Lack Of Diversity

Examine the impact that the lack of diversity has on the community meeting national public health initiatives. Analyze two of the major challenges the organization faces in improving diversity.

Being that Better Health Today, LLC, is not a cultural competent organization. The employees play a big part in maybe not being as diverse as they should be. The employees at Better Health Today, LLC, are unfamiliar with other cultures and have never had to learn to coexist and collaborate with co-workers or consumers from different backgrounds. Research conducted by, Cox (1993), explains that this shows Better Health Today, LLC, lack of experience in cultural competence but also, communication barrier, misunderstanding (para 5). This is why diversity
training will be important to Better Health Today becoming culturally competent.
Hartenian & Gudmundson (2000), finds that two major challenges the organization may face in improving diversity, are resistance to change from current employees and successful management of diversity once it has been accomplished throughout the organization.
There may be an employee who will refuse to accept the planning of making Better Health Today, LLC a diversity organization (p.24). The “we’ve always done it this way” mentality silences new ideas and inhibits progress (p.26). Diversity training alone will not be sufficient for Better Health Today, LLC, diversity management plan. Senior management will have to work hard at finding recourses to strengthen the strategic planning of diversifying Better Health Today, LLC.

Two strategies designed to minimize the impact that lack of diversity may have on the organization. Recommend one (1) approach for implementing each suggested strategy. Provide support for your recommendations.

According to Amanda & Hubbard (2010), strategies to minimize the impact that lack of diversity may have on Better Health Today, LLC, would be to develop effective training and improve hiring and recruiting policies. Research conducted by Amanda & Hubbard (2010), shows that diversity trainings focused on changing behavior, can have an impact on an organizations cultural competence
(p.3-5).
Secondly, Amanda & Hubbard (2010), finds that organizing strategies within the hiring and recruiting process that address recruiters and interviewers unconscious bias, anonymizing resumes and standardizing interview questions, will minimize stereotype threats of different cultures (p.6-17).
An approach for implementing the suggested strategies, as a strategy to become culturally competent, Better Health Today, LLC, should collect patient race and ethnicity data and tie it to patient outcomes after receiving health services from Better Health Today, LLC, within any department.

Design the key resources and main communication efforts required to implement the minimizing strategies that you suggested.

Lee, McNamara, Pitt-Catsouphes & Lee (2014), claims the key resources and main communication efforts Better Health Today, LLC, can employ are local training providers, as well as on-line training resources that include video series, webinars and facilitated on-line courses.
Lee, McNamara, Pitt-Catsouphes & Lee (2014), recommends training resources of, The Provincial Health Services Authority in Cultural Competency Training program, a facilitated online training program for people to gain self-awareness and develop skills towards working more effectively with Aboriginal Peoples (p.204-207); The Calgary Catholic Immigration Society (CCIS) facilitates Cultural Diversity Dialogues (Learning Circles) and Cultural Diversity Workshops (p.208).
Lee, McNamara, Pitt-Catsouphes & Lee (2014) also recommends placing mentoring though out the organization. Lee, McNamara, Pitt-Catsouphes & Lee (2014), claims mentoring can be an important way to integrate, develop and retain employees at Better Health Today, LLC. Mentoring involves the pairing of a more skilled or experienced employee with a new employee to encourage dialogue and information sharing (p.209-215). Such programs can help all new employees but may be particularly valuable to internationally trained workers for cultural acclimatization, understanding workplace norms, expectations and values
(p.216).
Lee, McNamara, Pitt-Catsouphes & Lee (2014), provides mentoring programs in communities to use as resource to Better Health Today, LLC, MESH, a network for nonprofits professionals in the National Capital Region, mentoring that encourages people to seek out and connect with each other to share ideas, exchange expertise and learn from each other (p.217-221). The Canadian Council for Aboriginal Business offers a mentorship program that provides Aboriginal business people with a mentor to guide and support them in their business goals (p.222).