MH004 Diversity and Inclusion as a Human Resource

Student Name

Western Governors University

D030 Leadership & Management in Complex Healthcare Systems

Prof. Name:

Date

Purpose

The aim of this presentation is threefold: to clarify the concepts of diversity and inclusion within workplace settings, to compare two healthcare organizations, and to explore leadership strategies that support diversity and inclusion. These components are essential in understanding how healthcare institutions cultivate a culture that values differences while promoting equity.

Diversity

What defines diversity in the workplace? Diversity refers to the broad spectrum of differences and similarities among people. These characteristics encompass race, age, generation, disability, language, religion, ethnicity, and more (Fried & Fottler, 2018). Embracing diversity means recognizing and valuing these varied attributes in individuals.

Inclusion

How is inclusion described? Inclusion is the intentional effort to create an environment where every person feels respected, supported, and valued. It goes beyond simply having diversity—it ensures that all employees have a sense of belonging and equal opportunity to contribute meaningfully (Fried & Fottler, 2018).

Healthcare Organizations Comparison

Prairie Ridge Health

Prairie Ridge Health is a smaller, 25-bed acute care hospital located in Columbus, Wisconsin. It offers specialized services including orthopedics, obstetrics and gynecology, general surgery, rehabilitation, internal medicine, family practice, and rheumatology. Employing over 300 staff members, the hospital prioritizes equal opportunity employment, prohibiting discrimination based on age, sex, race, religion, disability, or other factors (Prairie Ridge Health, n.d.a; Prairie Ridge Health, n.d.b).

HSHS St. Nicholas Hospital

In contrast, HSHS St. Nicholas Hospital is a larger, 185-bed nonprofit community hospital in Sheboygan, Wisconsin, with a workforce of approximately 500 employees. As part of the Hospital Sisters Health System (HSHS), it upholds core values of care, respect, competence, and joy. The organization’s mission is rooted in providing high-quality Franciscan healthcare ministry to all people (HSHS St. Nicholas Hospital, n.d).

Organizational Culture

Aspect	Prairie Ridge Health	HSHS St. Nicholas Hospital
Board and Workforce Diversity	Diverse Board of Directors; workforce diversity limited by rural location	Recognized for diversity and inclusion; named a top place to work (Becker’s Healthcare, 2022)
Inclusion Practices	Promotes inclusion through employee activities and initiatives	Active community partnerships to promote workforce equity and diversity
Community Context	Small, rural community with limited diversity opportunities	Larger, more diverse community allowing for broader inclusion efforts

Prairie Ridge Health’s rural setting presents challenges in cultivating workforce diversity, but the organization fosters inclusion through coordinated cultural activities. Meanwhile, HSHS St. Nicholas Hospital, benefiting from its larger and more diverse community, shows a robust commitment to diversity and inclusion via internal initiatives and external community partnerships.

Leadership Strategies for Diversity and Inclusion

Which leadership approaches best support diversity and inclusion in healthcare organizations? Research highlights several key strategies:

Sustaining diversity and cultural competence as ongoing organizational priorities is crucial (Dreachslin et al., 2017).
Embedding diversity initiatives at all organizational levels, especially middle management, enhances cultural integration (Hegwer, 2016).
Implementing cultural competency training during new employee orientation helps establish inclusive practices from the outset (Hegwer, 2016).
Leveraging community partnerships expands the recruitment pool for both clinical and nonclinical roles (Hegwer, 2016).
Recognizing diversity champions annually through events or awards encourages continued engagement and leadership in inclusion efforts (Hegwer, 2016).

Conclusion

Prairie Ridge Health, while facing inherent challenges due to its smaller and less diverse rural location, strives to create an inclusive culture through employee engagement initiatives. Conversely, HSHS St. Nicholas Hospital capitalizes on its setting in a more populous and diverse area, exhibiting stronger and more visible commitments to diversity and inclusion through its comprehensive programs and partnerships. Both organizations demonstrate that leadership plays a critical role in advancing these values, tailoring strategies to fit their unique contexts.

References

Dreachslin, J. L., Weech-Maldonado, R., Jordan, L. R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the national center for healthcare leadership diversity demonstration project. Journal of Healthcare Management, 62(3), 171–185.

Fried, B. J., & Fottler, M. D. (2018). Fundamentals of human resources in healthcare (2nd ed.). Health Administration Press.

Hegwer, L. R. (2016). Building high-performing, highly diverse teams and organizations. Healthcare Executive, 31(6), 10–19.

Hospital Sisters Health System (HSHS). (n.d). Diversity, equity & inclusion. https://careers.hshs.org/inclusion

Hospital Sisters Health System (HSHS). (2022). HSHS named among the top 150 places to work in health care in the United States. https://www.hshs.org/st-marys-green-bay/news/hshs-named-among-the-top-150-places-to-work-in-health-care-in-the-united-states