Sample Paper on Diversity Ramifications

Diversity Ramifications

Diversity in any workplace is considered as a positive step toward effective management. Being an effective HR manager requires having a clear understanding of the basic legal and ethical principles that guide the work environment. For example, hospitals exist to offer services to all patients without considering their racial, cultural, or ethnic ground (Flores & Combs, 2013). However, health disparity has become a common occurrence when minorities always have troubles while seeking medical assistance from certain health care facilities. Besides, diversity at a workplace incur high expenses in terms of time and money, because managers are compelled to hire trainers to teach employees on how to interact in a diverse environment.

Health care facilities that encourage diversity without a strategic plan usually experience cases of discrimination occurring between managers and employees. When minority groups in health sector feel being discriminated in terms of promotion and payment, they may opt to leave their job, which could be costly to the health facility. Institutional racism developed in a diversity workplace leads to patients from minority groups being admitted to substandard hospitals, where they do not receive proper care (Rowland & Isaac-Savage, 2014). Resistance to change is quite common in a diversity workplace, as some health care employees prefer to maintain status quo and refuse to adapt to social and cultural makeup.

Internal policies have an impact on HR activities in health care organizations, particularly when the organization is committed to enhancing employee relations within the workplace. Some HR managers may fail to apply ethics when addressing cases that involve the minorities in the workplace, leading to frustrations and poor patient outcomes. In addition, legislation influences how HR activities should be handled in both private and public organizations. Thus, HR managers should ensure that they are aware of legislations, such as American Disabilities Act and Affordable Care Act, to enhance employee relations.

Communication barriers may develop in organizations that encourage workforce diversity, since people from different cultural backgrounds may avoid interacting with each other as a means of maintaining peace in their working places. For instance, patients from the minority communities may have difficulties in explaining their problems to healthcare providers who do not share the same culture with them (Purnell, 2014).  Studies have revealed that racial and ethnic minority patients avoid interacting with their providers, owing to diminished trust, as well as developing less respect to such providers (LaVeist & Pierre, 2014). Poor provider-patient communication is associated with poor patient outcomes.

Health care organizations have strived to promote diversity workplaces by establishing programs that focus on the minority groups through cultural competency. Cultural competency has helped in bringing minority groups into the mainstream group to offer high-quality and effective care. Health care organizations must always prepare their employees to interact with patients from diverse backgrounds to facilitate patient engagement, as well as to eradicate cases of racial and ethnic disparities. Health care organizations that encourage diverse workforce have ensured that their services are affordable to all to avoid limiting poor backgrounds patients from accessing them, thus, enhancing recovery times and saving on costs (Purnell, 2014). In addition, such organizations usually offer equal opportunities to encourage minority communities to work in diverse workplaces.

Diversity in healthcare organizations is vital in order to enhance patient outcomes, but having a diverse workforce usually compel health care organizations to incur extra costs to train employees on cultural diversity and employee relations. HR managers can handle diverse workforce through effective programs that mainly target the minority groups. Effective educational programs that health care organizations should adopt include cultural assessment, measurement and tracking, multiple training methods, and ongoing education.

 

References

Flores, K., & Combs, G. (2013). Minority Representation in Healthcare: Increasing the Number of Professionals through Focused Recruitment. Hospital Topics, 91(2), 25-36. doi:10.1080/00185868.2013.793556

LaVeist, T. A., & Pierre, G. (2014). Integrating the 3Ds—Social determinants, health disparities, and health-care workforce diversity. Public Health Reports, 129(1_suppl2), 9-14.

Purnell, L. D. (2014). Guide to culturally competent health care. Philadelphia, Pennsylvania: F.A. Davis Company.

Rowland, M. L., & Isaac-Savage, E. P. (2014). The Black Church: Promoting Health, Fighting Disparities. New Directions for Adult & Continuing Education, 2014(142), 15-24.