NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Name

Capella university

NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

Prof. Name

Date

 Diversity Project Kickoff Presentation

Good afternoon, everyone. Welcome to the kickoff meeting for our project to enhance cultural competence at Lakeland Medical Clinic. This initiative addresses the increasing diversity we observe in our patient demographics and signifies our dedication to fostering inclusivity and respect for all cultural backgrounds within our service provision. Drawing inspiration from the leadership qualities exemplified by Dr. Jane Doe, a renowned figure in healthcare leadership, we aim to tackle diversity issues at our organization. 

Project Goals and Initial Priorities

A profound understanding of the unique challenges and

Diversity Project Kickoff Presentation

Greetings everyone. My name is _________, and today’s presentation introduces a diversity project proposed for Lakeland Medical Clinic. This presentation will assist in understanding the importance of the diversity project, ensuring that the goals are adequately fulfilled. Let us delve into the objectives of the presentation. 

Presentation Objectives 

In this presentation, I will: 

• Explain the need for this project.
• Outline the goals and priorities of this diversity project. 
• Mention the composition of an interprofessional project team, describing their qualities and role in this project. 
• Highlight the features of a diverse and inclusive healthcare workplace. 
• Discuss the benefits of encouraging diversity within the healthcare setting. 

Why is this Diversity Project Needed? 

Lakeland Medical Clinic is experiencing a decline in patient influx. For this purpose, an internal survey was conducted to identify the reasons behind the issue. According to the data collected, almost 75% of employees reported diversity issues, workplace incivility, and poor work-life balance as highlighting concerns. However, senior leadership considers diversity issues a substantial problem that needs immediate intervention. Thus, through this presentation, we aim to establish a team of professionals who will lead this project collaboratively and effectively. Since Lakeland Clinic caters to the Haitian population, communities have raised concerns regarding their beliefs, values, and practices not being understood. This diversity project will encourage cultural competence, allowing healthcare providers to understand the unique needs of diverse patient populations and provide the best possible care to them (Stanford, 2020). This project is needed to foster a trustworthy relationship between patients and providers to increase patient influx and maintain organizational reputation. 

Project Goals and Priorities 

This diversity project aims to enhance cultural competence among healthcare professionals to improve patient-centered care. Secondly, we strive to create an inclusive environment where healthcare staff feel valued and respected, regardless of their background, to promote interprofessional collaboration and teamwork. Lastly, the goal is to reduce disparities in healthcare access by delivering equitable care for diverse patient populations. 

The project’s initial priorities include effective collaboration and teamwork, cultural competence training, and staff training on language accessibility. Effective collaboration and teamwork are prioritized to enhance coordination, achieve the project’s goals, enhance job satisfaction, and ultimately improve patient outcomes (Bragadóttir et al., 2023). This priority assumes that a collaborative approach creates a respectful environment for the team, inclining them towards common goals of improving patient care. 

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Additionally, cultural competence training is essential to equipping healthcare professionals with the necessary skills to deliver culturally sensitive care, improving patient satisfaction and health outcomes. This training is assumed to increase awareness and appreciation of diversity, fostering empathy and understanding toward diverse populations (Stanford, 2020). 

Lastly, language accessibility training is imperative to overcome language barriers between patients and healthcare providers, improving communication (Al-Yateem et al., 2023). Healthcare professionals who know diverse languages are presumed to effectively communicate with patients, identify their needs, and foster trustworthy relationships. Ultimately, this leads to improved patient outcomes and increased patient influx.

Interprofessional Teams and their Characteristics

The interprofessional team comprises internal stakeholders, including healthcare professionals, a diversity and inclusion officer, a diversity educator, and a representative of the ethical committee. External stakeholders include patient advocates and a diversity consultant. 

1. Healthcare Professionals: These include nurses, physicians, and allied health professionals responsible for the frontline execution of the project. They are valuable in providing firsthand insights about patients’ needs and the effectiveness of the diversity project. Their qualifications include BSN, MBBS, Pharm-D, etc.
2. Diversity and Inclusion Officer: This individual oversees diversity initiatives within the organization and ensures that policies and practices promote inclusivity. Their qualifications include a master’s degree in HR management and certification in diversity management.
3. Ethical Committee Representative: This team member guides ethical dilemmas and ensures that the team’s decisions align with moral principles. They help navigate complex ethical issues that may arise during the project. Their qualification includes a Master’s or Doctor of Philosophy, specializing in healthcare ethics. 
4. Diversity Educator: This team member specializes in providing healthcare professionals with education and training on diversity and cultural competence. They facilitate workshops and educational sessions to enhance understanding and awareness of diverse cultural backgrounds and their implications for healthcare delivery. This person can be a licensed clinical psychologist with cross-cultural psychology and diversity training expertise. 

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

External stakeholders’ description: 

1. Patient Advocate: A representative of a patient advocacy organization who brings patients’ perspectives to the team. They advocate for the needs and preferences of diverse patient populations, ensuring that the project’s outcomes prioritize patient-centered care. They hold a bachelor’s degree in public health and have served on advisory boards for healthcare organizations.
2. Diversity Consultant: An external consultant with expertise in diversity and inclusion strategies, bringing best practices from other organizations. They offer recommendations based on their experience working with diverse healthcare settings. This team member must hold a master’s degree in organizational psychology and certifications in diversity management.

Effective Interprofessional Collaboration 

Fostering interprofessional group collaboration is necessary for interprofessional teams to work effectively. A comprehensive plan integrating multiple proven methodologies is required, including training initiatives to enhance communication, understanding, and respect among team members (Stoller, 2020). These training sessions will be based on cultural competence, effective teamwork, and conflict resolution to prepare interprofessional team members to work collaboratively towards shared goals. 

