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NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

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    NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

    Student Name

    Capella University

    NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

    Prof. Name

    Date

    Diversity Project Kickoff Presentation

    Greetings, everyone, and thank you for joining this presentation on the Lakeland Medical Clinic’s diversity initiative. This presentation aims to provide our team with a comprehensive understanding of the project, fostering collaboration to achieve our objective of establishing an inclusive and culturally sensitive environment for both patients and staff.

    Presentation Goals The primary goals of this presentation are as follows:

    1. Outline the project’s goals and identify initial priorities for the team.
    2. Explain the team’s composition, emphasizing essential characteristics that align with ethical codes, diversity, and best practices at Lakeland Medical Clinic.
    3. Highlight the role of inter-professional teams in effective collaboration.
    4. Share the characteristics of a diverse and inclusive workplace.
    5. Illustrate the benefits of promoting diversity within Lakeland Medical Clinic.

    Rationale for the Diversity Project

    Before delving into project goals, it is crucial to understand why the diversity initiative is imperative for Lakeland Clinic. A recent employee survey revealed that 75% of our staff has concerns related to diversity issues, a lack of a respectful environment, and poor work-life balance. Upon further examination and discussions with community leaders, it became evident that residents were dissatisfied with the hospital’s services due to the staff’s inability to establish trust and understanding of the community’s culture and values. Consequently, this has resulted in decreased patient influx and reduced satisfaction.

    To address these issues, we have gathered here to initiate a diversity project aimed at enhancing patient satisfaction and healthcare quality. The diverse composition of the healthcare workforce, encompassing various genders, races, sexual orientations, and socioeconomic backgrounds, is vital for delivering patient-centered, culturally sensitive care (Stanford, 2020). Adhering to the Culturally and Linguistically Appropriate Services (CLAS) standards set by the Department of Health and Human Services is crucial to minimize healthcare disparities and achieve equitable healthcare goals (U.S. Department of Health & Human Services, n.d.).

    Project Goals and Priorities Overview The diversity and inclusivity project’s overarching goals include:

    1. Creating an inclusive workplace to satisfy employees and, consequently, patients.
    2. Developing awareness among healthcare staff regarding patients’ values, beliefs, and preferences.
    3. Forming an inter-professional team representing diverse cultural backgrounds, genders, and professional expertise.
    4. Ensuring effective collaboration within the team and efficient communication with healthcare staff to bring about positive changes.

    The assumptions underlying this outline are that the team is well-informed about the project, consists of professionals familiar with Lakeland Clinic, and shares a common goal of organizational improvement.

    Team Composition and Characteristics

    The inter-professional team, drawn from within the organization, will be responsible for decision-making and project execution. Members include healthcare workers, nursing leaders, administrators, policymakers, educators, and heads of departments. Essential qualities for team members encompass leadership, effective communication, problem-solving, decision-making, and a collaborative spirit (McLaney et al., 2022). The team’s diverse backgrounds ensure a range of perspectives and ideas crucial for project success.

    Team’s Role in Inter-professional Collaboration

    To achieve effective collaboration, the team will share knowledge and competencies, plan and prioritize effectively, and maintain open communication lines. Regular meetings will facilitate project implementation and evaluation. Shared decision-making empowers team members, enhancing satisfaction levels and promoting healthcare that considers diversity and inclusivity (Davidson et al., 2022).

    Characteristics of a Diverse and Inclusive Workplace

    Organizations promoting diversity and inclusion experience greater innovation and success. Key characteristics include recruiting individuals with inherited or attained diversity attributes and fostering an inclusive environment where every individual’s ideas are heard (Chaudhry et al., 2021). Accessible communication channels contribute to effective work, empowerment, and value among employees (van der Hoek et al., 2018).

    Benefits of Diversity and Inclusivity in the Workplace

    Cultivating diversity and inclusion in healthcare organizations improves patient satisfaction, fosters creativity, enhances productivity, and reduces healthcare disparities. Examples of successful organizations embracing diversity and inclusion include Mayo Clinic, CVS Health, and UnitedHealth Group (Khuntia et al., 2022).

    References:

    Chaudhry, I. S., Paquibut, R. Y., & Tunio, M. N. (2021). Do workforce diversity, inclusion practices, & organizational characteristics contribute to organizational innovation? evidence from the U.A.E. Cogent Business & Management, 8(1). https://doi.org/10.1080/23311975.2021.1947549

    Davidson, K. W., Mangione, C. M., Barry, M. J., Nicholson, W. K., Cabana, M. D., Caughey, A. B., Davis, E. M., Donahue, K. E., Doubeni, C. A., Kubik, M., Li, L., Ogedegbe, G., Pbert, L., Silverstein, M., Stevermer, J., Tseng, C.-W., & Wong, J. B. (2022). Collaboration and shared decision-making between patients and clinicians in preventive health care decisions and US Preventive Services Task Force recommendations. Obstetrical & Gynecological Survey, 77(9), 519–521. https://doi.org/10.1097/01.ogx.0000872656.20675.48

    Haddad, L. M., & Geiger, R. A. (2023). Nursing ethical considerations. In StatPearls. StatPearls Publishing. http://www.ncbi.nlm.nih.gov/books/NBK526054/

    NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

    Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. Healthcare, 9(3), 346. https://doi.org/10.3390/healthcare9030346

    Karlsson, M., & Nordström, B. (2022). Use and exchange of knowledge in the introduction of hospital-based home rehabilitation after a stroke: Barriers and facilitators in change management. BMC Health Services Research, 22(1). https://doi.org/10.1186/s12913-022-07618-x

    Khuntia, J., Ning, X., Cascio, W., & Stacey, R. (2022). Valuing diversity and inclusion in health care to equip the workforce: Survey Study and Pathway Analysis. JMIR Formative Research, 6(5). https://doi.org/10.2196/34808

    NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

    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 Behaviours. Healthcare Management Forum, 35(2), 112–117. https://doi.org/10.1177/08404704211063584

    Rotenstein, L. S., Reede, J. Y., & Jena, A. B. (2021). Addressing workforce diversity — a quality-improvement framework. New England Journal of Medicine, 384(12), 1083–1086. https://doi.org/10.1056/nejmp2032224