Amidst the Black Lives Matter movement, healthcare organizations are finding it necessary to address something we had silently thought we had already addressed — treating all patients equally. But now we realize there may be even bigger gaps than we thought. Ignorance is not bliss; it is ignorance. Whether it is Black Lives Matter, Black Lives Matter Too or White Coats for Black Lives, diversity and inclusion is more important than ever. According to a Deloitte report, only 32% of American workers believe that their company has an effective diversity effort. Meanwhile, 69% of executives who rate diversity and inclusion an important issue (up from 59%).
All companies should be challenged to reflect on our own feelings, our own actions and what diversity and inclusion mean now and what it should mean. But here I am reflecting on its impact in healthcare.
Cultural diversity in the workplace encompasses the variety of experiences and perspectives that arise from each employee. Experiences and perspectives are different and can be based on race, gender, ethnic group, age, sexual orientation, personality, cognitive styles, religion, tenure, organizational function, education, heritage, and much more. Cultural diversity is born from the values, norms, and traditions of an employee that impact the way she/he typically perceives, thinks, interacts, behaves, and makes judgments.
Diversity impacts healthcare on many levels, both from the care provider and from the healthcare recipient.
Healthcare recipient (consumer). This is a very challenging and complicated area for consideration. Questions and barriers to health such as access to care, affordability of care, ability to maintain treatment of care, culture and potential language barriers can exist, many times unbeknownst to the care providers. As a nation, we have been silently aware that certain people were more susceptible to diseases, but this especially came to the…
Source: The Staffing Stream