Diversity in the workplace is increasingly becoming inevitable. In the health sector, Hospitals are encouraged to prioritize diversity in their recruitments and hiring processes to accommodate all patients and staffs in their daily operations. Though the issue of diversity in the workplace may seem simple for some, dealing with challenges which come with diversity is never a piece of cake. An outstanding merit of diversity in the workplace is that it enhance respect, acceptance, and teamwork despite the differences between the working staffs with regards to their race, gender, ethnics, and color. As hospital become more diverse with healthcare professionals, many issues concerning diversity arise. The Hospital Human resource manager needs to be vigilant to have the situation under control. In this article, four primary concerns of diversity in the healthcare system are mentioned and possible solutions are given.
Some staffs especially the nurses feel disrespected and unaccepted by their colleagues in the hospitals. This leads to such staffs feeling lonely and demotivated from participating in the teamwork. The point of pride, in this case, is diversity training. This should major in acceptance and respect to other staffs. The point of actions, in this case, is the identification of the group which feels disrespected as well as the group which seems not to accept others based on their cultural difference. Design diversity training technique which focuses on both sides. Outline the advantages of having a diverse workforce in the hospital. Explain to the culprits the benefits of having different people from a different culture in hospitals. Also, the hospital may prefer having a disciplinary department that deals with the issue of respect. This department should be charged with ensuring that respect is apprehended within the hospital. Note, the point of pride, in this case, is concerns with demotivation as result of disrespect and unacceptance.
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The second problem is the gender pay Gap. Among those staffs hired by the Hospitals. Some female workers in the nursing department have raised a concern that they receive fewer payments than male staffs despite meeting the same requirements for different positions they hold in the hospital. The point of pride, in this case, is that the hospital should revise their payments terms and ensure that there is no gender discrimination as far as payments issue is concerned. The point of action, in this case, includes transparency on payments terms during hiring and recruitments process. Revising the payments terms in hospitals to ensure that those staffs who have same qualifications and work in the same departments receive same salaries. Ensuring that in case of salary difference between staffs, the staffs are made aware of the reasons why some are paid hire and the reasons which make them be in such positions.
The next problems are complained by the physically disable staffs about their accommodation. They claim that they have improper accommodation to help them properly navigate in the hospital. The point of pride, in this case, is to enhance a conducive working environment for the disables. The point of actions includes availing proper accommodation for the disable staffs. These include wheelchairs, ramps, and others. Training them on how to use these items properly in the hospitals. Training the normal staffs on how to aid these staffs and work with them properly in the hospitals. The rationale for this point of pride is that disability is never inability, these staffs contribute a lot to a successful diversity in hospitals.
The last problem is the formation of a social circle which isolates other staffs within the hospital. The point of pride, in this case, is to reduce the generation gap in the hospital. The point of action, in this case, creates teamwork where all generation is mixed. Also, HR should enhance communication between the junior and senior staffs. Lastly, the HR should enhance meetings between the staffs of different generations. The rationale of the point of pride is that generations gap results to an isolation of specific staffs and thus bring about demotivation.
