Week 8: Managing Diversity and Inclusion as a Human Resource

Consider the word resource and its positive connotations. A resource is something that educates or aids. Examining diversity and inclusion as “resources” that human beings naturally offer to a healthcare organization begins with an understanding of what diversity represents and what constitutes inclusion.Look around the healthcare organization where you currently work, or recall the healthcare settings where you have practiced nursing or been a patient. Like the U.S. population, healthcare is increasingly diverse, with both expanding descriptors and measures of diversity. Along with a deeper recognition of the many differences that constitute diversity, the twin term of inclusion implies more meaningful application and appreciation of those differences and how varied experiences and perspectives can improve and enrich healthcare settings and practice.For nurse executives, awareness of different views and expectations regarding diversity and inclusion within healthcare organizations, and specifically within teams, is vital. Issues related to diversity and inclusion in nursing staff and patient demographics are sure to be needs as well as challenges that you will address in a leadership role.This week, you will begin examining a variety of considerations in managing and maximizing diversity and inclusion in healthcare organizations.Discussion: Differences at Work and “Identity Abrasions”A more diverse workforce can create abrasive interactions that require your attention as a nurse executive. Miscommunication, misunderstanding, or entrenched and antiquated attitudes and beliefs may result in situations where one employee is offended, perhaps deeply, by others. These “identity abrasions” that occur when ideas and attitudes clash naturally vary but relate most typically to gender, ethnicity, religion, sexual orientation, and other defining qualities of individuals.This Discussion provides examples of conflict situations and offers an opportunity to consider how you would respond as a nurse executive. Given understanding and empathy are key in supporting employees, approach each vignette from the perspective of the individual who feels wronged and what that individual may need in terms of resolution.To Prepare:Review the Learning Resources on diversity and inclusion in healthcare organizations.Your Instructor will identify three “Differences at Work” vignettes as the focus of this Discussion. Read the three case studies and choose one as the subject of your Discussion post.Identify the issues in your chosen case study and reflect on how a diversity and inclusion perspective might mitigate, address, or contribute to the concept of “identity abrasion” in the workplace.Consider how this situation might affect organizational performance, staff morale and retention, and/or competitive advantage.Consider how you would respond if you were the employee in your chosen vignette and what kind of support and resolutions you might seek, or what you would recommend to this individual in terms of responses.  By Day 3 of Week 8Post the following:Briefly describe the case study you selected, and explain the elements of “identity abrasion” in the employee’s experience. From the position of the employee, describe what actions and strategies would be most welcome and effective for resolving this conflict situation. Support your post with Learning Resources or current literature.resources – https://www.beckershospitalreview.com/hospital-management-administration/the-new-look-of-diversity-in-healthcare-where-we-are-and-where-we-re-headed.html