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Chapter 2
Diversity in Healthcare
© 2009 Jones and Bartlett Publishers
Learning Outcomes
After completing this chapter, the student should be able
to:
• Define diversity.
• Define cultural competency.
• Define diversity management.
• Understand why changes in US demographics affect
the healthcare industry.
© 2009 Jones and Bartlett Publishers
What is Diversity?
Diversity is defined as “the full range of human
similarities and differences in group affiliation
including gender, race/ethnicity, social class, role
within an organization, age, religion, sexual
orientation, physical ability, and other group
identities.”
(Dreachslin, 1998)
© 2009 Jones and Bartlett Publishers
Changing U.S. Demographics
• Ethnic and racial composition of America
• Aging of the population
• Gender and education levels by age groups
© 2009 Jones and Bartlett Publishers
What is Cultural Competency?
A set of congruent behaviors, attitudes and policies that
come together in a system, agency or among
professionals that enables effective work in crosscultural situations.
‘Culture’ refers to integrated patterns of human
behavior that include the language, thoughts,
communications, actions, customs, beliefs, values, and
institutions of racial, ethnic, religious or social groups.
‘Competence’ implies having the capacity to function
effectively as an individual and an organization within
the context of the cultural beliefs, behaviors and needs
presented by consumers and their communities.
(HHS Office of Minority Health, 1999)
© 2009 Jones and Bartlett Publishers
Implications for the
Healthcare Industry
• Need to be “cultural competent” to serve
diverse patient populations
• Increase need of healthcare services as the
population continues to age
• Lack of younger and diverse workers entering
healthcare professions
• Lack of women and other minorities in
healthcare leadership roles
© 2009 Jones and Bartlett Publishers
Diversity Management
Diversity management is defined as “a strategically
driven process whose emphasis is on building
skills and creating policies that will address the
changing demographics of the workforce and
patient population.”
(Svehla, 1994; Weech-Maldonado, et al. 2002).
© 2009 Jones and Bartlett Publishers