Simultaneously, efforts based on regular team-building activities and workshops are vital in promoting collaboration and strengthening relationships among team members. Through these activities, we aim to improve communication foster empathy, and teamwork across diverse professionals (Bragadóttir et al., 2023). These activities include regular team meetings, staff portals, workshops, case discussions, and outdoor activities to develop rapport among team members. In addition to these proven strategies, hiring and maintaining a diverse workforce is crucial for developing collaboration in this diversity project. By actively finding individuals from various cultural, ethnic, and professional backgrounds, healthcare organizations can enrich their teams with multiple perspectives and expertise. Implementing inclusive hiring practices that minimize biases and promote diversity ensures that the workforce reflects the diverse patient populations they serve, fostering a culture of inclusivity and enhancing collaboration (Stanford, 2020). 

Features of a Diverse and Inclusive Workplace 

The following key features characterize a diverse and inclusive workplace:

• Diverse Workforce: According to Stanford (2020), a workplace with representatives from various backgrounds, including race, ethnicity, gender, sexual orientation, age, religion, disability status, and socioeconomic background, is called a diverse workplace. Additionally, accepting and respecting these diverse professionals make that workplace inclusive. 
• Equitable Opportunities: The organizational leaders and policies ensure equal opportunities for all employees, regardless of their background or identity. This concept is called inclusivity, where a workplace prioritizes fairness and meritocracy rather than biases or favoritism (Chaudhry et al., 2021). 
• Respectful Environment: Diverse and inclusive workplaces cultivate mutual respect, where individuals feel valued and respected for who they are. These workplaces foster positive relationships among workers, reducing the risk of discrimination, harassment, and conflicts (Turi et al., 2022). 
• Commitment to Continuous Learning and Improvement: These workplaces embrace a growth mindset and a commitment to ongoing learning and development around diversity, equity, and inclusion (Shan et al., 2021). They actively seek employee feedback, assess their policies and practices, and take proactive steps to address areas for improvement, ensuring that diversity and inclusion remain central to the organization’s values and objectives.

Benefits of Diversity and Inclusivity in Healthcare Workplace 

The last part of our presentation discusses the benefits of promoting and supporting diversity within healthcare organizations. These benefits include:

1. Firstly, diverse healthcare teams enhance patient care by bringing varied perspectives and experiences. These teams can provide patient-centered, culturally sensitive care to diverse populations by addressing populations’ needs and tailoring care plans to their preferences, resulting in improved health outcomes (Stanford, 2020). 
2. Secondly, diverse workplaces are beneficial in reducing social disparities among individuals based on race, ethnicity, and gender. For example, a study by Khuntia et al. (2022) mentions how a workplace embracing diversity empowered women through hiring and retention, providing equal opportunities as men. 
3. Thirdly, fostering diversity within healthcare organizations enhances cultural competence among staff, develops patients’ trust within the healthcare organization, and increases patient influx. 
4. Promoting diversity within healthcare organizations fosters innovation and creativity. When individuals with different backgrounds, experiences, and expertise collaborate, they bring unique insights and approaches to problem-solving. This diversity of thought stimulates creativity and leads to innovative solutions to healthcare challenges (Chaudhry et al., 2021). 

Conclusion 

This presentation concludes that diversity and inclusion are essential in healthcare organizations. Thus, our project on diversity issues will increase patient influx, develop cultural competence among healthcare staff, and improve the organization’s reputation. However, effective collaboration through multiple strategies mentioned in the presentation is imperative for successful results.

References

Al-Yateem, N., Hijazi, H., Saifan, A. R., Ahmad, A., Masa’Deh, R., Alrimawi, I., Rahman, S. A., Subu, M. A., & Ahmed, F. R. (2023). Quality and safety issue: Language barriers in healthcare, a qualitative study of non-Arab healthcare practitioners caring for Arabic patients in the UAE. BMJ Open, 13(12), e076326. https://doi.org/10.1136/bmjopen-2023-076326

Bragadóttir, H., Kalisch, B. J., Flygenring, B. G., & Tryggvadóttir, G. B. (2023). The relationship of nursing teamwork and job satisfaction in hospitals. SAGE Open Nursing, 9. https://doi.org/10.1177/23779608231175027

Chaudhry, I. S., Paquibut, R. Y., & Tunio, M. N. (2021). Do workforce diversity, inclusion practices, & organizational characteristics contribute to organizational innovation? Evidence from the U.A.E. Cogent Business & Management, 8(1), 1947549. https://doi.org/10.1080/23311975.2021.1947549

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Khuntia, J., Ning, X., Cascio, W., & Stacey, R. (2022). Valuing diversity and inclusion in health care to equip the workforce: Survey study and pathway analysis. JMIR Formative Research, 6(5), e34808. https://doi.org/10.2196/34808 

Shan, H., Cheng, A., Peikazadi, N., & Kim, Y. (2021). Fostering diversity work as a process of lifelong learning: A partnership case study with an immigrant services organisation. International Review of Education, 67(6), 771–790. https://doi.org/10.1007/s11159-021-09929-3 

Stanford, F. C. (2020). The importance of diversity and inclusion in the healthcare workforce. Journal of the National Medical Association, 112(3), 247–249. https://doi.org/10.1016/j.jnma.2020.03.014 

Stoller, J. K. (2020). “How I do it”: Building teams in healthcare. Chest, 159(6). https://doi.org/10.1016/j.chest.2020.09.092

Turi, J. A., Khastoori, S., Sorooshian, S., & Campbell, N. (2022). Diversity impact on organizational performance: Moderating and mediating role of diversity beliefs and leadership expertise. PLOS ONE, 17(7), e0270813. https://doi.org/10.1371/journal.pone.0270813 

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation