Student Name

Capella University

NHS-FPX5004 Communication, Collaboration, and Case Analysis for Master’s Students

Professor Name

Submission Date

Slide 1

Hello everyone! My name is XYZ. While in Lakeland Medical Clinic, I created a presentation to help represent diversity, which I invite you to come through the door with me today. These were the goals that would be shared in this specific presentation, and the strategies that would be shared to help get the institution on board to embrace and support diversity. Hence, the most critical areas that need to be worked on in the context of the organization’s diversity initiative are leadership and collaboration.

Slide 2

The topics that I would be going over are:

• Members of the Diversity Project and the relevance of the project
• Project Goals
• Team Composition
• Committee Role
• It’s, therefore, necessary to plan how it can be improved
• Characteristics of an Inclusive Workforce

Understand the benefits of workplace diversity as well as real-world examples of diversity in the workplace.

Slide 3

In light of the above results, it is clear that Lakeland Medical Clinic should implement a diversity project to provide a professional and safe environment for the staff as well as patients, thereby improving the patients’ experience and satisfaction. Diversity programs ensure that everyone, regardless of race, ethnicity, gender, or any other ability or disability, feels equal and included in a company. They give empowerment to the team members and the patients, and the patients feel confident.

Research demonstrates that diversity drives and enhances financial performance, as well as patient care. (Gomez & Bernet, 2019) Diversified projects were also found to be beneficial in improving the financial condition of the care centers. At the same time, the patients stated that they were more satisfied with the diversified care teams offered to them. The organization becomes more productive, and it has a positive impact on the return on investment (Gomez & Bernet, 2019). There is a strong link between effective communication and risk assessment and, therefore, better health of those involved. This openness is what Gomez and Bernet (2019) mentioned is important because there is no conflict due to organizational changes. Of course, a more palliative goal would be easier to achieve in the context of diversity projects because all members feel included and feel like they are being valued, and can contribute with the resources they have.

Slide 4

The first strategic direction and goal of this diversity work plan is to include all members and human resources in the organizational structure and decision-making. All successes and failures should be shared and explained within the organization to enrich the complexity and the differences of the organization’s diversity. This also helps to make diversity and inclusion an integral part of the organization, ensuring the organizational culture and the objectives of the organization are clearly defined. (Stanford, 2020) To this end, a concept of inclusive leadership has been called for, where the staff is motivated and involved. Therefore, the most appropriate leadership style would be transformational leadership, which guides the staff/individuals concerned. Leadership patterns enable the accomplishment of numerous objectives, for example, engaging staff involvement, recruiting people from different fields and levels, and addressing conflict with positive behaviors (Bradley, 2020). The strategies developed at this stage make the following assumptions: They would have no problems communicating with each other, the group members would be cooperative, and this would have a positive influence.

Slide 5

The members of the ‘’Lakeland Medical Clinic’ in the diversity project would include all actors and other decision-makers in the work setting. It would contain the working staff of the administration, which constitutes the formal business staff of the clinic, such as nurses, doctors, and others. The other team would consist of senior management, including nursing leaders or managers, administrators of the hospital, the chief of medicine, other departments, and board members. Such members may have to create a special committee to review the statistics of the ethnic composition of the staff. Once the issues have been worked on, a weekly meeting can be held to come up with a definite plan. Such a plan would help to introduce the change with due contemplation and, hence, discussions. They would consist of everyone in the staff, chiefs, leaders, and all their ideas and opinions would be heard.

Slide 6

The committee’s purpose is to facilitate a healthy discussion on the diversity project in which all committee members participate. It might be offered as part of the staff recruitment and selection procedure that has been proven to be culturally sensitive. The other discussions would require a variety of ages, genders, ethnic origins, religions, and cultures of people in the organization. The committees should also ensure that, and ensure that intolerant members of staff do not obstruct good communication within the institution. The committee will make sure that there is no prejudice or unfair treatment in the organization. In order to build a culture of safety, the awareness of the issues around inclusion and diversity must be raised amongst employees.

Slide 7

Therefore, it is expected that there are suitable avenues for communication between the health care providers and that the process is an ongoing and unbroken one; Interprofessional relationships flow. Communication will aid in the creation of a suitable team and in communicating with others. An advanced interprofessional collaboration framework of competencies can be applied, e.g., the core competencies that have been reported in the literature from Sunnybrook (McLaney et al., 2022) and are designed to support hospitals in improving advanced interprofessional collaboration. It improves the provision of care by providing “patient-centered care. Such types of frameworks and staff training can facilitate collaboration within the organization, which would support the organization to make the proper decision (McLaney et al., 2022). The overall concept is that several workshops can be done each month with the aim of beginning communication between staff and to get the various members to know one another.

Slide 8

Diversity for an organization’s employees can be defined as the integration of several employees with different backgrounds, which is one of the features of an employing firm’s robust workforce. Hence, an inclusive workforce would be able to use the resources and make them a value addition to the services provided. They would feel like it is their organization, they are part of it, and that their voices are heard in any process of decision-making that is ongoing in the organization (Hamill, 2019). The inclusion of people would also be evidenced by those people being given a measure of dignity because of the service they are giving and the skills they are using. Their individuality and diversity would be embraced and valued (Hamill, 2019). The workforce would also be more diverse, with close connections between each other, and people would share their ideas together through collaboration (Hamill, 2019). All staff would feel relevant, and they would feel they have good opportunities for promotion within the organization.

Slide 9

Diversity and inclusion bring trust among the employees and improve their performance as well, by virtue of the appreciation they receive from the company. Negatively, it values the diversity of all individuals and allows the staff to realize their potential in a safe environment. Rush Medical University and Christus Health Facility are two typical medical organizations that hire disabled people. In terms of fragmentation, Christus Health is a healthcare facility in the USA, with 36% of its members minorities and a staff of 46% female, about 47. According to an analysis of group entries, 6% of the leaders are people of color (Crain Communications, Inc., 2022). Telehealth has also been deployed by Christus Health so that any minority group will be able to access healthcare services. It has also established other offices’ Executive Minority Fellowships to enhance the leadership of associates through various promotions and hiring of associates (Crain Communications, Inc., 2022). In contrast, Rush University is committed to the mission and vision of equal and inclusive opportunities, where the diversity of all students and faculty is embraced.