MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation

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The Lakeland Medical Center’s community is becoming more diverse, especially with a growing Haitian population. This makes it really important for healthcare providers, to MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation, and learn about different cultures. Recent data shows that in some places, more than 2% of the population is Haitian (United States Census Bureau, 2022). Research has consistently shown that cultural competency training can lead to improvements in healthcare providers’ knowledge, attitudes, and skills when caring for diverse groups (Buljac-Samardzic et al., 2020). Cultural training is not just about understanding other cultures. It’s also about recognizing and dealing with bigger problems like racism and unfair power differences. It also means thinking about our own biases. So, it’s really important for Lakeland Medical Center to make sure all staff get training on diversity and culture. This will help them take better care of patients and make sure healthcare is fair for everyone.

Goals and Initial Priorities

The main goals of this project are to improve cultural competence and diversity within the healthcare team at Lakeland Medical Center, specifically to better serve the local Haitian population.

Initial Priorities

Conducting diversity and cultural competency training for all staff is the first critical priority. This training will provide education across all levels of the organization on foundational concepts like implicit bias, microaggressions, cultural awareness, and humility (Nguyen et al., 2020). It will also cover specifics on Haitian cultural values, beliefs, and health practices. Interactive sessions led by experts in diversity, equity, and inclusion will be scheduled for the entire staff within the first 3 months and annually after that. They will combine presentations, case studies, and small group discussions to actively engage participants. The goal is to establish a consistent baseline understanding of why diversity and cultural competence matter for providing quality care.

MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation

Recruiting more Haitian providers and staff is another top priority. Actively hiring professionals originally from the local Haitian community or those fluent in Haitian Creole will help fill gaps in culturally congruent care. Job postings can be shared through partnerships with Haitian community organizations. Hiring committee training will ensure equitable selection processes. Creating a Haitian patient advisory council will provide a crucial perspective of Haitian patients and families. This group of 6-8 members would meet quarterly to share input on their care experiences, access challenges, communication needs, and other areas for improvement. Their insights will inform organizational priorities and quality improvement efforts.


In the healthcare context, several assumptions lay the groundwork for a comprehensive diversity training initiative. There exists an adequate budget for design and implementation, with strong support from hospital leadership for mandatory diversity training. The staff, even those unfamiliar with the concepts, recognize the importance of such training. Highly qualified trainers are available to deliver customized sessions, and scheduling allows for interactive training for a large staff. The hospital is exploring partnerships to successfully recruit Haitian staff, thereby enhancing workforce diversity. Furthermore, there is optimism that Haitian patients will voluntarily contribute their time to an advisory council, showcasing their commitment to the hospital’s efforts to promote inclusivity of, MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation (Tan, 2019).

Team Composition

The team will consist of 8-10 members with diverse backgrounds and expertise to provide multifaceted perspectives on diversity, ethics, and best practices in healthcare.

Healthcare Professionals

The team will include 4 to 5 healthcare professionals such as nurses, physicians, social workers, and patient advocates. They will provide insights into current practices and challenges from the frontlines of care delivery. This group should represent diversity in race, ethnicity, gender, age, religion, and other demographics. Their combined experience caring for diverse patient populations will inform recommendations.

Community Representatives

2-3 team members should represent minority and underserved patient populations, such as local advocacy groups or cultural liaisons. They will provide viewpoints on how to make care more equitable, accessible, and congruent with cultural values and practices. For instance, the Health4LGBTI training course, which aimed to improve cultural competence among healthcare professionals, involved collaboration with LGBTI organizations as part of the multidisciplinary team (Donisi et al., 2020).

Ethics and Compliance Experts

1-2 team members should have expertise in healthcare ethics and compliance, such as bioethicists, legal advisors, or regulatory specialists. They will provide guidance on ensuring recommendations align with ethical codes and healthcare laws (Beroe & Gundersen, 2022). Knowledge of privacy protections, informed consent, and other patient rights is key.

Organization Leadership

1-2 members from the organization’s leadership, such as nursing directors, executives, or board members, will provide support, context, and facilitation for implementing recommended changes. Their oversight and authority are crucial for driving organizational change.

MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation

This composition brings together professionals with the qualifications, perspectives, and influence needed to assess current practices and make impactful, ethical, and culturally conscious recommendations for improvement. A diverse team is better equipped to understand the needs of diverse patient populations and develop effective solutions (Trepanier, 2023).

Clear Roles and Responsibilities

Each member will be assigned specific roles based on their expertise, such as gathering community input, conducting literature reviews, developing training programs, or creating policies. Clear roles and responsibilities outlined at the start prevent confusion and redundancy. A team charter signed by all members will help solidify commitments (Kilpatrick et al., 2020).

Designated Leadership

MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation: A designated nursing director will serve as the team leader to oversee logistics, set the agenda, facilitate discussions, monitor progress, and ensure follow-through on tasks. Distributed leadership approaches allow members to lead smaller initiatives in their domain while the main leader focuses on the big picture (Zajac et al., 2021).

