1. Workforce Diversity

2.  Understand how proactive use of diversity principles can transform the organizations culture  Understand the business case for diversity and inclusion in healthcare organizations  Work towards creating an inclusive organization culture  Define the role that healthcare providers, management and governance play in building a business imperative for diversity within the organization  Discuss how healthcare leaders can develop a diversity program in their organization

3.  Assimilation  Colorblind  Cultural Centrist  Elitist  Integrationist  Meritocratist  Multiculturist  Seclusionist  Transcendent  Victim/Caretaker

4.  Three Key Dimensions of Diversity: ◦ Human Diversity ◦ Cultural Diversity ◦ System Diversity

5.  Prejudice is a set of views held by individuals about members of other groups  Think of it as “Pre-judgment”  Stereotypes  Comfort and Risk

6.  By 2050 the ratio of non-white Americans will be 1:3  Healthcare organizations needs to adapt to have a workforce that reelects society  The business case in unique for each organization

7.  Organizations can achieve and sustain growth and profitability by doing the following: ◦ Expand market share by adding services to target diverse populations ◦ Link marketplace with workplace through recruiting, developing and retaining employees with divers racial backgrounds ◦ Create and implement workplace policies and practices that maximize the talent and productivity of employees with divers backgrounds.

8.  Governance Impact ◦ The board acts as a link to he community ◦ The financial impacts of problems stemming from racial discrimination can be substantial.

9.  Legal Issues ◦ Diversity program are the right thing to do and it helps promote the bottom-line!! ◦ Civil Rights Act of 1964 ◦ National Origin Discrimination Against Person with Limited English Proficiency

10.  Study 1: A Race/Ethnic Comparison of Career Attainments in Healthcare Management ◦ African American were found to be in lower level positions then their equal white counterparts. ◦ In 1997, 23% of US hospital workforce was African American; only 2% held the position of ED, CEO and COO ◦ This study conducted 3 survey. These surveys show that minorities continue to receive lower position, compensation

11.  Study 2: Advancing Diversity Leadership in Healthcare  Responses differed from nonminority and minority groups ◦ Nonminority stated that minority leaders were hard to find ◦ Minority group stated nonminority group not looking in the right places!

12.  Study 2: Advancing Diversity Leadership in Healthcare ◦ A follow-up survey found the following (see page 154 for entire findings):  82% of nonminority and 81% of minority agreed that internal diversity programs support the organization overall mission.  Only 28% of nonminority and 12% of minority felt that diversity programs help reduce the gap in diversity leadership  Respondents were widely divergent on their reasons why there are barriers to diversity.

13.  Employee Perspective  Patient Focus  Inclusion  Community Perspective

14.  In 2002 the Institute of Medicine conducted a study that revealed the presence of significant disparities in the way white and minority patients receive healthcare.  Reasons for attaining greater diversity: ◦ It advances cultural competency ◦ Increases access to high quality care ◦ Strengthens medical research ◦ Ensures optimal management

15.  Patient Related ◦ Socioeconomic ◦ Health Education ◦ Health Behavior  Health-System Related ◦ Cultural Competence ◦ Language ◦ Discrimination ◦ Workforce Diversity ◦ Payment

16.  Refection of the service population  Workforce utilization  Work-life quality and balance  Recruitment and retention  Bridging generations  Cultural competence  Organization-wide respect