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298650
Blueprint for Sustainable Change in Diversity Management and Cultural Competence: Insights from the Executive Suite
Monday, November 17, 2014
: 10:50 AM - 11:10 AM
Janice Dreachslin, PhD
,
Great Valley School of Graduate Professional Studies, Penn State University, Malvern, PA
Judith Gail, MSOD
,
Gail Consulting LLC, Washington DC, DC
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
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. Executive leadership at both intervention hospitals, with support from the diversity coach provided by the demonstration project, developed their own organizational change plan and guided its implementation. The organizational change plan was developed in direct response to areas of strength and areas for improvement identified through results of a comprehensive battery of pre-intervention. The change plans 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. Quantitative post-assessment results generally indicate that both intervention hospitals’ organizational change plans were successfully implemented. Greater pre-post improvement was seen at the intervention as compared to the control hospital in both hospital systems. This session reports results of post-intervention structured interviews with the executive leadership team who spearheaded the project at each intervention site. Themes that emerged from the interviews include identification of key factors that drove the intervention’s accomplishments; constraints that impeded planned change; personal and organizational impact of a systematic leadership-driven change initiative, and perceptions of return on investment from this multi-year project. The leadership teams also discussed insights they want to share with other healthcare leaders embarking on diversity change initiatives. This session will identify challenges and opportunities for organizations and their leaders as they strive to build and sustain an organizational culture, climate, and infrastructure that leverage workforce diversity to provide high quality culturally and linguistically appropriate care.
Learning Areas:
Administer health education strategies, interventions and programs
Administration, management, leadership
Conduct evaluation related to programs, research, and other areas of practice
Diversity and culture
Learning Objectives:
Describe the role of executive leadership in driving sustainable organization change
Identify the unique challenges of diversity and cultural competence change initiatives
Assess factors that drove the intervention’s accomplishments; constraints that impeded planned change; personal and organizational impact of a systematic leadership-driven change initiative, and perceptions of return on investment
Identify challenges and opportunities for organizations and their leaders as they strive to build and sustain an organizational culture, climate, and infrastructure that leverage workforce diversity to provide high quality culturally and linguistically appropriate care.
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.
