NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation
Phillip October 5, 2023 No Comments

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

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


Diversity Project Kickoff Presentation

Hello everyone and welcome to the presentation about the diversity issue project that has been initiated by Lakeland Medical Clinic. This presentation is developed for you as a team to work collaboratively to ensure that the hospital fulfills its goal of creating an inclusive and culturally acceptable environment for patients as well as employees. 

Presentation Objectives 

The objectives of today’s presentation are:

  1. I will highlight the outline of the project goals and identify some of the initial priorities that need to be addressed by the team. 
  2. I will explain the composition of the team, highlighting their essential characteristics and how they will play a role in following ethical codes, diversity, and best practices at Lakeland Medical Clinic
  3. Then, I will draw attention to the role of inter-professional teams in collaborating effectively 
  4. Further, I will share the characteristics of a diverse and inclusive workplace 
  5. And lastly, I will share the benefits of promoting and supporting diversity within Lakeland Medical Clinic. 

The Need for the Diversity Project 

Before we move to the major goals and priorities of the project, let us first develop an insight into why there is a need to initiate this project in the Lakeland clinic. A recent employee survey at Lakeland Clinic identified that 75% of the employees have various concerns related to diversity issues, lack of a respectful environment, and poor work-life balance. On careful examination of the healthcare facility and after conversing with the community leaders, a conclusion is drawn that most of the residents aren’t happy with the hospital’s services. The main reason is the lack of staff’s ability to foster a trustworthy relationship because of their lack of acceptance of diversity and understanding of the culture and values of the people of the community. Thus, this has led to reduce patient influx, and a lack of patient satisfaction.

Therefore, we have gathered to ensure that a diversity project is initiated in our organization to eradicate the concern and improve patient satisfaction as well as the quality of healthcare. The healthcare workforce which belongs to a diverse set of communities in terms of gender, race, sexual orientation, and socioeconomic status is best for a healthcare organization because they ensure to provide patient-centered, best-practices, and culturally-sensitive care to the patients (Stanford, 2020). Patients belonging to different religious and cultural backgrounds may require a diverse workforce that understands their values, beliefs and provide care tailored to their needs and preferences. 

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

The Department of Health and Human Services, US has developed certain standards to be followed in the United States related to Culturally and Linguistically Appropriate Services (CLAS).  The purpose of these standards is to minimize healthcare disparities and accomplish equitable healthcare goals for individuals. The focus of the CLAS is to respect every individual and provide care according to their needs and preferences (U.S. Department of Health & Human Services, n.d.). This is only possible if the workforce itself belongs to diverse groups and is trained in a manner to accept diversity and create a pluralistic environment for the patients and their families. 

Outline of the Project Goals and Priorities 

The desired goals of the diversity and inclusivity project are:

  • Creating an inclusive workplace for employees so that they are satisfied will eventually content our patients. 
  • Developing insight among the healthcare staff to understand patients’ values and beliefs and respect their preferences and needs related to their health. 

The initial priorities of the project are to create an inter-professional team of diverse groups of people who belong to various cultural backgrounds, are from different gender groups, and possess expertise in various professional skills. Next together will be the team, the goals are to ensure effective inter-professional collaboration so that the project can be implemented successfully. Lastly, the team should communicate efficiently with the healthcare staff about patients’ needs and preferences to make certain that the staff develops an insight to bring about reforms in their behavior and healthcare practices.

Some of the assumptions on which this outline is developed are; a) the team has been proirly informed about the proposed project, b) the chosen professionals are from the Lakeland Clinic and have knowledge about the organization as well as can communicate effectively with other healthcare staff, and c) the team established has a shared goal of bringing improvements within the organization. 

Composition of the Team and their Characteristics 

The inter-professional team will consist of professionals from within the organization. They will be responsible for participating in the decision-making as well as the execution of the project. Moreover, they will also have a responsibility to ensure the project is successfully implemented by taking evaluation measures for watching successful and unsuccessful parameters. These professionals include: 

  1. Healthcare workers (doctors, nurses, pharmacists, and healthcare aids).
  2. Nursing leaders
  3. Administrators
  4. Policymakers
  5. Educators 
  6. Heads of departments 

The team must possess certain qualities like leadership skills, effective communication skills, problem-solving, and decision-making skills. They must also possess listening abilities and acceptance of other members’ ideas, skills, and limitations (McLaney et al., 2022). Moreover, they must work together collaboratively on a shared goal of patient-centeredness and improvements in the organization. They must accommodate ethical considerations in their decision-making and provide best practices for the people (Haddad & Geiger, 2023). The members of the team will belong to different socioeconomic, gender, and cultural backgrounds so that they can provide diversified ideas for the project and care to the patients. 