Ground Rules

The team will collaboratively develop ground rules covering communication protocols, decision-making, conflict resolution, accountability, and other norms. This fosters joint ownership and commitment to group processes. Rules are revisited periodically to address emerging needs (Zajac et al., 2021).

Interactive Meetings

In-person sessions every 2 weeks will combine presentation of progress updates, interactive discussions, and collaborative work time. Regular meetings with agendas keep the work focused while also relationship-building. Meetings may also include guest speakers on diverse topics (Taylor et al., 2020).

Communication Channels

Multiple modes of communication will facilitate collaboration between meetings. A shared team site will house documents, calendars, meeting notes, reference materials, and announcements. Email and messaging apps will enable question-answering and information sharing. For instance, Nielsen (2020) describes communication in distributed open-source teams as supported by various channels, including mailing lists, forums, issue trackers, and chat systems

Team Building Activities

Quarterly team-building activities such as workshops, meals, or retreats will strengthen relationships and align members around the shared mission and values. Reflection on group dynamics and processes will enhance effectiveness. Buljac-Samardzic et al. (2020) provided interventions like crew resource management (CRM) and Team Strategies and Tools to Enhance Performance and Patient Safety (TeamSTEPPS) to improve team effectiveness within healthcare.
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Diverse and Inclusive Workplace

A diverse and inclusive workplace encompasses and embraces differences across many dimensions, including but not limited to race, ethnicity, gender, sexual orientation, age, physical abilities, religious beliefs, political views, socioeconomic status, and life experiences (Andrei et al., 2021). While diversity refers to the presence of differences, inclusion describes how those differences are valued, respected, and leveraged to benefit the organization and its members (Gomes et al., 2023).

Key Characteristics of a Diverse and Inclusive Workplace

Fairness and Equity in Hiring and Promotion Practices

Recruitment, hiring, compensation, training, and promotions are equitable and free from conscious or unconscious bias toward dominant groups. This enables diverse representation at all levels (Kropp et al., 2022).

Culturally Competent Policies and Programming

Programs, policies, and services meet the needs of diverse employee and client populations in a culturally sensitive manner. This includes accommodations, language access, food options, time off, and dress code flexibility (Nguyen et al., 2020).

Psychological Safety and Belongingness

All employees feel welcomed, respected, valued for their uniqueness, and able to fully participate without fear of negative consequences for being different (Grailey et al., 2021).

Structures for Employee Input

Formal channels like employee resource groups, mentoring programs, surveys, town halls, and committee roles empower diverse voices to contribute ideas and shape policies (Lee Yohn, 2021).

MHA FPX5004 Assessment 3

These practices nurture an environment where people of all backgrounds can thrive and do their best work in service of organizational goals.

Benefits of Promoting and Supporting Diversity

Enhanced Innovation and Decision Making

Diverse teams, such as those found in the MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation, raise greater innovation, creativity, and comprehensive decision-making compared to homogenous groups. According to Jones et al. (2020), people with different backgrounds bring novel information, perspectives, and approaches that stimulate new ideas and solutions.

Diversity Project Kick-off Presentation

They discussed the investigations of a culturally diverse product design team at IBM Corporation that incorporated global cultural norms into developing a single phone suited for international markets.

Improved Service Quality

A diverse workforce better reflects and connects with an increasingly diverse customer base. Employees’ cultural knowledge and language skills help provide culturally competent service. For instance, Kaiser Permanente’s multicultural staff improved access and outcomes for minority patients (Placide et al., 2023).

Increased Employee Satisfaction

Employees feel greater belonging, inclusion, and equity in diverse organizations. For example, Texas Health Resources’ diversity programs contributed to higher staff engagement scores compared to competitors (Tursunbayeva, 2019).

Enhanced Reputation and Community Relations

Committing publicly to diversity conveys social values that attract talented workers, investors, and partners. It also strengthens ties with minority communities. For instance, companies like Colgate boosted its reputational value by publishing their first ever diversity, equity and inclusion report in year 2021 (Diversity, Equity and Inclusion Report, 2022).


Discover MHA FPX5004 Assessment 3 Diversity Project Kick-off Presentation in promoting diversity and cultural competence at Lakeland Medical Center through comprehensive training, increased workforce representation, and patient engagement will significantly improve care quality and equity for the local Haitian community. A diverse and interprofessional team is proposed to guide this initiative, with evidence-based methods to ensure effective collaboration. Substantial research confirms that cultivating an inclusive environment has manifold benefits for healthcare organizations, employees, and patients. With proper leadership and commitment to sustained action, Lakeland Medical Center has tremendous potential to become a leader in providing culturally sensitive care that meets the needs of all. Thoughtful implementation of the strategies outlined in this assessment will lead to measurable improvements in patient satisfaction, health outcomes, and the reputation of this vital community institution.


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