Project Purpose
This project requires strong leadership to guide hospital professionals on their journey to accomplishing our aim. I plan to make sure the project’s outcome is a safer and inclusive clinic environment for the patients. The main change in leadership will be the shift from personal to team-leadership (Gostes & Grimani, 2015). But still, I will advise and encourage my team with scientific-proven examples. The team’s cultural competence will be ensured by providing training, after which all our healthcare practitioners will demonstrate a better understanding of patients’ needs in this regard. I will also guarantee proper diversity management through recognizing and documenting disparities and managing demographic diversity since reduced disparities will improve organizational performance (Dreachslin et al., 2017). To sum it up, five organizational competencies to be implemented are diversity leadership, strategic human resource management, organizational climate, diversity climate, and patient cultural competence (Dreachslin et al., 2017).
Composition of the Diversity Leadership Committee
In Lakeland Medical Clinic, located in Haiti, we have professionals of various ethnicities, religious and cultural backgrounds, professionals in diverse fields of knowledge, different age, and gender. The leadership committee will represent this diversity and include professionals of Haitian, Hawaiian, US, and French cultural backgrounds. I assume the committee will consist of 4-5 to 7-9 people, who will develop a new vector of development for the clinic dictated by diversity leadership. Moreover, the ultimate goal is to attract all the clinic members to share their opinions, provide feedback and participate in the committee’s life.
Communication
We will do our best to create a positive organizational and inclusive diversity climate by shifting our approach to leadership, changing some HR practices, and providing educational training. The committee will be created to implement and evaluate the realization of diversity-aimed practices and procedures. It will have three chairmen responsible for diversity management and recognition, organizational and diversity climate, and patient cultural competence. Besides, the committee will have an open membership and become a discussion platform for all its members who decided to attend the meetings.
Basic Characteristics of Diverse Workplace
A diverse workplace’s basic characteristics are represented by implementing five organizational competencies: diversity leadership, strategic human resource management, organizational climate, diversity climate, and patient cultural competence (Dreachslin et al., 2017). Significantly, new HR practices will be discussed in committee to support diversity in recruitment and selection, job design and work systems, education and development, performance management, reward and recognition, and succession planning (Dreachslin et al., 2017). Heads of departments will closely cooperate with HR managers to implement this strategy.
Benefits of Diverse workplace
The main benefit of a diverse workplace, ensured by diversity management and cultural competence, is that reduced disparities can improve organizational performance (Dreachslin et al., 2017). Moreover, according to scientists, the benefits of improved culturally competent care “include expanded acceptance of advanced practice nurses by the public and among healthcare providers, more meaningful client-provider relationships, and overall improved care for clients” (Debiasi & Selleck, 2017).
References
Debiasi, L. B., & Selleck, C. S. (2017). Cultural competence training for primary care nurse practitioners: an intervention to increase culturally competent care. Journal of Cultural Diversity, 24(2), 39-45.
Dreachslin, J. L., Weech-Maldonado, R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the National Center for Healthcare Leadership diversity demonstration project. Journal of Healthcare Management, 62(3), 171-183.
Gotsis, G., & Grimani, K. (2016). Diversity as an aspect of effective leadership: Integrating and moving forward. Leadership & Organization Development Journal, 37(2), 241-264.