Organizations Diversity Policy and Practices Report Analyses

Question: Describe about the Organizations Diversity Policy and Practices for Report Analyses. Answer: Executive Summary The report analyses organizational diversity in a health care unit of United States. The chosen organization is New York-Presbyterian Hospital. The hospital is nonprofit teaching organization. The report analyses multiculturalism and diversity in the organization. Due to an influx of immigrants and increase in populations, cultural diversity in the organization is observed. The analysis considers the role of nursing work force in the health care unit. Impact of diverse workforce on patients outcomes Due to influx of immigrant in country, the New York-Presbyterian Hospital experiences cultural diversity among the nursing staffs. Heterogeneous patient base in the health care organization is necessary to serve the patients in an efficient manner. The nursing staffs require behaving sensibly to serve patient with different values and different perspectives. Pilips Malone (2014) mentioned that a well diversified work culture enhances productivity in the health care unit. The level of quality service provided to the patient decreases if social discrimination and harassments are present in health care unit. In US, it is seen that the average age of nurses has increased from 39-43 years during last 10 years. Moreover, the percentage of minority and women population has increased in work force. Number of young graduates is also increasing in nursing profession. Therefore, diversity is increasing both in terms of culture and languages. Racial discrimination in America is still presents. Diversity in workforce reduces the discrimination in patient care. As per report of US Agency of Healthcare and Research quality, the white patients get more quality health care compared to minority and black people (csahq.org, 2016). Impact of multiculturalism and diversity on health care Pilips Malone (2014) mentioned that recruitment of minority nurses in the leadership position can eliminate the cultural discrimination and health care disparities in the healthcare unit. Apart from the racial discrimination, there are other types of cultural diversities such as language, religion, gender, age and disabilities, socio economic status etc. A good practice of culture requires being flexible with other irrespective of different culture. If the nurses can adopt the cultural desire, they can be able to provide equal care to all the patients. Acceptance of cultural diversity is required for other employees of the health care unit to increase the effectiveness of the health care service of the institution. Current recruitment and retention policies of New York-Presbyterian Hospital to find out gaps between best practices and current policies New York-Presbyterian Hospital plays important role in maintaining cultural diversity in the department of medicine and primary health care unit. This organization gives importance to the recruitment of minority faculty in both the patient care unit and research area. The community service plan 2013 produced by New York-Presbyterian Hospital highlights that the management organizes a development program to address health needs of minority and immigrant communities by collaboration with local health service providers (nyp.org, 2013). According to the view of Douglas et al., (2014), the patients who suffer from chronic diseases, poverty, and distance problem, face problems to access healthcare due to cultural difference. Therefore, it is important for the health care units to address the issues for the improvement of health care system. Implementation of the policy taken by the New York-Presbyterian Hospital may be successful to remove disparities in the health care services in the loc ality. Assessment of level of integration in the New York-Presbyterian Hospital and importance of multiculturalism During 2011, the New York-Presbyterian Hospital organized a regional health collaborative program to provide equal quality service to the patients belonging from different cultures. They developed a population based health care model to improve cultural diversity and knowledge among the health care service provider of the organization (Carrillo et al., 2011). This model was developed to reduce health disparities at individual level as well as population level. Implementation of the patient care model helped the organization to provide extensive health care service to a large number of low income group and Spanish-speaking people in the region. Recommendations on evidence based changes in system Collaborative leadership approach is effective for the health care organization, where the employees need to work together to produce mutual benefit in health care service. Collaborative communication among the stakeholders, knowledge sharing, reduction in complexity of organizational structure can effectively increase the quality of health care services (Al-Sawai, 2013). In teaching hospital like New York-Presbyterian Hospital, people have different level of responsibilities. Collaboration among several departments and employees increases the understanding of different cultural practices in the organization. The individual effort of nursing leadership and manager can motivate the healthcare service provider to act sensibly with patients irrespective of different cultural background. References Al-Sawai, A. (2013). Leadership of Healthcare Professionals: Where Do We Stand?. Oman Medical Journal, 28(4), 285-287. Retrieved from https://dx.doi.org/10.5001/omj.2013.79 Carrillo, J., Shekhani, N., Deland, E., Fleck, E., Mucaria, J., Guimento, R. et al. (2011). A Regional Health Collaborative Formed By NewYork-Presbyterian Aims To Improve The Health Of A Largely Hispanic Community. Health Affairs, 30(10), 1955-1964. Retrieved from https://dx.doi.org/10.1377/hlthaff.2011.0635 Douglas, M. K., Rosenkoetter, M., Pacquiao, D. F., Callister, L. C., Hattar-Pollara, M., Lauderdale, J., Purnell, L. (2014). Guidelines for implementing culturally competent nursing care. Journal of Transcultural Nursing, 25(2), 109121. nyp.org (2013). community service plan 2013 Retrieved 2 August 2016, from https://www.nyp.org/pdf/communityserviceplan2013.pdf Pilips, J. M., Malone, B. (2014). Increasing racial/ethnic diversity in nursing to reduce health disparities and achieve health equity. Nursing in 3D: Diversity, disparities, and social determinants, 129(Supplement 2), 4550. Retrieved fromhttps://www.publichealthreports.org/issueopen.cfm?articleID=3081 Why diversity matters in Health Care (2016). Retrieved 2 August 2016, from https://www.csahq.org/pdf/bulletin/issue_12/Diversity.pdf