Analyze how the health care system integrates diversity and multiculturalism into its practices.

    • Is the makeup of the organization’s leadership representative of the patient and employee populations? Is this important? What would you change?
    • Explain how multiculturalism and diversity can impact health care delivery or patient outcomes.
  • Analyze current recruitment and retention policies to identify gaps between best practices and current policies.
  • Assess the level of integration and importance of multiculturalism and diversity in a health care organization.

    • Are all types of diversity recognized and included?
    • Provide support for your position by including 2 or 3 examples of the integration of multiculturalism and diversity into the organization.
  • Recommend evidence-based changes to the organizational structure and systems leadership that empower a diverse workforce.

    • What changes would you champion as a health care leader to make the system more responsive to patients and the organization’s workforce?

Make your document easy to scan for readers by:

  • Using subheadings to organize content.
  • Using bullet points and phrases for main points, in addition to short, succinct paragraphs.
  • Including a visual, such as a graph, table, or chart.

Additional Requirements

  • Written communication

    : Written communication should be free of errors that distract from the overall message.

  • APA formatting

    : Resources and in-text citations should be formatted according to current APA style and formatting.

  • Font and font size

    : Times New Roman, 12 point, double-spaced.

  • Length

    : Summary report should be 3–5 pages.

  • Number of resources

    : Use a minimum of three peer-reviewed resources.
  • Attached is an example of a high graded paper to use as a reference.

