Cultural diversity discussion response help


#1 Cultural diversity in the management of health care is both a challenge and an imperative given our increasingly multicultural population. Language and cultural differences are faced everyday with the growing diversity of healthcare workforce, especially in large cities. Such difference affects the recruitment and retention of employees and requires ongoing reviews of the institution’s policies and practices. Cultural knowledge, cultural awareness, and cultural skill-building are critical for multicultural work environments and cultural competency skills require awareness-building in the organization. Cultural dimensions, such as perceptions of time, space and relationships can be built into staff training to improve communication and work relationships among and between employees of an organization.

The goal of assessment is to identify what members of an organization need to know in order to work more effectively together. It would be great to get them to really like each other and overcome their biases, but the reality is that you can only expect them to learn the rules for how to work together productively.

If I were in charge of an organization with low cultural competency and a highly diverse workforce, I would revise the entire document and take it with me when I go before the board about the situation at hand. Clearly the workers in the facility does not know or either they do not want changes, but they are in need of some serious training and reality check because this country is not set on one particular race, religion, gender, or culture. There is some serious training needed in this organization within the management as well as the administrative department. The diversity of the patients has changed tremendously and everyone deserves to be treated equally



Diversity has affected not only health care but within every organization all over the world.  Adapting to the every changing world can be very challenging.  Diversity is a spectrum of differences between people Baack, D. E., & Fischer, A. (2013).  Management is expected to understand and adapt to the changes which can include issues with race, ethnic background, age etc. not to mention stereotyping. 

Diversity Management is the process leading to cultural competent organizations.  The commitment of top leaders to change is a fundamental element in the implementation of diversity management initiatives.   These are drivers are important factors in the development of a business care of leveraging leadership diversity in healthcare.  Becoming culturally competent and investing in leadership diversity is important because it allows shifting in demographics of the healthcare workforce to be able to compete for the best talent.  Realities of global economy require healthcare organization respond with a diverse workforce to be able to provide effective high quality culturally competent care in an increasingly diverse consumer and patient population.  Diversity unleashed creativity, innovation and improved group problem solving, which in turn enhances and leverages the competiveness of organizational financial and quality outcomes (Dotson, E., & Nuru-Jeter, A. (2012)).  Cultural competence can be measured several ways, but one way would be by employee/provider/patient surveys

Using tools like the Providers Guide to Quality & Culture website is a great resource to aide your efforts.  Diversity training would need to occur for every employee within the organization and then they would need to maintain training early.  Education is vital.  Also establishing goals for each individuals that will be part of their performance evaluation.



 “A physician shall, in the provision of appropriate patient care, except in emergencies, be free to choose whom to serve, with whom to associate, and the environment in which to provide medical care.”

Principles of Medical Ethics”, 1995-2015, American Medical Association

I believe unless it is an emergency, then the physician should have free range for the most part of what patients they will have. In this case, it was an emergency and it could be a life threatening one at that, for the mother or the baby, or even both. It clearly states the baby was showing signs of distress, I cannot imagine for any reason why a physician would refuse to see a pregnant patient in this situation, it could be a matter of saving a life. It also does not say why the physician refused, or that if maybe there were other staff members in the hospital that were experienced enough to her the patient deliver the baby. It doesn’t state or make clear if the physician even knew much about the patient, regarding race or anything like that, just the fact that the patient was having medical pregnancy complications. With the information that is given, I believe it was the physician’s duty to help deliver the baby or come to the patient’s aid in such a serious situation, if something was to happen to that baby or mother I could see the patient suing the physician or hospital for mal practice.



I would say that all five ethical principles can be seen in this scenario. Patient-self- determination, where the pregnant patient saw the need to receive healthcare because she was in active labor. Fiduciary duty is seen in the healthcare organizations emergency depart, when they call the Ob-gyn and ask him about the patient, and how to handle the situation. They should provide the best possible care to her. Beneficence which is to act to benefit of others. As healthcare workers we should strive to benefit others meaning out patients and in the case above I think that Non-maleficence which is the duty to do no harmcan be seen when, the doctor states that he is not coming in, he is in this case not following the principle of non- maleficence. Justice, which is honesty and fairness can also be seen, again when, it should be the patient’s right to be seen and the financial issues can be worked out later especially if the baby need to be taken out. When it comes to someone’s health, justice should be about being fair. The woman’s financial status should not be the reason for the physician to turn her down.

The Hospital must take Health Care Ethics and Law into consideration. In this particular case the refusal of the medical personnel to treat the mother and child due to a language barrier and lack of insurance could fall under both legal and ethical liability and could result in some very harsh penalties. This is due to the dire condition that the fetus seems to be in which could cause harm to the unborn child and the mother as well. In this case the failure to comply with The Emergency Medical Treatment and Active Labor Act of 1985 definitely came into play. This act sets statute for a multitude of fines and penalties if proportions of the act are not followed. This act was formed to combat the discriminatory practice of some hospitals transferring, discharging, or refusing.

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