Kaiser Permanente's Commitment To Diversity

Having a diverse workforce is a serious matter to our business. We need a variety of opinions, ideas and perspectives to make sure we maintain our own performance and represent our marketplace globaly. When the customers reflect the communities that we serve, it improves the way we connect to our guests, consumers and audiences. We work together toward an inclusive environment that encourages creativity, innovation and camaraderie throughout all of our companies.

Diversity is becoming a more increasing and ever changing dynamic to the business environment. Organizations can either embrace and grow with diversity or be left behind and die out. One of the organizations that is growing with diversity is Target. This paper will look at Target in depth on what they are doing right and wrong, what makes them a leader in diversity, and what leadership is doing to encourage diversity.

The target of this paper is to explore the strategic diversity plan of the U.S. Department of Veterans Affairs ' (VA) with an end goal of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which presents an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the VA diversity plan, created by the ODI. Next, the second exploration section outlines specific focus areas as defined in the Standard University Publication Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis of this analysis and proposes remedies for the gaps. In conjunction, this paper includes appendices which serve as informative supplements with relevant exhibits of the documents used in this research. First, appendix “A” contains the Diversity and Inclusion Strategic Plan FY 2012 – 2016, Diversity and Inclusion Strategic Quarterly Progress and Accomplishment Report Template – FY 2012, Diversity and Inclusion Annual Report – FY 2014, and the VA Strategic Plan FY 2014 – 2020. Second, appendix “B” includes the mission, vision, values and goals of the ODI, as well as an illustration of their organizational chart. Third, appendix “C” provides the Pew Research Center graphical data on the United States population. Fourth, appendix “D” consists of the veteran population graphical data from the National Center for Veterans

One of the most beautiful parts of life is that each individual on this Earth was crafted differently. We bring to the table our varying backgrounds, experiences, genders, sexualities, and beliefs to progress the world. Without diversity our society and economy would not have progressed in the ways that they have. In particular, it had been extremely crucial to the prosperity of the workforce. Focusing on the diversity in healthcare field, we certainly would not be where we are today without it. People from all walks of life have developed new procedures, tools, and technology to revolutionize aspects of the medical, dental, and allied health professions. Outreach and treatment has expanded to more individuals of different demographics than

Healthcare, ever changing, has advanced to an era of progression in which it is becoming more and more common for radical change in all varieties of aspects of the process within which the health care system runs to occur. For many of us, there is the ever so present idea that constant change is necessary not only to stay competitive in regards to any other competitors in the same field of service, but also to also provide groundbreaking and innovative equalized opportunities and treatment of all. As modern day society becomes increasingly aware and active on the topic of equality, it is important for health care providers to remember that it is essential for there to be diversity within the culture imbedded in healthcare delivery systems. Many of the reasons that make the issue of culture a topic worth mentioning include, but are not limited to, the potential positive and/or negative impacts culture and diversity can have on the healthcare delivery system, the importance in staying up to date and staying competitive with other healthcare systems, and the internal factors that have a hold in the change of culture and whether or not it can be successfully maintained within the health care organization. As stated by B.E. Smith’s article Leadership Diversity: The Path to Value-Based Care, “Increasing the racial, ethnic, gender and generational diversity of health care leadership is essential for the provision of culturally competent,

Kaiser Permanente is one of America’s leading health care providers and not-for-profit health plans. Kaiser Permanente tries to integrate diversity into all aspects of their operations. They believe maintaining leading levels of diversity is crucial to fulfilling their mission and business objectives. Only if they diverse, can they provide the highest quality care for their members and

The five areas that this chapter focuses on are current and growing diversity in the U.S. population; the disparities in health care; the limited cultural diversity in health care students, faculty, and providers; strategies for increasing diversity in the health care professions; and lastly the introduction to an occupational therapy educational model that focuses on creating a more diverse

system. Dr. Kristy Taylor debated, “When healthcare organizations fail to incorporate cultural diversity into their organizational culture, the organization also fails to provide the patient with comprehensive quality, patient-centered care” (Scherman, 2017). As a matter of fact, it is getting to be increasingly important that suppliers keep up a firm comprehension of how and why diverse frameworks of conviction, social inclinations, ethnic roots, family structures and other socially decided elements impact the way patients encounter disease, notice restorative counsel and react to treatment proposals (Scherman, 2017). A diverse healthcare provider provides quality service to all races.

In 2015 alone AT&T won multiple awards and have been acknowledge for their employment diversity. This year AT&T was recognized as one of the Top Corporations for LGBT Equality, named Disability Matters Honoree in the Marketplace, ranked #3 as Top 25 Public Company Diversity & Inclusion Leaders and two additional awards regarding employment variety. So what actions are in motion that allow AT&T to be so diversely successful? Diversity management strategies or approaches have been criticized for not addressing the exclusion of people from different identity groups and their limited access and participation in the organization (Vohra, 325). AT&T as a company has avoided criticism in this are due to their accomplishments with diversity! So what actions are in motion that allow AT&T to be so diversely successful? AT&T Chairman and CEO Randall Stephenson started the company’s executive diversity counsel in 2009. This counsel that Stephenson created also birth more employment opportunity by opening up a position for a chief diversity officer title and diverse motoring staff members. The executive diversity counsel take on the responsibility of monitoring diversity progress which keeps AT&T’s company employee variety up to date. AT&T also attends the

One of the eight strategic focuses I chose was “Enhance our diverse, high performance culture and workforce” (Cascio, 2009), and one of the ten diversity implications that I feel relates to that focus is “Build a workforce that understands the racial/ethnic, gender, sexual orientation and generational diversity of the marketplace” (Cascio, 2009). Aetna’s strategic focus is to create awareness among its employees, from new employees all the way to their executive employees, so that they will have an understanding of diversity and its implications of running a strategic workforce.

Diversity matters in health care is focus on the action, codified in the civil legislation for over forty years ago. Diversity matters correct discrimination by the organization when filling positions in order to search and to consider when hiring candidates with diverse racial, ethnic and cultural backgrounds. The approach on diversity over time and there was no recognition when the diversity and it’s a valuable asset. As for a workplace experience in an organization should have a fresh perspective, different backgrounds, and being able to have alternative skills that are by the diverse employees that have a bottom line benefit for their business. Employees are to focus more on areas that are equip with tools for managing the new diversity that has soughed on the case for healthcare changes.

Recruiting and promoting diverse staff members at all levels in the organisation that represents the demographics of the population of local community which is being served. This results in a team with diversity which is a very important requirement in providing culturally competent health services to the patients. Establishing heterogeneity in the workforce of health organization helps to reduce the ethnic and racial differences in health and health care delivery. Following this strategy in recruiting staff members of an organization also helps to develop trustworthy relationship with the patients. At present, the divergence in the faculty at all levels of the management is not compatible with the progressive diverse society they interact

Our company understands that increasing diversity fosters innovation and creativity. It is our mission to attract

Please read the case study entitled Google Celebrates Diversity…and Profit that you find in the reading assignment.

Megahertz Technology Solutions, Inc., recently suffered a discrimination lawsuit. Advice to improve its workforce diversity is likely to include understanding the value of differences, providing diversity training for employees, building on similarities, and