This is a dicussion not a paper.
Review the information you have gathered over the duration of the course, including the following:
Results of cultural and worldview lens evaluations (Week 2)
Data gathered from research and evaluation using a theoretical lens (Week 3)
Interview results (Week 3)
In this discussion, you will review information gathered over the duration of the course to help inform your recommendations for potential solutions to the problem.
In your discussion post,
Restate the problem statement.
Synthesize the results of your lens evaluations, data gathered, and interview results.
Propose two recommendations to address the problem based on your analysis.
All the information you needs for this discussion is below:
Examining the Problem Through a Cultural Lens
· Restate the problem statement from your Week 1 Writing the Problem Statement assignment.
The workplace lacks diversity and inclusion
· Evaluate the problem using a cultural (subjective) lens.
to solve the diversity problem through a cultural lens, it is significant to understand that diversity and inclusion are not just checkboxes to be marked but are essential to fostering a thriving and equitable workplace culture (Jackson et al., 2020). It could be claimed that different from the other point of view, the cultural perspective states that the workplace should represent a wonderful and richly decorated piece of art in society, embracing people irrespective of their different social-cultural backgrounds, beliefs, and experiences.
· Include two pieces of evidence to support your position (e.g., demographic data, local history, etc.).
One piece of evidence for such a point of view is the representation of the labor force relative to the general population in a particular kind of data. For example, a company. operates in a region where the population is diversified. However, the majority of its. employees are from one certain group, which definitely shows that the company is hallmarked by the absence of diversity (Jackson et al., 2020). The situation is more than just a testament to the commitment culture of the organization. However, it may come across. as a reflection of selection and access to opportunities for underrepresented groups.
Another piece of evidence can be gathered from local history or community experiences. Take, for instance, if the community scenes are fraught with discrimination or exclusion; this very painful experience will affect whether the workplace is harmonious or not. There are significant happenings of the past that usually create permanent marks of social development, which form the base for attitudes and behaviours (Jackson et al., 2020). Such remnants of discrimination could take different forms, from subliminal biases and microaggressions to the impediments that marginalized groups have to face while they are using their opportunities.
Data gathered from research and evaluation using a theoretical lens
Diversity and Inclusion
Source 1: Stanford, F. C. (2020). The importance of diversity and inclusion in the healthcare workforce. Journal of the National Medical Association, 112(3), 247–249. https://doi.org/10.1016/j.jnma.2020.03.014Links to an external site.
Stanford (2020) explores the importance of diversity and inclusion in the healthcare workforce emphasizing that healthcare professionals should represent the diverse needs of the communities they serve so that they can provide the best possible care. The author argues that medical organizations can improve diversity and inclusion by embracing the best practices and strategies in their operations. The article has a high level of trustworthiness and accuracy because it is published in a peer-reviewed medical journal and the author is a credited medical professional. The article addresses the problem of diversity and inclusion in healthcare by highlighting the importance of having a diverse workplace that fosters the needs of the communities they serve. The article however does not highlight specific frameworks or strategies for implementation of diversity and inclusion in healthcare organizations. The article is well organized by providing background information, efforts implemented, and other practices to achieve a more diverse and inclusive healthcare workforce. One critical theme is the benefits of a diverse workforce in rendering better care to patients with unique needs.
Source 2: Brottman, M. R., Char, D., Hattori, R. A., Heeb, R., & Taff, S. D. (2020). Toward Cultural Competency in Health Care: A Scoping Review of the Diversity and Inclusion Education Literature. Academic Medicine, 95(5), 803–813. https://doi.org/10.1097/acm.0000000000002995Links to an external site.
The article explores some of the best educational practices for increasing overall cultural competency and reducing any existing disparities in healthcare. Brottman et al. (2020) reviewed 89 articles and established some themes, teaching strategies, assessments, and educator training that can be applied to foster a better culturally inclusive healthcare environment. The article is peer reviewed and published in a medical journal which shows that it is trustworthy. It directly relates to the problem of inclusion and diversity by examining different educational approaches that can be adopted in incorporated with cultural competencies to promote inclusive healthcare environments. The article uses limited validation assessment tools. The information is well organized with a clear identification of themes and strategies. The major theme is the importance of comprehensive educator training in identifying cultural competencies that can be applied to improve inclusion and diversity among healthcare professionals.
