MH004 Diversity and Inclusion as a Human Resource

MH004 Diversity and Inclusion as a Human Resource

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Student Name

Western Governors University 

D030 Leadership & Management in Complex Healthcare Systems

Prof. Name

Date

Purpose

The purpose of this presentation is threefold: to provide a clearer understanding of what diversity and inclusion mean within organizational environments, to compare two healthcare institutions and their approaches to these concepts, and to examine leadership strategies that effectively support diversity-oriented initiatives. Understanding these elements is essential for recognizing how healthcare organizations create equitable, respectful, and culturally aware workplaces that serve both employees and patients.

Diversity

What defines diversity in the workplace?

Diversity in the workplace encompasses the wide range of human differences and shared attributes that individuals bring to an organization. These differences may include characteristics such as race, ethnicity, language, age, disability status, gender identity, religion, generation, and cultural background (Fried & Fottler, 2018). In practice, valuing diversity involves acknowledging these unique attributes and intentionally integrating them into organizational norms, hiring practices, and interpersonal relationships. By embracing diversity, organizations benefit from broader perspectives, enhanced creativity, and improved problem-solving capabilities.

Inclusion

How is inclusion described?

Inclusion refers to the deliberate actions and organizational structures that ensure all individuals feel welcomed, respected, and empowered to contribute. While diversity focuses on representation, inclusion emphasizes belonging and equitable participation (Fried & Fottler, 2018). A truly inclusive environment ensures that every employee—regardless of background—has access to opportunities, decision-making processes, and supportive resources. This fosters a culture of psychological safety, transparency, and shared accountability.

Healthcare Organizations Comparison

To better understand how diversity and inclusion manifest in real-world settings, this section compares two healthcare organizations that differ in size, geographic location, and community demographics.

Prairie Ridge Health

Prairie Ridge Health is a 25-bed acute-care hospital situated in Columbus, Wisconsin. With over 300 employees, the organization offers an array of medical services, including orthopedics, obstetrics and gynecology, general surgery, internal medicine, family practice, and rehabilitation. Despite serving a predominantly rural community with limited demographic diversity, the hospital upholds strong equal opportunity employment standards, explicitly prohibiting discrimination based on race, gender, age, disability, religion, or other protected characteristics (Prairie Ridge Health, n.d.a; Prairie Ridge Health, n.d.b). To support inclusion, Prairie Ridge Health relies heavily on internal engagement activities that strengthen cultural awareness among its staff.

HSHS St. Nicholas Hospital

HSHS St. Nicholas Hospital, located in Sheboygan, Wisconsin, is a significantly larger 185-bed nonprofit facility within the Hospital Sisters Health System (HSHS). Employing roughly 500 healthcare professionals, the hospital operates with values grounded in the Franciscan tradition, emphasizing dignity, respect, compassion, and competence (HSHS St. Nicholas Hospital, n.d.). The hospital’s broader and more diverse community base provides greater opportunities to implement inclusive workforce strategies. HSHS also promotes regional diversity and inclusion efforts through its organizational mission and system-wide initiatives.

Organizational Culture Comparison

Table 1

Cultural Characteristics of Prairie Ridge Health and HSHS St. Nicholas Hospital

Aspect	Prairie Ridge Health	HSHS St. Nicholas Hospital
Board and Workforce Diversity	Board of Directors includes varied backgrounds; overall workforce diversity limited by rural demographics	Recognized for strong diversity and inclusion efforts; named a top healthcare employer (Becker’s Healthcare, 2022)
Inclusion Practices	Promotes internal inclusion through staff engagement, small-scale initiatives, and awareness activities	Builds inclusive culture through comprehensive programs, training, and community partnerships to enhance workforce equity
Community Context	Small, rural environment with limited exposure to diverse populations	Larger, more diverse urban and suburban region offering broader opportunities for cultural engagement and recruitment

Prairie Ridge Health’s efforts reflect its commitment to fostering inclusion despite demographic constraints. The hospital compensates for a limited talent pool by cultivating a tight-knit, supportive work environment. Conversely, HSHS St. Nicholas Hospital leverages its diverse community and organizational resources to champion inclusion through ongoing partnerships, structured DEI programs, and broader workforce engagement.

Leadership Strategies for Diversity and Inclusion

Which leadership approaches best support diversity and inclusion in healthcare organizations?

Research identifies several leadership approaches essential for sustaining diversity and fostering an inclusive culture:

1. Maintaining diversity and cultural competence as long-term organizational priorities
   Leaders must treat diversity initiatives as ongoing commitments rather than one-time projects, promoting adaptable policies and continuous improvement (Dreachslin et al., 2017).

2. Integrating diversity efforts at all levels of the organization
   Embedding inclusive practices across leadership tiers—particularly among middle managers—helps normalize cultural competency and encourages accountability (Hegwer, 2016).

3. Providing cultural competency training during onboarding and throughout employment
   Early exposure to diversity policies and inclusive behaviors enables new staff to understand expectations for respectful and equitable care (Hegwer, 2016).

4. Collaborating with community partners to expand recruitment pipelines
   Building relationships with local schools, community groups, and professional networks can increase representation in both clinical and non-clinical roles (Hegwer, 2016).

5. Recognizing and rewarding diversity champions within the organization
   Annual celebrations, awards, or appreciation events reinforce positive behaviors and encourage employees to take active roles in inclusion efforts (Hegwer, 2016).

Collectively, these strategies cultivate a more equitable, culturally competent workforce capable of meeting diverse patient needs.

Conclusion

Prairie Ridge Health and HSHS St. Nicholas Hospital illustrate how geography, community demographics, and organizational resources influence approaches to diversity and inclusion. Prairie Ridge Health, though located in a less diverse rural environment, strives to create an inclusive atmosphere by promoting cultural awareness and fostering strong interpersonal connections. Meanwhile, HSHS St. Nicholas Hospital demonstrates a more expansive commitment to diversity through system-wide initiatives, community alliances, and recognized best practices. Both examples reaffirm that effective leadership is central to advancing diversity and inclusion, requiring intentional strategies tailored to the organization’s unique context.

References

Becker’s Healthcare. (2022). HSHS named among the top 150 places to work in healthcare in the United States.

Dreachslin, J. L., Weech-Maldonado, R., Jordan, L. R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the national center for healthcare leadership diversity demonstration project. Journal of Healthcare Management, 62(3), 171–185.

Fried, B. J., & Fottler, M. D. (2018). Fundamentals of human resources in healthcare (2nd ed.). Health Administration Press.

Hegwer, L. R. (2016). Building high-performing, highly diverse teams and organizations. Healthcare Executive, 31(6), 10–19.

Hospital Sisters Health System (HSHS). (n.d.). Diversity, equity & inclusion.

MH004 Diversity and Inclusion as a Human Resource

HSHS St. Nicholas Hospital. (n.d.). About us.

Prairie Ridge Health. (n.d.a). About us.

Prairie Ridge Health. (n.d.b). Equal opportunity.

Zippia. (2022). Prairie Ridge Health-hospital CEO and leadership.