NURS FPX 5004 Assessment 3

Capella University

Professor Name

February 2024

HYPO NURS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Diversity Project Kickoff

Hi to all of you! Susie is my name. Greetings and welcome to my presentation, which was created to support the promotion of an inclusive and varied environment with assistance from Lakeland Medical Clinic. The objectives and strategy for creating a welcoming and encouraging atmosphere will be covered in this presentation. The two most important components in addressing the issue of diversity in the company are leadership and cooperation.


I will discuss the diversity project and its significance, the project’s objectives, the makeup of the team, the committee’s role, the strategy for enhancing interprofessional cooperation, the qualities of an inclusive workforce, the advantages of an inclusive workplace, and real-world examples.

Professional and Safe Workplace

To increase patient happiness and experience, Lakeland Medical Clinic has to implement a diversity initiative that will establish a professional and safe workplace for both patients and staff. Diversity initiatives provide people from different backgrounds a sense of respect and inclusion inside the company. It gives patients and team members support and boosts their self-confidence. Research indicates that both financial outcomes and the quality of patient treatment are generally improved by diversity. Patients expressed greater satisfaction with varied care teams, and diversified initiatives were shown to boost financial success. Enhanced efficiency within the company yields a greater return on investment. Better health outcomes are the results of effective communication and risk assessment. Diversity in the workplace reduces conflict that may arise from organizational changes (Gomez & Bernet, 2019). Diversity initiatives would facilitate the achievement of the aim since all participants would feel valued, included, and able to offer their ideas and abilities.


Including all stakeholders and organization members in pertinent conversations is one of the diversity project’s priorities and objectives. To strengthen the organization’s diverse strengths and weaknesses, all accomplishments and setbacks must be discussed and considered internally (Stanford, 2020). Additionally, the objective is to incorporate diversity and inclusion into the company such that it becomes an essential component of its mission and culture (Stanford, 2020). Establishing inclusive leadership is necessary to inspire and include the workforce. The best kind of leadership would be transformative, inspiring, and motivating the employees. Diverse objectives, such as staff involvement, integrating people from different disciplines and hierarchies, and handling disagreements productively, may be accomplished with the aid of leadership techniques (Bradley, 2020). When laying out these objectives, it is assumed that everyone will work together and that there won’t be any obstacles to communication, which will have a beneficial effect.

key decision-makers

All of the Lakeland Medical Clinic’s key decision-makers and stakeholders would be on the team for this diversity effort. To reflect the clinic’s working workforce, this team would consist of nurses, physicians, and other administrative staff members. Senior management, which includes the chief of medicine and other departments, hospital administrators, nursing leaders or managers, and board members, would make up the other team members. These individuals can establish a committee to examine the employee ethnicity statistics. Following an assessment of the issues, a strategy for a final establishment can be addressed in weekly meetings. This approach, with thorough thought and deliberation, would aid in bringing about change. All staff members’ opinions, in addition to those of the chiefs and leaders, will be discussed.

Committee’s Responsibility

The committee’s responsibility is to see to it that all organization members participate in an open dialogue about the diversity initiative. The strategy can entail employing personnel with varied origins and cultural competence training. The other conversations would guarantee that the organization is diverse, with individuals from a range of ages, genders, ethnicities, religious backgrounds, and cultural backgrounds. In addition, the committee would make sure that staff members’ intolerance and diversity do not obstruct communication. The committee’s job is to ensure that there are no instances of unfairness or bias in the company. To preserve a culture of safety, it is necessary to increase employee knowledge of inclusion and diversity.


It is crucial to guarantee that healthcare practitioners are effectively communicating with one another and that information is flowing freely and continuously to promote interprofessional collaboration. Collaboration and the creation of teams are made possible by effective communication. To help hospitals with advanced interprofessional collaboration, a competency framework such as the Sunnybrook core skills, which have been evaluated by the literature, can be used. Because patient-centered care is given, it enhances the way that care is delivered. The use of frameworks and staff training can foster cooperation within the company, leading to improved decision-making (McLaney et al., 2022). Every month, workshops can be given to foster collaboration and communication among staff members and help them get to know one another better.


The presence of workers from a variety of backgrounds is one of the traits of an inclusive workforce. Access to resources that would improve their services would be available to an inclusive workforce. They would experience a sense of agency and participation in all organizational decision-making. Members of an inclusive workforce, regardless of their origins, would likewise be appreciated and valued for the talents and services they provide. They would be valued and recognized for their individuality. Strong relationships among coworkers and the collaborative exchange of various ideas are further characteristics of an inclusive workforce. Every employee would feel like they belonged and that the company offered them plenty of chances to advance (Hamill, 2019).


Staff members who work in an inclusive environment perform better because they are recognized and feel like they belong. A workplace that values diversity of background allows employees to reach their full potential in a safer setting. The Christus Health Facility and Rush Medical University are two instances of inclusive workplaces in the medical industry. About 46% of the employees of Christus Health, a varied healthcare institution in the US, are women, while 36% of the facility’s members are from underrepresented communities. Leaders make up around 47.6% of the population. To guarantee that all minority populations have access to healthcare, Christus Health has also introduced telemedicine. To help colleagues grow as leaders through diverse recruiting and advancement, it has also established the Executive Minority Fellowship. On the other hand, Rush University’s goal is to uphold equity, diversity, and inclusion by respecting all of its instructors and students, regardless of their origins (Rush University, n.d.). This renowned medical school is well-known for its distinctive experience as it values diversity, teamwork, and an ethical atmosphere.



Bradley, E. H. (2020). Diversity, Inclusive Leadership, and Health Outcomes. International Journal of Health Policy and Management.


Charania, N. A. M. A., & Patel, R. (2022). Diversity, equity, and inclusion in nursing education: Strategies and processes to support inclusive teaching. Journal of professional nursing : official journal of the American Association of Colleges of Nursing, 42, 67–72.


Crain Communications, Inc. (2022, November 11). 2021 Top Organizations for Diversity Christus Health. Modern Healthcare.


Gomez, L., & Bernet, P. (2019). Diversity improves performance and outcomes. Journal of the National Medical Association, 111(4), 383–392.


Hamill, L. (2019, February 4). What An Inclusive Workplace Looks Like, And Seven Ways To Achieve It. Forbes.


Iheduru-Anderson, K., Shingles, R. R., & Akanegbu, C. (2021). Discourse of race and racism in nursing: An integrative review of literature. Public health nursing (Boston, Mass.), 38(1), 115–130.


McLaney, E., Morassaei, S., Hughes, L., Davies, R., Campbell, M., & Di Prospero, L. (2022). A framework for interprofessional team collaboration in a hospital setting: Advancing team competencies and behaviors. Healthcare Management Forum, 35(2), 112–117.


Morrison, V., Hauch, R. R., Perez, E., Bates, M., Sepe, P., & Dans, M. (2021). Diversity, Equity, and Inclusion in Nursing: The Pathway to Excellence Framework Alignment. Nursing administration quarterly, 45(4), 311–323.

Rush University. (n.d.). Diversity and Inclusion | Student Diversity and Community Engagement | RUSH University.



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