BUS FPX 4128 Assessment 1 Diversity and Inclusion from a Health Care Business Management Perspective
Phillip April 19, 2024 No Comments

BUS FPX 4128 Assessment 1 Diversity and Inclusion from a Health Care Business Management Perspective

BUS FPX 4128 Assessment 1 Diversity and Inclusion from a Health Care Business Management Perspective

Name

Capella university

BUS-FPX4128 Cultural Competence in Health Care

Prof. Name

Date

Diversity and Inclusion from a Health Care Business Management Perspective

Diversity and inclusion are distinct yet equally crucial concepts (Deloitte, 2018). This paper explores Christus Health’s differentiation between diversity and inclusion, its staffing structure, organizational culture and practices, diversity in supply management, and potential senior leadership responses to evaluations.

The Difference Between Diverse and Inclusive

Christus Health exhibits diversity and is recognized as inclusive, demonstrating cultural competence in its operations. Cultural competence enhances team effectiveness by facilitating understanding of diverse values and beliefs. Inclusivity ensures harmony among staff and fosters comprehension of employees’ histories, cultures, languages, and traditions, vital for attracting clients and patients. A lack of understanding may lead to conflicts and feelings of exclusion, hindering organizational cohesion. An inclusive workplace acknowledges and respects differences, promoting equitable treatment, mutual respect, and empowerment (Deloitte, 2018).

Christus Health defines diversity as embracing everyone and everything without exception, valuing each individual’s uniqueness (Inc, A. n.d.). Inclusion, as defined by Christus, involves engaging all participants in their mission, fostering an environment where everyone can contribute their talents and experiences (Inc, A. n.d.). This inclusive culture is instrumental in enhancing organizational performance and success.

Evaluate an Organization’s Staffing Structure

Christus Health’s staffing structure and organizational culture regarding diversity and inclusion are tailored to meet organizational needs. The organization leverages existing diverse talent and supplements it with new hires as necessary. Organizational culture, comprising shared values and beliefs, influences how employees perceive their workplace and themselves. Prioritizing both diversity and inclusion is essential for organizational success (Deloitte, 2018). Practices promoting diversity and inclusion, such as training, equitable treatment, and fostering a sense of belonging, are integral to organizational effectiveness.

The Office of Diversity and Inclusion at Christus Health focuses on various aspects, including training, recruitment, equity in care, community partnerships, and supplier diversity, fostering accountability across the organization (Inc, A. n.d.). Empowering employees through training and growth opportunities fosters a diverse and inclusive working culture.

Organization’s Efforts to Ensure Diversity

Efforts to ensure diversity in management and supply at Christus Health involve providing diversity training to all employees, emphasizing inclusivity at all levels, and recognizing diversity beyond race. Comprehensive diversity training fosters inclusivity and aids retention. Emphasizing inclusive leadership qualities in recruitment and job advertisements reinforces the organization’s commitment to diversity and inclusion (Dillon & Bourke, 2016).

Possible Reaction of Senior Leadership

Senior leadership’s response to evaluations may involve incorporating recommendations into organizational strategies. Implementation of evaluation findings enhances understanding and fosters a culture of diversity and inclusion. While some leaders may resist change, others embrace it for organizational growth and success.

Conclusion

Highly inclusive leaders prioritize diversity and inclusion, recognizing their alignment with organizational values and business objectives (Dillon & Bourke, 2016). Awareness and concerted efforts toward diversity and inclusion are crucial for organizational cohesion and success.

Reference

Deloitte. (2018). 8 Powerful Truths About Diversity and Inclusion. Retrieved from https://deloitte.wsj.com/cio/2018/03/09/8-powerful-truths-about-diversity-and-inclusion/

Dillon, B., & Bourke, J. (2016). The Six Signature Traits of Inclusive Leadership: Thriving in a Diverse World [PDF]. Boston, MA: Deloitte University Press.

BUS FPX 4128 Assessment 1 Diversity and Inclusion from a Health Care Business Management Perspective

Inc, A. (n.d.). Diversity and Inclusion | Working Here | Careers at CHRISTUS Health. Retrieved from https://careers.christushealth.org/workinghere/diversity-and-inclusion/