MHA FPX 5001 Assessment 2 Leadership and Group Collaboration

MHA FPX 5001 Assessment 2 Leadership and Group Collaboration

Student Name

Capella University

MHA-FPX5001 Foundations of Master’s Studies in Healthcare Administration

Prof. Name:

Date

Promoting Cultural Competence and Diversity in Healthcare

Introduction

Dear Lynette,

I am deeply honored and sincerely grateful for the opportunity to participate in this important initiative. Effective leadership is essential for achieving success in any healthcare organization, as it drives vision, inclusivity, and patient-centered outcomes. Our collective goal through this project is to enhance awareness of diversity and inclusion within our organization—a step that not only improves patient satisfaction at Lakeland Medical Clinic but also contributes to reducing health disparities and improving overall patient outcomes.

Demographic projections indicate that by the year 2050, approximately 50% of the U.S. population will consist of racial and ethnic minority groups. Unfortunately, the current healthcare model continues to reflect systemic inequities and disparities in care access and outcomes among these populations (Nair & Adetayo, 2019). Addressing these inequities requires culturally responsive practices that ensure patients feel respected, valued, and safe in healthcare environments. When patients trust their healthcare providers, they are more likely to seek care promptly, follow treatment recommendations, and maintain ongoing relationships with their providers.

Research from the Association of American Medical Colleges (AAMC) demonstrates that patients from minority backgrounds often experience better outcomes when cared for by clinicians of the same racial or ethnic background (Nair & Adetayo, 2019). This finding emphasizes the importance of cultivating a diverse healthcare workforce that reflects the communities we serve.

The Role of Leadership in Fostering Cultural Competence

Importance of Effective Communication

To enhance cultural competency and diversity, strong leadership is crucial. Leaders must possess effective communication skills to clearly articulate organizational goals, expectations, and strategies. Moreover, they must be able to motivate and engage staff members, encouraging collaboration and collective ownership of diversity initiatives.

Transformational leaders, in particular, play a vital role in inspiring teams to pursue excellence through shared vision and trust. Such leaders not only direct but also empower others to lead, fostering an environment of mutual respect and accountability.

Leadership Nomination

Dr. Melanie Davis: A Transformational Leader

For this project, I would like to nominate Dr. Melanie Davis, PhD, MSW, LCSW-C, HEC-C, Assistant Vice President at Kennedy Krieger Institute, who has served the organization for over 25 years. Dr. Davis has demonstrated exemplary leadership by initiating numerous programs that improve access to care for patients and families awaiting specialized services. Her ongoing commitment to professional development—through continuous learning and knowledge sharing—has enhanced the overall competence and cultural awareness of her team.

While Dr. Davis and I share similar transformational leadership styles, our approaches differ slightly. We both emphasize team empowerment, trust-building, and relationship development. However, my leadership vision includes greater patient participation in organizational decision-making. I propose the creation of a diversity and inclusion committee that incorporates employees, patients, and community members to ensure all voices are represented in the development and monitoring of process improvements.

Proposed Strategies for Enhancing Diversity and Inclusion

To create a sustainable framework for diversity, inclusion, and equity, several actionable strategies can be implemented.

Table 1

Proposed Strategies for Diversity and Inclusion Improvement

Strategy	Description	Expected Outcome
Formation of Diversity Committee	Establish a committee with hospital employees, patients, and community representatives.	Strengthened collaboration and inclusive decision-making.
Hiring Diversity and Inclusion Specialists	Employ professionals to provide confidential support, training, and feedback.	Enhanced awareness and resolution of workplace biases.
Confidential Reporting Systems	Create confidential email and voicemail platforms for reporting bias or discrimination.	Increased trust and transparency within the organization.
Inclusive Hiring Practices	Redesign job descriptions to eliminate biased language and ensure inclusivity.	Broader, more diverse applicant pool and equitable recruitment.
Mandatory Diversity Training	Implement required training for all new hires and annual refresher courses.	Improved understanding and mitigation of unconscious bias.
Patient and Community Engagement	Integrate patient input into policy and service improvement discussions.	Improved patient satisfaction and culturally sensitive care.

(Source: Adapted from School of Public Health, 2024; Togioka, 2024)

Implementation Approach

The diversity committee will serve as the foundation for all process improvements. Members will regularly review progress, assess challenges, and make recommendations for continuous improvement. Additionally, diversity and inclusion specialists will offer training and confidential support, ensuring that both staff and patients have access to culturally competent resources.

To further enhance inclusivity, the recruitment process must be restructured. This involves revising job postings to use inclusive language and ensuring unbiased evaluation during hiring. The School of Public Health (2024) notes that everyday language in job advertisements can unintentionally discourage potential applicants, leading to underrepresentation.

Mandatory diversity and bias training will also be implemented through an interactive online webinar that concludes with an assessment quiz. These training modules will ensure that all employees maintain up-to-date competencies in cultural awareness, empathy, and inclusive communication.

Building a Culture of Trust and Awareness

By implementing these strategies, we can create a more inclusive, equitable, and culturally competent healthcare environment. Promoting awareness through education and open dialogue will strengthen the trust between healthcare providers and patients. Furthermore, it is essential for all healthcare professionals—clinicians, administrators, and support staff—to reflect on their own cultural values and biases, fostering personal growth and organizational transformation.

Enhancing cultural competence is not merely a compliance initiative—it is a moral and professional responsibility that directly influences patient outcomes, satisfaction, and safety. Through collaborative leadership, continuous learning, and community engagement, we can position Lakeland Medical Clinic as a leader in delivering compassionate, inclusive, and equitable healthcare.

References

Nair, L., & Adetayo, O. A. (2019, May 16). Cultural competence and ethnic diversity in healthcare. Plastic and Reconstructive Surgery Global Open. https://pmc.ncbi.nlm.nih.gov/articles/PMC6571328/

School of Public Health. (2024, May 22). How to improve cultural competence in health care. Tulane University. https://publichealth.tulane.edu/blog/cultural-competence-in-health-care/

MHA FPX 5001 Assessment 2 Leadership and Group Collaboration

Togioka, B. M. (2024, May 2). Diversity and discrimination in health care. StatPearls [Internet]. National Center for Biotechnology Information. https://www.ncbi.nlm.nih.gov/books/NBK568721/

---