Strategies to Address Diversity
Strategies in workplace diversity helps an organization to acquire proper and efficient ways of managing diversity successfully through the creation and development of an environment that uses and values people’s contributions with various experiences, backgrounds and perspectives. The major aims of diversity strategy is to create and develop a flexible, fair and supportive work environment in which there is respect in the employees differences which ought to be recognized as the organizational asset. Addressing diversity in Healthcare is very essential since it gives the clients and employees comfort and satisfaction. Patients are very sensitive to deal with and they therefore require special treatment and attention. There are various strategies that can be applied in order to address diversity in a Healthcare as discussed below.
First, the interviews will now be conducted through the use of a panel format which will help ensure diverse representation by the interview committee and this will eliminate bias from the process of selection. Another major strategy to address diversity will be to increase on the recruitment and retention of indigenous people. A Healthcare centre deals with people who have various problems and they will be more comforted by the sight of various indigenous people serving them. This will also be good for the department since it will have choice on employees for such people. Increasing the retention and recruitment of people with disability is also another strategy of addressing diversity. This will show that the healthcare society is granting equality to all by making the organization an employer of choice for individuals with disability. Strategy four will be provision of flexibility for supporting the employees in order for them to be able to balance their life and work responsibilities. This will give an opportunity for both genders to work in the Healthcare environment which will make the clients more comfortable. The employees will be able to maintain their and balance their responsibilities in life and work as they develop their career.
As a manager, I also recommend the strategy of increasing the retention and recruiting of employees who come from various cultural backgrounds and also linguistic backgrounds. This helps to maintain the organization’s employee’s status for people with different linguistic and cultural background. This strategy also helps to maintain the consultative network of employees in the work place and helps effective interaction and creation of relationship among people from different diversities. Supporting and recognizing the inter-generational workforce needs is another strategy that can be used to address diversity in a Healthcare. This will allow the organization to employ individuals from various ages thus make it an employer of choice for age workers who are mature. It will also help support all employees’ abilities regardless their ages.
Use of education strategy for addressing diversification will also be used and it will concern developing those people who are not tradition for organizational success. This will also help in developing managers who can fight prejudices during interaction with different individuals from different backgrounds. Training of employees is also another strategy that I will ensure it is used in order to address diversity in Healthcare. Employees will learn on how to interact with each other better without applying elements of discrimination or tribalism. Committed Leadership is also a strategy that the top management will fully apply in order to create good relations with employee. Lastly, the Healthcare intends to promote equality to all in order to extensively extend diversity in the Healthcare.
References
Brief, A. P. (2008). Diversity At Work. In A. P. Brief, Diversity At Work (p. 333). New York: Cambridge University Press.
Department of Immigration and Citizenship. (2011). Workplace Diversity Strategies. Australia: Department of Immigration and Citizenship.
