Diversity/inclusion advocacy: Promoting culturally competent, sensitive and accessible care. Reducing health disparities disparities disparities and promoting equity for all groups.
Diversity and inclusion are essential values for health care organizations, as they can enhance the quality of care, reduce health disparities, and promote equity for all groups. In this essay, I will discuss the importance of diversity and inclusion in health care, the challenges and barriers that exist, and some strategies and best practices to foster a more diverse and inclusive health care workforce.
Diversity and inclusion in health care can be defined as the recognition, respect, and integration of different perspectives, experiences, and identities among health care professionals and patients. Diversity encompasses various dimensions of human differences, such as race, ethnicity, gender, sexual orientation, age, disability, religion, socioeconomic status, and more. Inclusion refers to the creation of a culture and environment that values, supports, and empowers all individuals to participate and contribute to their full potential.
The benefits of diversity and inclusion in health care are manifold. First, a diverse and inclusive health care workforce can improve the access and quality of care for diverse patient populations. Research has shown that patients from underrepresented groups tend to have better health outcomes and satisfaction when they receive care from providers who share their background or understand their culture (Deloitte & NAHSE, 2021). A diverse and inclusive health care workforce can also help reduce implicit bias, stereotyping, and discrimination that can negatively affect patient-provider communication, trust, and adherence (SGU, 2021). Moreover, a diverse and inclusive health care workforce can enhance the innovation and creativity of health care organizations by bringing different perspectives, ideas, and solutions to address complex health challenges (Dimensional Insight, 2019).
Despite the importance of diversity and inclusion in health care, there are still significant gaps and challenges that hinder their advancement. One of the major challenges is the underrepresentation of certain groups in the health care workforce, especially in leadership positions. According to the Association of American Medical Colleges (AAMC), more than half of practicing physicians in the US are white, 17% are Asian, 6% are Hispanic, and 5% are Black. Furthermore, more than 75% of medical students come from affluent or higher socioeconomic status backgrounds (Deloitte & NAHSE, 2021). These disparities reflect the structural barriers and systemic racism that limit the access and opportunities for underrepresented groups to pursue careers in health care. Some of these barriers include lack of mentorship, role models, financial support, academic preparation, cultural competence training, and career advancement (SGU, 2021).
To overcome these challenges and promote diversity and inclusion in health care, several strategies and best practices can be implemented at different levels of the health care system. Some of these strategies include:
– Developing a clear vision and commitment to diversity and inclusion from the top leadership of health care organizations. This can help set the tone and direction for the organizational culture and policies that support diversity and inclusion goals (Deloitte & NAHSE, 2021).
– Establishing a dedicated office or team for diversity and inclusion that oversees the development, implementation, evaluation, and reporting of diversity and inclusion initiatives across the organization. This can help ensure accountability, coordination, and alignment of diversity and inclusion efforts with the organizational mission and vision (Deloitte & NAHSE, 2021).
– Creating a diverse talent pipeline that attracts, recruits, retains, and develops diverse health care professionals at all levels of the organization. This can involve partnering with educational institutions, community organizations, professional associations
