Effective strategies for addressing diversity inherent in healthcare organizations

Effective strategies for addressing diversity inherent in healthcare organizations

Effective strategies for addressing diversity inherent in healthcare organizations

The purpose of this assignment is to prepare the DNP student for professional practice at the doctoral level through a practice immersion experience aligned with DNP Essential II. The student will utilize the practice site of their choice to develop and/or evaluate effective strategies for addressing diversity inherent in healthcare organizations, research, and patient care.

Paper Sections and Headers

The following sections should be included and denoted via APA section headings throughout the paper.

  • Executive Summary
    • Introduction and Purpose Statement

Language barrier communication between patients and medical staff despite having technological resources.

After interview, the findings are medical staffs often rush to finish their job due to long process of having an interprets for patients having translators. The translators are necessary to communicate with the patients, but staffs are often disinterested since the back-and-forth communication takes longer to get the job done. Also, nurses are not well educated on the available resources. Some details sometimes also get lost in translation, which results to miscommunication and, sometimes, needing another translator for a second opinion. The other is that most patients like to have face to face translating. The purpose of this project is to increase nurses’ awareness of current resources and adopt new practice



  • Objectives

To improve nurses and medical staff about available resources for cultural competency




  • Strategies
  • Provided information to the frontline nurses regarding some of the resources available regarding cultural competence.
  • Encourage the stakeholder to offer translation certification to nurses instead of hiring certified translator
  • Add the cultural training to their annual employee


  • Action Plan

Talk to stakeholders in the human resource and education department to add at least yearly  mandatory cultural competency training

adding a program for multilingual medical staff to be certified to translate


  • Financial Implications

The financial implication is not much when it comes to available resources. For example, nurses can print the discharge material in different languages and providing information in patient’s native language. However, the only financial increase will be providing certification for nurses to be able to use their native language for translation instead of paying certified translator. The benefit of this strategy is patients communicate better specialty face to face is preferred than phone translation.

How does the organization address cultural competence and diversity?


Effective strategies for addressing diversity inherent in healthcare organizations

Effective strategies for addressing diversity inherent in healthcare organizations

Preparing the Paper Content


1. How does the organization address cultural competence and diversity?  The organization uses modules that are assigned via the portal website and is mandatory at the hiring orientation. not yearly mandatory requirement.

2. What are the organization’s strengths related to cultural competence and diversity?

  1. What are the organization’s weaknesses related to cultural competence and diversity? Weakness is the lack of continuous education on staff and how to utilize the available resources.
  2. Obtain feedback from the organizational leader on all aspects.
    1. Did they agree or disagree with your assessment and gap analysis? yes
    2. Did they view the presented strategies as feasible or not?yes
  3. Modify your strategies based on feedback



Organizational Cultural Competence Assessment

Effective strategies for addressing diversity inherent in healthcare organizations

  1. Collect race, ethnicity and language preference (REAL) data.
    1. Do you systematically collect race, ethnicity and language preferences of all your patients? yes


  1. Identify and report disparities.
    1. Do you use REAL data to look for variations in clinical outcomes, resource utilization, length of stay, and frequency of readmissions within your organization? yes
    2. Do you compare patient satisfaction ratings among diverse groups and act on the information? NO
    3. Do you actively use REAL data for strategic and outreach planning? NO


  1. Provide culturally and linguistically competent care.
    1. Have your patient representatives, social workers, discharge planners, financial counselors and other key patient and family resources received special training in diversity issues? YES, however not on continuous basis.
    2. Has your organization developed a “language resource,” identifying qualified people inside and outside your organization who could help your staff communicate with patients and families from a wide variety of nationalities and ethnic backgrounds? YES, culture link however, nurses are reluctant to use the video and unaware of available technologies. Per interview, the organization research shows that patient prefer face to face interpretation instead of phone interpretation.
    3. Are your written communications with patients and families available in a variety of languages that reflect the ethnic and cultural makeup of your community? Yes, however nurses are not well trained to use the resources,
    4. Based on the racial and ethnic diversity of the patients you serve, as well as those in your service area, do you educate your staff at orientation and on a continuing basis about cultural issues important to your patients? Not on continues basis, at the hire orientation thus the needs of education specifically for nurses and other staff are necessary.
    5. Are core services in your organization, such as signage, food service, chaplaincy services, patient information and communications, attuned to the diversity of the patients for whom you care? YES


  1. Develop culturally competent disease management programs.
    1. Does your organization gather information to determine conditions of high prevalence within your community’s minority populations? yes
    2. Does your organization offer disease management programs that effectively address these conditions? yes
    3. Do your disease management programs address the barriers to care that are particularly challenging for minority patients? yes


  1. Increase diversity and minority workforce pipelines.
    1. Does your organization have a mentoring program in place to help develop your best talent, regardless of gender, race or ethnicity? YES
    2. Are search firms required to present a mix of candidates reflecting your community’s diversity? Yes
    3. Do your recruitment efforts include strategies to reach out to racial and ethnic minorities in your community? Yes
    4. Do you acknowledge and honor diversity in your employee communications, awards programs and other internal celebrations? YES
    5. Does your human resources department have a system in place to measure diversity progress and report it to you and your board? YES


  1. Involve the community.
    1. Has your community relations team identified community organizations, schools, churches, businesses and publications that serve racial and ethnic minorities for outreach and educational purposes? YES
    2. Do you have a strategy to partner with community leaders to work on health issues important to community members? yes


  1. Make cultural competency an institutional priority.
    1. Has your board set goals on improving organizational diversity, providing culturally competent care and eliminating disparities in care as part of your strategic plan? YES, recent mandatory training was on LGBTQ community and understanding the culture and how to provide care
    2. Is diversity awareness and cultural competency training mandatory for all senior leadership, management, staff and volunteers? Once at the time of hiring orientation. NO continuous one