Annual Meeting Recordings are now available for purchase
296532
Diversity Leadership: Key Findings from the NCHL National Diversity Demonstration Project
Monday, November 17, 2014
: 10:30 AM - 10:50 AM
Janice Dreachslin, PhD
,
Great Valley School of Graduate Professional Studies, Penn State University, Malvern, PA
Robert Weech-Maldonado, MBA, PhD
,
Health Services Administration, University of Alabama at Birmingham, Birmingham, AL
Josue Epane, PhD
,
Department of Health Care Administration and Policy, School of Community Health Sciences, University of Nevada Las Vegas, Las Vegas, NV
Judith Gail, MSOD
,
Gail Consulting LLC, Washington DC, DC
Joyce Anne Wainio, MHA
,
National Center for Health Care Leadership, Chicago, IL
The National Center for Health Care Leadership’s (NCHL) diversity leadership demonstration project is the first to employ pre-post intervention assessment of system-wide diversity and cultural competence change initiatives. The project emphasized collaboration between researchers and professionals to build the evidence base for best practices in strategic diversity management and the delivery of culturally and linguistically appropriate care and employed a systems approach to drive sustainable change. Assessments and interventions focused on five aspects of strategic diversity management and culturally and linguistically appropriate care: Diversity Leadership, Strategic Human Resource Management, Organizational Climate, Diversity Climate, and Patient Cultural Competency. Two health systems participated in the demonstration project, each providing an intervention hospital and a control hospital. The pre-post intervention assessment battery evaluated the impact of the intervention on organizational competencies, individual competencies, human resource outcomes, and patient and financial outcomes. Results generally point to greater pre-post improvement at the intervention as compared to the control hospital in both hospital systems as well as greater pre-post change in one intervention hospital as compared to the other at the individual, team, and organizational levels. Results support adoption of the systems approach to build sustainable change in diversity management practices and culturally and linguistically appropriate patient care delivery. Factors hypothesized to explain the findings including leadership support at the system and hospital levels, employee engagement, competing priorities, integration with other change initiatives, among others are discussed. Areas for further research are identified.
Learning Areas:
Administration, management, leadership
Diversity and culture
Program planning
Learning Objectives:
Describe the key findings of the NCHL diversity demonstration project
Explain the systems approach to strategic diversity management
Identify important factors that contribute to sustainable organization change in diversity and cultural competence practices
Keyword(s): Cultural Competency, Health Systems Transformation
Presenting author's disclosure statement:Qualified on the content I am responsible for because: I am author of numerous publications and presentations in diversity leadership and consult in the field. I led an initiative to define domains and core competencies for diversity leadership and was a member of the Institute for Diversity in Health Care Management’s benchmarking project advisory council. I was lead investigator for a study of factors that affect career advancement for diverse professionals in health services management and am PI for the NCHL diversity demonstration project.
Any relevant financial relationships? No
I agree to comply with the American Public Health Association Conflict of Interest and Commercial Support Guidelines,
and to disclose to the participants any off-label or experimental uses of a commercial product or service discussed
in my presentation.