Role of the Team for Effective Inter-professional Collaboration 

The inter-professional team will ensure effective collaboration within the organization to achieve desired outcomes. The plan to foster effective collaboration includes several methods like sharing knowledge and competencies. The team will work together by sharing their ideas and thoughts by effectively planning and prioritizing the needs to make effective decisions related to the proposed changes (Karlsson & Nordström, 2022). Moreover, the team will show a collaborative approach by accepting each others’ limitations and appreciating the strengths so that a concept of inclusivity is encouraged within the organization (McLaney et al., 2022).

Furthermore, effective collaboration requires effective and open lines of communication. Thus, the plan is to encourage the inter-professional team to develop professional, and trustworthy relationships by improving the lines of communication and making it accessible for every member of the team (Jankelová & Joniaková, 2021). For example, the team can conduct frequent meetings to discuss the implementation and evaluation of the project. The team will work on the concept of shared-decision making which will empower every team member enhancing their satisfaction levels and promoting the healthcare considering diversity and inclusivity issues (Davidson et al., 2022).  

Characteristics of a Diverse and Inclusive Workplace 

Organizations that foster the development of diverse and inclusive workplaces bring greater innovations and get extensive success. One of the characteristics of the diverse and inclusive workplace is the recruitment of employees who have either inherited (gender, culture, religion, language, abilities, etc.) or attained (professional background, education, marital status, and work experiences) diversity attributes. These traits help an organization is achieving desired goals, innovate, and outperform other organizations (Chaudhry et al., 2021). Another characteristic of such a workplace is having an inclusive environment. Its the workplace where the ideas and thoughts of every individual are heard and there is a culture of freedom of speech.

A study mentions that employees getting these facilities within the organization are 3.5 times more likely to fulfill their commitment and bring innovations to the organization (Chaudhry et al., 2021). Another important characteristic of a diverse and inclusive workplace includes the presence of accessible channels of communication where the goals and objectives are communicated among the employees. The research mentions that employees work more effectively if they are adequately guided for the goals and the roles/responsibilities. This brings a sense of empowerment and value among them which is another aspect of an inclusive environment (van der Hoek et al., 2018). 

Benefits of Diversity and Inclusivity in Workplaces with Examples

Cultivating diversity and inclusion in healthcare organizations helps in improving patient satisfaction and outcomes. It provides access to more ideas and perspectives, embarks creativity, enhances staff and organizations’ productivity, and assists in solving complex problems. Furthermore, it helps in reducing healthcare disparities and accessibility as patients who feel comfortable while their beliefs are accepted, are more prone to receiving healthcare. (Khuntia et al., 2022). Additionally, diversity and inclusiveness enable patients to trust the healthcare organization thus, improving patient influx and the organization’s growth (Rotenstein et al., 2021). 

Some examples of such diverse and inclusive healthcare organizations are Mayo Clinic, CVS Health, and the UnitedHealth Group. Mayo Clinic’s mission is integrated with diversity and inclusion. It is committed to providing culturally tailored care in an environment that is hospitable for patients from different backgrounds. The work environment is inclusive for employees where differences are valued so that individuals can contribute better to achieving goals. CVS Health’s success is dependable on their employees who belong to different races, ethnicity, nationalities, color, religion, sexual orientations, gender, physical and mental disabilities, marital statuses, and other characteristics which define individuals differently. Lastly, the UnitedHealth Group is committed to inclusion and diversity. It empowers their employees to work their best and improves their potential to improve health outcomes for the patients, reducing the costs, and creating a supportive and better healthcare environment for consumers. 


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 & Management8(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 Survey77(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/

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. Healthcare9(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 Research22(1). https://doi.org/10.1186/s12913-022-07618-x 

NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

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 Research6(5). https://doi.org/10.2196/34808 

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 Forum35(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 Medicine384(12), 1083–1086. https://doi.org/10.1056/nejmp2032224 

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