Managing Diversity: Best Practices
HR Management often works off of the ideals of 'best practices.' This concept is discussed in the next article, "Managing the Diversity Revolution: Best Practices for the 21st Century Business." Aronson takes a more general approach to diversity but one that can be applied directly to the healthcare industry nonetheless. Aronson points out many of the trends previously identified with regard to diversity problems in the nation's business climate as a whole. In particular the author points out that diversity issues may stem from a number of causes including cultural differences and systematic discrimination, which may be widespread in a number of industries including the healthcare industry.
Among the populations more likely to be discriminated against according to the author include women and older Americans, as well as those living under lower socio-economic status, as confirmed by the previous articles examined. The author suggests that corporate attempts to improve diversity programs should include outreach programs that focus specifically on these underserved populations if diversity programs are to be fully successful and meaningful within any industry.
Aronson proposes a broad approach to diversity initiatives, one that is inclusive of the many different facets of diversity including: race, ethnicity, gender, age, religion, disability and sexual orientation (Aronson, 2002:46). It is along these lines the author claims that a person is most likely to be discriminated against and treated unfairly, and it is along these lines that most stereotypes have been developed by healthcare officials, providers and other agents.
Among the critical elements of a successfully implemented diversity awareness program according to the author is a commitment from top management to promote the ideals of diversity. Management has to be held accountable for the results of a workable diversity program; otherwise according to the author, diversity programs become more optional than necessary, and generally result in an "unfocused effort" producing only "spotty results." Further the article suggests that diversity programs need be supported at all levels and administered with regular and consistent assessments of successes in order to be truly impacting.
Communication according to the author is also a critical aspect of a successful diversity program and ensures that an organization remains responsive to the needs of not only diverse employees but also diverse community members. A good diversity program as proposed by Aronson is one that "embodies values that are consistently upheld and regularly reaffirmed" (Aronson, 2002:46). A program is only as good as it is on paper if it is not followed through on and if the day-to-day practices that are adopted by an organization do not produce real world results.
Thus it will be important for health care providers and organizations to not only implement programs that are diverse in nature but for them to also monitor their progress and reaffirm their commitment to diversity on a consistent basis. Diversity efforts can be focused in many different categories and in many system wide practices in order to assure the best possible outcomes. The best practices among diverse organizations are those that promote opportunities for everyone. Within the health care industry this would include not only the employees of health care organizations but also the community and patients that are recipients of the care being provided.
Progress in Reform
In the article "Reflecting on Progress, Health and Racism: 1900 to 2000" Keigher suggests that though the health care industry is on the service dedicated to health promotion, risk reduction and disease prevention, it generally only does so for certain populations, particularly those that are more affluent. The lack of a diverse and well rounded approach according to the author is the result of the "raw forces of capitalism" that govern the method in which the U.S. health care system is run.
The author acknowledges the large body of evidence that exists suggesting that disparities in health care treatment and services generally result from the inaccessibility of health care as well as the ineffectiveness of the health care system "in dealing with the complex patterns of ill health among ethnic minority groups" (Keigher, 1999: 243). The author suggests that the government need get involved in order the aid health care reform and promote more diverse practices among all populations, particularly those that are poor and underserved.
Further the author acknowledges that within the modern health care system there are "enormous disparities" that exist among individuals of varying socioeconomic status, race and ethnicity and that the proportion of quality care is not progressing or improving for ethnic minority groups...
Diversity and Global Understanding -- Irish & Dutch Immigration What were the contributions of the Dutch and Irish immigrants to America by the 1870s? What was the pattern of the Dutch immigration into the new country and what was the pattern of the Irish as they flowed from Great Britain to America? These and other issues will be addressed in this paper. The Literature on Irish Immigration into America Where did the Irish
Diversity management is one of the key issues facing corporate America today. Higher number of female workers along with influx of immigrants from various racial and ethnic backgrounds in the workforce has prompted a need for diversity management because lack of the same can cause serious legal and performance problems. Diversity management refers to the strategies that seek to create a positive and healthy environment for everyone at the workplace.
Diversity Audit The Coca Cola Company is well-known for its commitment to diversity. The Company has a workforce where almost half the employees are women. However, their representation on the senior management levels is only 26%. The company also recruits racial minorities and members from the LGBT community. The company has institutional mechanisms to ensure that workforce diversity is respected and appreciated throughout the organization. Senior managers demonstrate their commitment to
Diversity in the workplace has been one of the more active fields of study in human resources over the past several years. There are essentially two components to the discussion. The first is the business case for diversity, and the second is the ethical case. The ethical case is arguably the older of the two points of discussion, having its roots in affirmative action, Title VII of the 1964 Civil
Diversity There are several elements to the business case for diversity. Bendick, Egan and Lanier (2010) outline the typical business case for diversity, which consists of three elements. First is that it broadens the pool of employees, second is that it gives the company greater ability to serve the entire community and third is that it will result in a more productive workforce. The authors do not draw conclusions from their
Diversity Profile and Plan -for a public or non-Profit organization. Description and Overview In the current scenario, the U.S. workforce has turned out to be more diversified than any time in U.S. history. Efficiency and effectiveness today can be gauged from how employers manage and handle this diversified workforce. The current demographic shift has been caused by the growth in not only Asian but also African-American, as well as, Latino communities. Growth
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now