HCAD 670 Individual assignment

1. Running head: WEEK 7 REFLECTION: DIVERSITY CONCEPTS 1
Week 7 Reflection: Diversity Concepts for Healthcare Leadership
Modupe O Sarratt
HCAD 670
Essay Paper 3
University of Maryland University College
March 18, 2018

2. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 2
Abstract
The fact is there is no framework or an establishment of diversity in healthcare sectors.
According to the President and the CEO of Main Line Health, he said:
As I think about the lack of diversity in the healthcare workforce, it is pretty glaring that
boards aren't as diverse as one would expect or hope. Organizations that serve a diverse
population of patients should also have individuals with diverse backgrounds serving in a
leadership role. With diversity in leadership, your patients will perceive the organization
as sensitive to their needs and in touch with their cultural issues, challenges, and strengths
(BRP, 2012).
His point is to create awareness for diverse leadership is necessary to meet the need of patients
for different backgrounds as the quality of the delivery of healthcare services that are equitable
and unbiased to end the disparity in the healthcare administration.

3. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 3
Week 7 Reflection: Diversity Concepts for Healthcare Leadership
Perception of diversity is that it is very important in today's workplace for the cultural
intelligence of a manager or a leader. To indicate a leader that has never had experience with
people different from him or herself cannot develop the ability to smoothly adapt to culturally
different ways of thinking and behaving of others, especially in the healthcare sectors where
individual beliefs for culture is part of the health and ways of healing.
What is a diversity?
Diversity commonly is defined as a state of being diverse in variety. In the workplace,
diversity is an aspect that involves acquiring employees who have a variety of differences. In
healthcare, diversity is yet to be defined by diversity training for a cross-cultural value of a
leadership of multiculturalism that facilitates positive interaction, reduces prejudice and
discrimination in the healthcare sectors for equity delivery of healthcare services.
However, a diversity for leadership include knowing yourself first to define your own
values that validate other values as "what people considered to be important" to define needs as
"what people require to sustain themselves" to include perspectives as the "mental viewpoints
used to understand others or groups" for an experience as the "series of events participated in or
lived through" for being effective for a success or painful for a failure to facilitate the experience
for individually and collectively for diversity is consciously examine what individual has learned
that other may not have learned or yet need to be learned by other to share views, thought, and
experience to facilitate others for their views and thought define the capabilities of diverse leader
is a manager or an executive for "what an individual is able to do with different abilities" to
facilitate a diversity in a workplace is a manager that facilitate getting work done with combined

4. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 4
efforts for his or her diversity (Weaver & Farrell, 1997). Healthcare for diversity is the body of
understanding the need of each patient for a medical care and health care services.
What diversity means to me
Diversity refers to all the ways in which people differ including age, race, marital status,
physical ability, income level, and lifestyle. In the current system of healthcare "there is no
diversity training that recognizes different culture to influence how people approach work,
interacts with each other to define who they are in the workplace" (Daft, 2008). The lack of
diversity in healthcare sector means a disparity inpatient care of the minorities and the foreign
origins.
In today’s healthcare sector diversity is not understood for a leadership role is the
disparity in healthcare staffs or workers for a diverse background. According to the President and
CEO of Main Land Health, he said this "As I think about the lack of diversity in the healthcare
workforce, it is pretty glaring that boards aren't as diverse as one would expect or hope.
Organizations that serve a diverse population of patients should also have individuals with
diverse backgrounds serving in a leadership role. With diversity in leadership, your patients will
perceive the organization as sensitive to their needs and in touch with their cultural issues,
challenges, and strengths" (BRP, 2012). The healthcare staff needs to be trained and utilized to
help in the delivering of services to enhance performance. According to LaVeist and Pierre
(2013), a "patient-provider connection is required for effective delivery of healthcare services" to
suggest training and employing health professional from all cultures help to promote workforce
diversity.
Healthcare leaders of the future must learn to engage people with different values and
belief for perspectives of care to ensures that healthcare providers have knowledge of different

5. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 5
culture for cultural diversity. For practice, the providers should be able to understand the beliefs
and values of patients and their fellow staff members to enhance interaction and understanding of
the influencing associated with the delivery of healthcare services for patient’s expectation
include consideration to cultural difference.
Multi-cultural communities are more important as a company for leaders because
managing and leading will have to be done virtually. They must be able to manage tension
created by diversity and differing perspectives while keeping the focus on common goals and
values. Leaders must learn to understand different legal, political, religious, and genders in
different regions and countries. It will be very challenging to meet global demands, but the
leaders who are capable of managing diverse groups of people can gain alliances, partnerships,
mergers, and change the way we do business in our world today (Brusman, May 26, 2008). For
leaders today it is very important to have Cultural Intelligence as a necessary skill to succeed in
global business. Building awareness provides leaders on openness to knowledge and develop
new skills, understanding cultural attributes of followers and their expectations, adapting, and
communicating to attitudes and behaviors when conflict arises, efficiency, deadlines, and learn
about the history and values of followers’ culture, leaders are more likely to achieve success
(Campigotto, 2008). Although not yet personally experience the diversity that is memorable,
however, it will be a great time to create a frontier in healthcare for diverse leadership.
Healthcare diversity leadership for multiculturalism
Healthcare diversity leadership is the frontier for cross-cultural training to value the
beliefs and ethnicity of all patients for healthcare delivery. Diversity leadership is the agenda of
the new generation of healthcare executives for a vision and mission that represent the core value
in the quality of care provided to minority patients, to English as second language patients, and

6. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 6
to disable patients. Healthcare leader for diversity training to address the challenges of ethnic
minorities for different value and the cutting-edge strategies for the cross-cultural value of
multiculturalism healthcare as follows:
Vision: healthcare professional will be recognized as a premier global organization
demonstrating an inclusive and exclusive culture environment for developing highly effective
and successful leaders.
Mission: healthcare is the center for leadership and diversity to promotes the health of all
patient for affordable medical care with no inclusion or exclusion of anyone for advising the
local, state, and federal government the conditions and the results of patients experience for
skills, strategies, and tactics that will improve health to provide programs and leadership training
for patient care is part of the healthcare systems for accessibility and affordability.
The leadership and diversity program will be the center focuses on attracting, developing
and retaining new and existing members who will play key roles in enabling society growth and
organizational effectiveness, building stronger patient customer and market focus for promoting
public recognition of the society, groups and its members for all people. These are the strategic
steps that can be analyzed for creating leadership for diversity:
 Committee on Strategy: Provides guidance and recommendations to leadership on
incorporating diversity into the strategy of the organization's business operation and
procedure.
 Committee Enforcer: Serves as repository and resource for the development and
implementation of all products, services, and materials needed to satisfy ASME’s
volunteer leadership training and orientation.

7. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 7
 Committee on leadership Programs: Develops and directs one inclusive internship
program.
 Committee on Diversity Programs: Directs the Diversity Action Grant program and the
annual Diversity Forum.
 Committee on Diversity Relations: Directs outreach to other organizations and coalitions.
Oversees the marketing of healthcare services to a diverse population
 Committee on Diversity & Leadership Metrics: Develops metrics for tracking and
measuring diversity maturity success.
Permitting diversity for health equity, the Training Symposiums developed by the
Institute for Diversity is helping to provide the greatest opportunities for the collection of race,
ethnicity, language preference and other social-economic data intended for competency training
in leadership for diversity and governance that will improve and strengthen community for
health partnerships (Institute for Diversity and Health Equity, 2017) to establish hospitals and
healthcare system of multiculturalism to cater health services to a diverse audience.
An advantage of diversity leadership training in healthcare
The training for diversity leadership can help with recruiting individual from multiple
ethnicity and nationality to enhance the cultural context in healthcare that efficient and effective
to facilitate the delivery of healthcare services that proficient for equity and equality of care is
there is no denied of care because of race, gender, nationality, ethnicity, or religion beliefs is
patient or customer satisfaction for provider performance. According to Jackson and Gracia
(2014), “training curricula enables providers to improve self-awareness and adopt best practices
when navigating the cultural attitudes, beliefs, and behaviors that influence the care and services
they deliver”. Healthcare organization have recently see the need for workplace diversity and

8. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 8
some strategies have been developed to implement the idea for performance enhancement.
Customer satisfaction is the objective that all healthcare institutions aim at achieving to suggest
considering patients are from a different culture for cross-cultural practice in the recruitment
process of staffs and providers for diversity to enhance patient satisfaction and retention. Cultural
competency, defined as the ability of health-care providers to function effectively in the context
of cultural differences, has been shown to improve the quality of health care received by
racial/ethnic minority groups. A culturally competent approach to establishing ways to address
communication barriers with people of limited English proficiency or low health literacy is a
diversity leadership training helps to reduce healthcare bias or prejudice.
Some patient believes that a denier of care or lack off is due to patient cultural
differences. Cultural bias in healthcare is discrimination. Some health care provider has been
accused of not respecting patient belief for a procedure such as in life-saving for a blood
transfusion to implement an alternative process that can be negotiable with the Jehovah Witness
for refusal to a blood transfusion. A trained diversity leadership can negotiate for an alternative
treatment that may take longer instead of having to deny giving care for the quick and easy
procedures. Having a process in healthcare for cultural diversity will include recruiting the
Jehovah witness in the hiring of staff and provider for care delivery that involve different beliefs
and different cultures.

9. WEEK 7 REFLECTION: DIVERSITY CONCEPTS 9
References
BRP. (2012). Bringing Diversity to the Board. Retrieved from
file:///C:/Users/Admin/Documents/BRP_2012_6_Bringing%20Diversity%20to%20th
e%20Board.pdf
Brusman, M (2008 May 26) Leadership Development For a Diverse World-How to Lead
Globally. Retrieved from www.ezinearticles.com/leadership_development
Campigotto, N (2008) Cultural Intelligence: The Key to Global Leadership Retrieved from
www.WABC.org
Daft, R (2008) The Leadership Experience South-Western Cengage Learning
www.cengage.com
Institute for Diversity and Health Equity. (2017). Diversity Connection #123 for Equity
Training Series. Retrieved from
http://www.diversityconnection.org/diversityconnection/leadership-
conferences/symposiums/123forEquity_Training.jsp?fll=S11
Jackson, C. S., & Gracia, J. N. (2014). Addressing health and health-care disparities: the role
of a diverse workforce and the social determinants of health. Public Health Reports,
129(1_suppl2), 57-61. Retrieved from
http://journals.sagepub.com/doi/pdf/10.1177/00333549141291S211
LaVeist, T. A., & Pierre, G. (2013). Integrating the 3Ds social determinants, health
disparities, and health-care workforce diversity. Public health reports 129 (suppl 2), 9
Weaver, R. G., & Farrell, J. D. (1997). Managers as facilitators: A practical guide to getting
work done in a changing workplace. Barrett-Koehler Publishers. Academy of
Management Executive, 11(4), 100-102.