Source 3: Rosenkranz, K. M., Arora, T. K., Termuhlen, P. M., Stain, S. C., Misra, S., Dent, D. L., & Nfonsam, V. (2021). Diversity, Equity, and Inclusion in Medicine: Why It Matters and How Do We Achieve It? Journal of Surgical Education, 78(4), 1058–1065. https://doi.org/10.1016/j.jsurg.2020.11.013Links to an external site.
Rosenkranz et al. (2021) discuss the importance of diversity, equity, and inclusion in medicine with a specific focus on best practices for recruitment, retention, and mitigating bias. It is trustworthy because it is peer-reviewed and published in the surgical journal by highly credited medical professionals. It addresses the issue of diversity and inclusion by emphasizing the benefits of reducing disparities, improving patient outcomes, and enhancing medical education. It has different sections which are well organized to address various aspects of diversity and inclusion. The major theme is adherence to best practices for recruitment and retention in the healthcare sector.
Source 4: Mapes, B., Foster, C. S., Kusnoor, S. V., Epelbaum, M. I., AuYoung, M., Jenkins, G. M., Lopez-Class, M., Richardson-Heron, D., Elmi, A., Surkan, K., Cronin, R. M., Wilkins, C. H., Pérez‐Stable, E. J., Dishman, E., Denny, J. C., & Rutter, J. L. (2020). Diversity and inclusion for the All of Us research program: A scoping review. PloS One, 15(7), e0234962. https://doi.org/10.1371/journal.pone.0234962Links to an external site.
Mapes et al. (2020) describe the “All of Us” research program efforts that aim to promote diversity and inclusion and foster representation of underrepresented groups in biomedical research. The article contains significant input from reputable authoritative sources like NIH which reflects its credibility. It addresses the issue of diversity and inclusion in biomedical research by highlighting barriers faced by underrepresented groups. It however relies on a limited literature review and publicly available census data which may not be sufficient. It is well organized with clear sections. The main theme covered in the article is the importance of diverse participation in research
References
Brottman, M. R., Char, D., Hattori, R. A., Heeb, R., & Taff, S. D. (2020). Toward Cultural Competency in Health Care: A Scoping Review of the Diversity and Inclusion Education Literature. Academic Medicine, 95(5), 803–813. https://doi.org/10.1097/acm.0000000000002995Links to an external site.
Mapes, B., Foster, C. S., Kusnoor, S. V., Epelbaum, M. I., AuYoung, M., Jenkins, G. M., Lopez-Class, M., Richardson-Heron, D., Elmi, A., Surkan, K., Cronin, R. M., Wilkins, C. H., Pérez‐Stable, E. J., Dishman, E., Denny, J. C., & Rutter, J. L. (2020). Diversity and inclusion for the All of Us research program: A scoping review. PloS One, 15(7), e0234962. https://doi.org/10.1371/journal.pone.0234962Links to an external site.
Rosenkranz, K. M., Arora, T. K., Termuhlen, P. M., Stain, S. C., Misra, S., Dent, D. L., & Nfonsam, V. (2021). Diversity, Equity, and Inclusion in Medicine: Why It Matters and How Do We Achieve It? Journal of Surgical Education, 78(4), 1058–1065. https://doi.org/10.1016/j.jsurg.2020.11.013Links to an external site.
Stanford, F. C. (2020). The importance of diversity and inclusion in the healthcare workforce. Journal of the National Medical Association, 112(3), 247–249. https://doi.org/10.1016/j.jnma.2020.03.014Links to an external site.
Interview results
Research Interview
Colleen Williams
The University of Arizona Global Campus
GEN499
Ian McDougall
04/03/24
Basic Information
Interviewee Full Name: Confidential Information
Date/Time: 03/03/24 8:00am
Interview Method (FTF/Videoconference/Phone/Email/Text): Videoconference
Location (if applicable): N/A
Relevance to Problem: Diversity and inclusion in the workplace
Interview Process
Welcome the interviewee.
