Discussion: Diversity in the Workplace Creating and managing a diverse workforce is a process, not a destination. —R. Roosevelt Thomas, Jr. What concepts come to mind when you think of diversity? What kinds of diversity exist in your workplace? How does diversity impact communication, working relationships, productivity, and patient care? In the workplace, focusing on differences can create divisiveness. Nurse managers should approach diversity as a way to highlight, communicate, and build on the commonalities of their workforce. Modeling this behavior can encourage appreciation for diversity and create a more positive workplace environment. When managing a diverse workforce, nurse managers should never make assumptions about an individual’s motivations, goals, or work ethic based upon personal traits such as age, gender, race, or culture. Nurse managers should strive to facilitate an inclusive environment for all. To prepare Review the article, “Diversity within Nursing: Effects on Nurse-Nurse Interaction, Job Satisfaction, and Turnover.” Examine Figure 1 on p. 218. Determine how these and other diversity issues might impact the interaction of nurses in the workplace. Consider situations in your current organization or one with which you are familiar in which obvious diversity exists. How do these types of diversity issues affect the daily work environment? Examine this week’s Learning Resources to identify strategies for finding commonalities among workers. How might these strategies also help to increase appreciation of diversity within the workplace? Post an explanation of how diversity-related issues impact your current organization or one with which you are familiar. If you do not believe there are any issues related to diversity, explain how this workplace instills a culture of acceptance and positivity. Conclude your posting by describing at least two commonalties everyone in this workplace shares and at least one new strategy you could implement to increase appreciation of both differences and similarities. Read a selection of your colleagues’ responses. Respond to at least two of your colleagues on two different days using one or more of the following approaches: Appraise a colleague’s strategy by providing insight into whether or not this strategy could effectively mitigate diversity issues. Support your comments by using authentic examples and references to this week’s Learning Resources. Suggest an additional strategy a colleague could use to mitigate diversity issues. Required Readings Beheri, W. H. (2009). Diversity within nursing: Effects on nurse-nurse interaction, job satisfaction, and turnover. Nursing Administration Quarterly, 33(3), 216–226.  Retrieved from the Walden Library databases. Beheri’s article examines the effects of diversity in nursing. The study found that nurses who are satisfied with their jobs and have a higher level of education are more likely to tap into the potential offered by cultural dive.

1. Discussion: Diversity in the Workplace
Creating and managing a diverse workforce is a process, not a
destination.
—R. Roosevelt Thomas, Jr.
What concepts come to mind when you think of diversity? What
kinds of diversity exist in your workplace? How does diversity
impact communication, working relationships, productivity, and
patient care?
In the workplace, focusing on differences can create
divisiveness. Nurse managers should approach diversity as a
way to highlight, communicate, and build on the commonalities
of their workforce. Modeling this behavior can encourage
appreciation for diversity and create a more positive workplace
environment. When managing a diverse workforce, nurse
managers should never make assumptions about an individual’s
motivations, goals, or work ethic based upon personal traits
such as age, gender, race, or culture. Nurse managers should
strive to facilitate an inclusive environment for all.
To prepare
Review the article, “Diversity within Nursing: Effects on Nurse-
Nurse Interaction, Job Satisfaction, and Turnover.” Examine
Figure 1 on p. 218. Determine how these and other diversity
issues might impact the interaction of nurses in the workplace.
Consider situations in your current organization or one with
which you are familiar in which obvious diversity exists. How
do these types of diversity issues affect the daily work
environment?
Examine this week’s Learning Resources to identify strategies
for finding commonalities among workers. How might these
strategies also help to increase appreciation of diversity within

2. the workplace?
Post an explanation of how diversity-related issues impact your
current organization or one with which you are familiar. If you
do not believe there are any issues related to diversity, explain
how this workplace instills a culture of acceptance and
positivity. Conclude your posting by describing at least two
commonalties everyone in this workplace shares and at least one
new strategy you could implement to increase appreciation of
both differences and similarities.
Read a selection of your colleagues’ responses.
Respond to at least two of your colleagues on two different days
using one or more of the following approaches:
Appraise a colleague’s strategy by providing insight into
whether or not this strategy could effectively mitigate diversity
issues. Support your comments by using authentic examples and
references to this week’s Learning Resources.
Suggest an additional strategy a colleague could use to mitigate
diversity issues.
Required Readings
Beheri, W. H. (2009). Diversity within nursing: Effects on
nurse-nurse interaction, job satisfaction, and turnover. Nursing
Administration Quarterly, 33(3), 216–226.
Retrieved from the Walden Library databases.
Beheri’s article examines the effects of diversity in nursing.
The study found that nurses who are satisfied with their jobs
and have a higher level of education are more likely to tap into
the potential offered by cultural diversity.
Collins-McNeil, J., Sharpe, D., & Benbow, D. (2012).
Performance potential. Aging workforce: Retaining valuable
nurses. Nursing Management, 43(3), 50–51.

3. Retrieved from the Walden Library databases.
Due to the increasing connectivity between patient safety and
government-sponsored financial incentives, it is important for
nurse managers to understand the specific language used by
finance. This article examines the importance of this topic.
Harton, B. B., Marshburn, D., Kuykendall, J., Poston, C., &
Mears, D. A. (2012). Self-scheduling: Help or hindrance?
Nursing Management, 43(1), 10–12.
Retrieved from the Walden Library databases.
This article discusses the possibility of allowing nurses to
create their own schedules to boost retention.
Outten, M. K. (2012). From veterans to nexters: Managing a
multigenerational nursing workforce. Nursing Management,
43(4), 42–47.
Retrieved from the Walden Library databases.
The author of this article addresses the need for effective
management of a multigenerational workforce. Increased nurse
turnover and interpersonal conflict are some of the
consequences of overlooking this type of diversity.
Wisotzkey, S. (2011). Will they stay or will they go? Insight
into nursing turnover. Nursing Management, 42(2), 15–17.
Retrieved from the Walden Library databases.
In this article, the author focuses on creating a work
environment that will decrease the effects of nurse turnover.
The author states that organizational commitment has the most
direct effect on these turnover rates.
Optional Resources
Manion, J. (2009). Managing the multi-generational nursing
workforce: Managerial and policy implications (White Paper).
Retrieved from International Centre for Human Resources in
Nursing website: http://www.hrhresourcecenter.org/node/2377
Hatcher, B. J. (Ed.). (2006). Wisdom at work: The importance

4. of the older and experienced nurse in the workplace (White
Paper). Retrieved from National Academy on an Aging Society
website:
http://www.agingsociety.org/agingsociety/links/wisdomatwork.p
df
Chambers, P. D. (2010). Tap the unique strengths of the
millennial generation. Nursing, 40(2), 48–51. Retrieved from
http://journals.lww.com/nursing/Citation/2010/02000/Tap_the_u
nique_strengths_of_the_millennial.18