Research shows that nurses from minority make 19.2 % of the registered nurses' workforce (Ko et al., 2018). The Registered Nurse composition consists of 80.8 % whites, 6.2 % African Americans, 7.5% Asians, 5.3 Hispanic, and the remaining percent belong to various races. The diversity is expected to grow with fewer whites in the field. Diversity in the healthcare workforce goes beyond the language barrier and involves the difference in culture, race, gender, sexual orientation, religious beliefs, socio-economic realities, and general beliefs. Most human resources practitioners have acknowledged the need for diversities to ensure cohesion and the satisfaction of all the workers. Research shows that most managers, employees, society, and the government appreciate the importance of managing diversity (Ko et al., 2018). The purpose of his memo is to describe the issues surrounding the management of diversity in the healthcare workforce.
Causes of Diversity in the Healthcare Workforce
Research shows that diversity in the healthcare workforce is caused by the widespread shortage of nurses in the country (Kim, Halpin, & Morrison, 2017) . As more nurses retire or change careers, there are few nurses in the country entering the field. The enactment of the Affordable Care Act also gives most Americans access to healthcare services, increasing the number of patients requiring care (Ko et al., 2018). It, therefore, makes it necessary for the healthcare sector to hire medical practitioners from different parts of the world, leading to diversity.
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Additionally, globalization has contributed to diversity. Research shows that more efficient methods of communication and transport have assisted in connecting different parts of the world (Kim, Halpin, & Morrison, 2017) . Therefore, professionals from various countries move to different parts of the world looking for jobs. When the company requires hiring in areas of expertise that are popular in various parts of the world, the employment opportunities offered by the healthcare sector may be appealing enough to the global workforce. They may also be ready to relocate to a different nation to work for the company. There is also an increasing ethnic and racial diversity in the population, which calls for hiring diversity in the healthcare sector. The diversity of patients has caused the healthcare sector to embrace diversity.
Moreover, some policies make it illegal to discriminate during hiring against race, gender, color, ethnic background, religion, and other diversities. The federal laws and policies, therefore, eliminate discrimination in the workplace, enabling interested candidates from various parts of the world to apply for healthcare jobs (Kim, Halpin, & Morrison, 2017) . It also opens opportunities for minorities and older workers, which enables the development of a diverse workforce.
Behaviors or Attitudes Resulting from Managing Diversity
Diversity provides opportunities for the administration of quality care (Kim, Halpin, & Morrison, 2017) . It brings professionals from different genders, ethnicity, race, age, disability, sexual orientation, and religion together. Therefore interactions with diverse patients can be bridged through the diverse workforce. Different medical practitioners understand the patient’s culture leading to improved care in racial and ethnic minority patients. It will also result in more patients accessing care.
Additionally, it leads to a culturally competent workforce. Given the rapidly changing US demographic, it is automatic that the majority of future medical practitioners will be required to care for patients from different backgrounds (Kim, Halpin, & Morrison, 2017) . In doing it effectively, the caregivers should have a firm understanding of the various ethnic origin, cultural biases, and other factors that culturally determine how people experience sicknesses and adhere to medication. They will also be mindful in religious taboos, language, and other barriers while providing the patients with optimal care. It will also ensure the interaction of nurses from different backgrounds, which will enhance cultural competence.
It also leads to the development of a qualified healthcare team. Medical practitioners from various backgrounds have various experiences and perspectives (Kim, Halpin, & Morrison, 2017) . The workers also ensure creativity in the organization. They, therefore, bring different ideas to the team that can help in improving healthcare delivery.
Managing diversity also helps in improving the proficiency of medical practitioners in their area of work. They develop a feeling that they are respected, and their values recognized. There are, therefore, minimal interpersonal conflicts within the workers and the managers (Kim, Halpin, & Morrison, 2017) . They, therefore, work towards ensuring the well-being of patients and satisfaction.
Performance Implications of Diversity
Diversity affects human resource functions. It affects staffing in that there is a need to modify the recruitment strategy to identify qualified applicants without discrimination. It also affects the training of the healthcare workforce. There is a need for diverse trainers to be consulted when training employees. The decision to mandate diversity training also lies with the human resource practitioner. They have to assess the workplace environment and determine the benefits of the training.
Furthermore, diversity affects compensation. It makes it vital for the human resource practitioner to create a compensation strategy that is fair to all, regardless of the background. They may, therefore, need to adjust the compensation structure to cater for diverse and ensure equity. The human resource manager is also held accountable for all the policies mandated by the federal and state laws regarding diversity.
Diversity affects the employees by impacting the development of interpersonal relationships between them. The employees come from different backgrounds and have different beliefs. It may, therefore, be difficult for them to relate well with each other. However, proper management of diversity leads to good relationships among them. It also ensures that every worker respects the perspectives and values of their colleagues regardless of their background.
Besides, diversity leads to resource acquisition for the organization. Research shows that human capital is a vital aspect of the organization acquired through knowledge, abilities, and skills of the employees. Organizations that value diversity attracts applicants from minorities who have great intentions for pursuing the job. It also leads to a good reputation. When organizations hire from various backgrounds, they gain insightful perspectives from the employees, which is vital in healthcare delivery.
Recommendations
In managing a diverse workforce, human resource practitioners should create inclusive policies and practices. They should consider the impact of the policies and practices on the diverse workers before they are imposed (Pacquiao, 2018). The manager should also ensure that all the employees understand the unwritten rules. Perceived barriers should also be addressed.
There should be policies that ensure that all the diverse workforce values are respected. The practitioner should also adopt compensation strategies that accommodate all the employees (Pacquiao, 2018). The beliefs and customs of the workers should be respected. They should also appreciate everyone’s views and perspectives.
The Human Resource Manager should also ensure diversity training. Providing diversity training for the employees helps the employees understand the differences in religion, ethnicity, and cultural values (Pacquiao, 2018). It makes them self-aware of their role in understanding the cultural biases and stereotypes.
Additionally, they should facilitate effective communication between diverse workforces. Research shows that clear communication throughout the organization ensures that everyone is on the same page (Pacquiao, 2018). It also provides that all the employees understand the procedures and policies of the workplace. They should encourage communication with the employees in the healthcare facility to overcome the language and cultural barriers.
Also, the human resource manager should encourage interactions between diverse employees. They should encourage them to collaborate with their colleagues while embracing diversity (Pacquiao, 2018). In ensuring collaboration, there should be workgroups that help in reflecting on diversity. It will help in ensuring the employees value each other's beliefs and differences while expanding their experiences as team members.
References
Kim, U., Halpin, J., & Morrison, G. (2017). Diversity and inclusion in healthcare: A leadership perspective. https://pdfs.semanticscholar.org/b17b/5c558566a62968242e6795da8cdb6f59f471.pdf
Ko, M., Sanders, C., De Guia, S., Shimkhada, R., & Ponce, N. A. (2018). Managing Diversity To Eliminate Disparities: A Framework For Health. Health Affairs , 37 (9), 1383-1393. https://doi.org/10.1377/hlthaff.2018.0438
Pacquiao, D. (2018). Culturally Competent Multicultural Workforce. In Global Applications of Culturally Competent Health Care: Guidelines for Practice (pp. 275-286). Springer, Cham. https://link.springer.com/chapter/10.1007/978-3-319-69332-3_31