Introduce yourself.
Hello, my name is Colleen I work in the Blank Department. I’ve been with the company for 3 years.
Briefly explain the problem and reason for the interview.
The problem of diversity and inclusion as they hold a position within the organization that oversees diversity initiatives and fosters an inclusive workplace culture.
Reconfirm the number of questions and amount of time.
This interview was 1hour in duration, and I will ask 10 questions related to employee Diversity and inclusion in the workplace.
Explain Informed Consent, Recording Permission, Confidentiality Statement
Informed consent is giving permission to engage in the interview with full knowledge of risks and/or disclosure of information discussed.
Informed Consent Received: Yes / No
Permission to record is acknowledged that the questions and answers will be recorded on video and in writing.
Permission to record or take notes received? Yes / No
Confidentiality Statement: All information will remain confidential and stored in a protected area.
Does the Interviewee wish to remain anonymous? Yes / No
Questions
Question 1: What are the organization’s current diversity and inclusion policies?
They noted programs such as training, employee resource groups, diversity recruitment, and policies that promote an inclusive working environment.
Question 2: What roadblocks have you confronted while running these projects, and how did you tackle those problems?
The individual talked about challenges, including resistance from some individuals, lack of knowledge or understanding, and ongoing need for support and resources. The workshop participants mentioned the communication, training, and cooperation strategies to cope with the challenges.
Question 3: How can you rate the efficiency of diversity and inclusion plans?
They talked through several vital metrics like employee feedback, inequality in leadership positions, retention percentage, and hiring achievement from the point of view of diversity.
Question 4: Why are the critical priorities in upcoming organizational diversity and inclusion activities?
That dynamic development and changes to the current needs and priorities are the fundamental truth. She outlined objectives centered on establishing an inclusive culture, creating a diverse workforce at all levels of management, and removing structural barriers.
Question 5: How do you design processes that will seamlessly embed diversity and inclusion into all patterns of behavior and practices of the organization?
The meaning of leadership support, training, accountability systems, and incorporating diversity and equality thinking into every policy, process, and decision-making
Question 6: Please cite an instance of an organization that fostered D & I through a specific initiative. What were the most critical factors towards its success?
A mentorship program set up to aid the underrepresented employees, where factors such as the achievement of clear objectives, strong leadership support, cross-departmental collaboration, and regular evaluation and feedback are considered.
Question 7: How do you engage employees at all levels in fostering a culture of inclusion and belonging?
tactics, including listening actively, establishing forums for communication and participation, appreciating and celebrating diversity, allocating resources, and empowering staff to bring about change.
Question 8: How much do data and analytics contribute to making informed diversity and inclusion policies and the decision-making process within the organization?
The ability of data-driven insights in the achievement of various goals, which includes but is not limited to the ability to identify the trends, gaps, and areas for improvement and the allocation of resources, the setting of targets, tracking of progress, and the demonstration of the business case for the diversity and inclusion efforts.
Question 9: When it comes to that, how do you incorporate intersectionality in diversity and inclusion endeavors while considering issues relating to race, gender, age, sexual orientation, disability, and social stem?
That diversity management be inclusive or an approach of recognizing and respecting people’s complex identities and providing representation and inclusivity of all dimensions of diversity. In addition, the approach should address overlapping forms of discrimination and privilege.
Question 10: How will the organization approach creating diversity among leadership roles within the organization?
Initiatives include leadership development for neglected ethnicities, sponsorship and mentorship chances, transparent promotion procedures, and evaluation measures for verifying progress and tackling career advancement barriers.
What went well? What would you do differently? Were the results as you expected?
The interview process went smoothly, with the interviewee providing insightful responses and valuable perspectives on diversity and inclusion within the organization. The interviewee was undoubtedly knowledgeable and experienced, and their views will be instrumental in identifying future moves. In retrospect, having specified follow-up questions can bring more structure to the conversation and unveil extra details. The responses shows that the organization is generally respected for its commitment to diversity and inclusion. It also highlights some issues that must be addressed to achieve further growth.
