NHS FPX 5004 Assessment 3: Diversity Project Kickoff Presentation
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Title Page
Hi. I hope everyone is doing well.
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Presentation Plan
Today’s discussion will focus on NHS FPX 5004 Assessment 3 for Diversity Effort. The needs of the diversity project kickoff presentation will be assessed, and its objectives will be determined. The members of the group, their responsibilities, and the committee’s ultimate goal will all be covered. Today’s project kickoff presentation talk will address the development of interprofessional collaboration as well as the characteristics and benefits of an inclusive and multicultural workplace. I urge everyone to attend the implementation kickoff presentation.
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Necessity for Diversity Plan
In NHS FPX 5004 Assessment 3, we usually take into account an individual’s background while evaluating diversity. We often overlook the fact that diversity includes a person’s social standing, gender identity, and gender. The workforce has become more diverse. Our firm needs to make an effort to diversify in order to be competitive and stay ahead of the competition. We achieve this by providing training to our present staff and adding individuals from a variety of backgrounds to our medical team. Through initiatives that promote diversity and inclusion, NHS FPX 5004 Assessment 3
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Aims of the Diversity Plan
In addition to building community trust and diversity in NHS FPX 5004 Assessment 3, we are also improving cultural competency, raising the standard of care, and creating training that will support and illustrate peer input. The program seeks to accomplish these goals. People in the community believe that their attitudes, behaviors, and ideas toward medicine are not being recognized. We consider input from the community when these goals have been established and resolved. Hospital ratings, hospital referrals, and client satisfaction ratings in medical professional communications will all rise with more culturally sensitive practices. Asking a patient if they are a he/she or they can demonstrate cultural competency. By recognizing and respecting cultural variations, social capability can also help avoid misunderstandings. We’ll foster an environment where opinions and experiences are shared candidly, honestly, and pertinently.
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Arrangement of the Staff Diversity Group
An office variety group will be formed to address the ongoing problem of variety in NHS FPX 5004 Assessment 3 while considering the project kickoff presentation
Committee members will be selected based on their prior qualifications, expertise, and background at this kickoff presentation. Women will make up 55% of the membership. Eighty percent of the committee will be made up of people of other races, such as Asian Americans, African Americans, Latin Americans, and Haitians. The committee will not share the results of how members express their gender since doing so would violate their privacy. The age range of the committee members will vary. Approximately 35% of the team will be under 25, 65% will be between 26 and 65, and 5% will be senior citizens.
The Committee’s Function
The team plans to work with experts from a variety of disciplines. Each team member will decide the extent of staff development, design and carry out diversity exercises and agendas, and validate procedures for obtaining staff input. Create and oversee hiring programs to increase the diversity of the workforce and modernize the hiring procedure to better achieve this new objective. Encourage candid, open, and transparent discussion of concepts and critiques. Check that the committee members are culturally competent. Distribute knowledge and information to all staff members and the administration (Conway-Klaassen and Maness, 2017). That being said, it may appear to be a substantial sum. We want to meet twice a day at the Medical Center. After that, we’ll switch to a weekly schedule. Teams may be employed if needed, but these are in-person meetings.
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The Development of Interprofessional Collaboration
As stressed in NHS FPX 5004 Assessment 3, interprofessional collaboration would be required for a medical center that is inclusive and diversified. Establishing effective communication channels and/or offering constructive feedback are essential for successful interprofessional collaboration. The barriers to the efficient flow of correct information will be reduced as a result. If employees communicate, they can talk about their experiences more readily. By providing useful advice on how to address the identical issue, sharing this information will help medical professionals manage it. This may lead to a higher level of patient satisfaction. The committee will engage in
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Qualities of an Inclusive and Diverse Work Environment
A large, diverse office has a number of characteristics. The presence of a varied range of people, both clients and employees, is a crucial element of an inclusive and diverse workplace. Cooperation boosts communication efficacy and enhances networking. Clear communication of all goals is another crucial component of an inclusive and diverse workplace. This encourages harmony, commitment to the values of variety and inclusion, and acceptance and tolerance of individual differences among all participants. Job performance and organizational engagement are significantly impacted by employees’ perceptions of inclusivity (Downey et al., 2015, p. 37). When people are included, they feel more comfortable and reliable. Making employees feel valued and enhancing their health and patient happiness may require incorporating the idea of inclusion. A range of viewpoints, concepts, and cultural backgrounds are also included in innovation and continuous team building. Diversity provides a continuous learning opportunity since the workplace encourages collaboration, communication,
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Support from an Inclusive and Diverse Office
There are several benefits to having a diverse workplace. It offers comprehensive services to community patients, improves patient happiness, and fortifies the relationships between patients and doctors. By making healthcare more accessible, it closes the gap in the delivery of healthcare. The management and staff of the clinic must be diverse. Another advantage is that both the patients and the staff experience a sense of belonging and importance. Health care is provided in an unequal manner. We can accomplish more, though, if we can reduce these disparities by implementing measures to increase workplace diversity and inclusivity.
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Examples
The aforementioned diversity and inclusivity goals are intended to meet the demands of operational hospitals. Every hospital has made progress toward a more diverse workforce as a result of the following tactics. They are therefore quite receptive to patients from various backgrounds.
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Conclusion
After thanking everyone, I would like to ask if you have any questions or suggestions.
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References
American Hospital Association, (2015) Diversity in health care: Examples from the field.https://www.aha.org/system/files/2018-01/eoc_case_studies.pdf
Ballantyne K, Porter KR, Bogdanovski K, Lessans S, Pasarica M. Cultural sensitivity and learning about healthcare equity for the underserved: Experiential learning in a student-run free clinic. Med Sci Educ. 2021;31(2):381-385. Published 2021 Feb doi:10.1007/s40670021- 01235-9
Conway-Klaassen, J. & Maness, L. (2017). Critical conversations: Cultural awareness, sensitivity and competency. Clinical Laboratory Science, 30 (1), 34-37.doi: 10.29074/ascls.30.1.34
Downey, S. N., van der Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45 (1), 35–44. https://doi.org/10.1111/jasp.12273
McLaney, E., Morassaei, S., Hughes, L., Davies, R., Campbell, M., & Di Prospero, L. (2022). A framework for interprofessional team collaboration in a hospital setting: Advancing team competencies and behaviors. Healthcare Management Forum,35(2), 112–117. https://doi.org/10.1177/08404704211063584