 Write a 3–5 page executive summary that examines an organization’s diversity policies and practices. To prepare for this assessment, use the Internet to study the impact of health system’s power
Running head: EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 1 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. Executive Summary of Organizational Diversity Learner’s Name Capella University Organizational and System Management for Quality Outcomes Executive Summary of Organizational Diversity May, 2017 EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 2 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 3 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. Executive Summary of Organizational Diversity Over the last few decades, the composition of people in the United States has diversified significantly. In 2012, more than 37 % of the American population comprised ethnic and racial minority groups . Therefore, it is important that nursing professionals ta ke steps to develop cultura l and linguistic competen ce to acknowledge and address the unique needs of this sizeable population . The connection between multiculturalism in nursing and health care delivery will be explored using the example of a teaching a nd multispecialty hospital in a major northeastern city in the United States. The city has undergone a considerable population shift in the past 10 years; in view of this population shift , senior leadership has requested a nurse leader to find out if the level of multiculturalism and diversity in the hospital reflect s the city’s population and promote s good patient outcomes . Gaps between nursing practice and the hospital’s diversity policies will also be identified by the nurse leader , and organizational c hanges to improve nursing diversity will be recommended. The Impact of a Diverse Workforce on Patient Outcomes Diversity in a health care organization ’s nursing workforce is expressed in two ways: (a) recruitment and r etention of culturally diverse nursi ng p rofessionals to reflect patient population in terms of race, gender, and ethnicity, and (b) development of cultura l and linguistic competence in n ursing professional s (Agency for Healthcare Research and Quality , 2013 ). Cultural competence improves pati ent outcomes, especially among the underrepresented ethnic and racial groups, through culturally appropriate communication, integration of cultural beliefs into patient care , and expanded access to services that reduce health care disparities. EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 4 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. Specific pa tient outcomes such as quality care and patient safety are significantly improved when nurs ing teams include multilingual n ursing professional s capable of communicating with non -English speaking patients (Huber, 2017). By removing language barriers, n ursin g professional s are better able to understand and record a patient’s medical history and prevent medicine administration errors . Diverse patients also feel empowered and will seek medical treatment more often without getting intimidated or disrespected. Ho wever , it is important to understand how the hospital integrates concepts of diversity and multiculturalism into its practices before recommending any organizational changes. Integration of Multiculturalism and Diversity into Organizational Practices Health care organizations that do not follow systems theory tend to blame bad patient outcomes on nurs ing professional s at the front lines of care and not on organizational factors such as leadership (Munro & Hubbard, 2011). In th e case of the multispecialty hospital, the absence of diversity in nursing leadership has affected the way nurs ing professional s deliver culturally competent care . While the hospital has taken efforts to recruit and retain doctors from diverse backgrounds, the same has not been done for n ursing professional s and nurse leaders . Therefore, t he selection process of nurse leaders should be changed to better represent diverse patient and Nursing Professional populations. For example, the hospital should recruit more culturally diverse nurse leaders who will be able to instill a deeper understanding of culture in the current nursing staff. . If health care organizations have a diverse nursing workforce , cultural ly competent leaders will be able t o address the diverse needs of nursing professionals through staff management policies. Such leadership will also expose structural or systemic gaps in recruitment and retention policies that are not culturally inclusi ve. Comment [A1]: Delete “also” EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 5 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. Current Nursing Recruitment and Retention Policies in the Hospital The nurse leader’s findings suggested that current strategies employed by the hospital knowingly or unknowingly discriminate against minority groups . They do not focus on making the existing culturally respectful policies and facilities known to potential students or new nursing professional s. Similarly , retention policies that manage reso urces and facilities for nursing professional s show a lack of culturally appropriate staff traini ng programs, unavailability of diverse nursing mentors for trainee nurses, absence of facilities like prayer rooms for ethni cally diverse health care professionals and patients , and inappropriate behavior and conflict directed at nurs ing professional s from diverse and multicultural backgrounds . These gaps in staff management have lowered recruitment and retention rates. Potential ethnic and racial minority students also perceived this lack of diversity as an absence of opportunities for professional growth . These fallouts have particularly affected how the hospital provides best practices care to patients from ethnic and racial minority groups. Because of the various language and cultural barriers between nurs ing professional s and patients, the latter often felt that their beliefs were disrespected, and that it was difficult to access certain health care services (Huber, 2017; Banister & Winfrey, 2012; AACN, 2015). The following cultural integration discussion including the nur se leader’s findings will assist in understand ing how cultural competency should star t at the organizational level. Level of Cultural Integration in the Hospital and Its Importance A study of the hospital revealed that Whites and Christians were the racial and ethnic majorit ies respectively . The numbe r of male nursing professional s was also considerab ly low in comparison to female nursing professionals . Empowerment in nursing depends on the absence of discriminatory forces in race, gender, ethnicity, and economic status . Organizational effo rts to EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 6 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. give culturally diverse nursing professional s more autonomy were short -lived as the changes did not address systems factors (Rao, 2012; AACN, 2015; Huber , 2017) . The organizational hierarchy was also not cultu rally diverse as very few senior leaders were from ethnic and racial minorities. Nurse leaders and nursing professional s who aspired to become senior leaders perceived th e existing hierarchical setup as culturally biased and demotivating , especially during promotion cycles. Recommendations for Improving Multiculturalism in the Hospital The process of building cultural competence should be continuous and specific to different ethnic and racial groups. By using systems theory perspectives, the organiz ational structure and leadership style will become more responsive to patients’ multicultural and diverse needs. One method for bringing about sociocultural changes in the hospital is the introduction of guidelines that can serve as a resource for health c are organizations and nursing professional s in cultural competence . Ten guidelines were developed by a task force of the members of the American Academy of Nursing Expert Panel on Global Nursing and Health and Transcultural Nursing Society (Douglas et al. , 2014). The guidelines were designed to be adapted to any unique health care delivery system s: (a) knowledge of cultures , (b) education and training in culturally competent care , (c) critical reflection , (d) cross -cultural communication , (e) culturally competent practice , (f) patient empowerment and advocacy, (g) cultural competence in health care systems and organizations, (h) cross -cultural leadership (i), multicultural workforce, and (j) evidence -based practice and research (Douglas et al., 2014). As the guidelines are also influenced by sys tems theory, nurse leaders and nursing professionals will be able to apply t hem to current diversity EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 7 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. issues. The nursing professional s will also be able to change the way organizational systems accept multicultural ism and diversity. Approaches to change like the cultural competence guidelines provide a structur ed approach for nursing professionals to improve their skills, knowledge, and attitudes . By considering organizational and individual performance factors, whi ch are important concepts in systems theory, multiculturalism and diversity will be championed as priorities in quality and safe patient care . Conclusion Health care organizations have realized the strong connection between having culturally competent nursing staff and positive patient outcomes . As a result, they have begun special programs and reforms to become culturally competent. However, the changes to nursing leadership and staff are not systemic because organizations do not follow a structured a nd evidence -based approach like systems theory and cultural competence guidelines . Organizations should also consider the different points of vie w because problems in executing reforms in one part of the organization can affect other parts as well. These steps help nursing professionals move beyond simpl y tolera ting the ir diverse patients and colleagues and develop an in -depth understanding of multiculturalism and diversity . Such a transition will definitely improve patient outcomes in racially and ethnica lly diverse and disadvantaged groups and make health care more inclusive . Comment [A2]: A paragraph should be at least 3 sentences in length. Comment [A3]: This paper was ver y well written and scholarly. The criterion in the scoring guide was thoroughly addressed. I saw many positive things while reading this assessment – be assured this is a wonderful document. EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVER SITY 8 Copyright ©2017 Capella University. Copy and distribution of this document are prohibited. References Agency for Healthcare Research and Quality. (2013). What is cultural and linguistic competence? Retrieved from https://ahrq.gov/professionals/systems/primary – care/c ultural -competence -mco/cultcompdef.html Banister, G., & Winfrey, M. E. (2012). Enhancing diversity in nursing: A partnership approach. Journal of Nursing Administration , 42(3), 176 –181. https://dx.doi.org/10.1097/NNA.0b013e3182480a97 Huber, D. L. (2017). Leadership and nursing care management (6th ed.). Philadelphia: W. B. Saunders. http://dx.doi.org/10.7748/nm.21.6.13.s14 Munro, E., & Hubbard, A. (2011). A systems approach to evaluating organis ational change in children’s social care. British Journal of Social Work , 41(4), 726 –743. https://dx.doi.org/10.1093/bjsw/bcr074 Douglas, M. K., Callister, L. C., Hattar -Pollara, M., Lauderdale, J., Pacquiao, D. F., Rosenkoetter, M. (2014). Guidelines for implementing culturally competent nursing care. Journal of Tr anscultural Nursing, 25(2), 109 – 121. https://dx.doi.org/10.1177/1043659614520998 Rao, A. (2012). The contemporary construction of nurse empowerment. Journal of Nursing Scholarship , 44(4), 396 –402. https://dx.doi.org/10.1111/j.1547 -5069.2012.01473.x


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