NURS FPX 5004 Assessment 3 requires the creation of a structured kickoff presentation for a project at Lakeland Medical Clinic that focuses on diversity and inclusion. The assessment focuses on explaining the need for the project, defining team composition, promoting interprofessional collaboration, and aligning organizational practices with national cultural competency standards such as the CLAS guidelines from the U.S. Department of Health and Human Services. The goal is to improve cultural responsiveness, strengthen teamwork, increase patient satisfaction, and enhance healthcare equity—particularly for the Haitian community. The presentation demonstrates leadership communication skills, ethical awareness, and the ability to promote inclusive organizational change.
Stronger organizational reputation
• Introduce the clinical issue or topic • Explain its relevance to nursing practice • State the purpose of the assessment
• Describe databases and search strategies used • Explain criteria for selecting credible sources • Discuss evaluation of source quality and relevance
• Summarize key findings from research sources • Compare and contrast different perspectives • Identify patterns and themes in the evidence
• Explain how research informs clinical decisions • Provide specific examples of practice applications • Discuss implications for patient outcomes
• Summarize key points and findings • Reinforce the importance of evidence-based practice • Suggest areas for future research or practice improvement
Greetings to all, and let’s toast to Lakeland Medical Clinic’s acceptance of the diversity issue design. The donation is created for you as a team to work together to ensure that the sanatorium meets its charge of developing an inclusive and culturally respectable setting for cases as well as staff.
The points of the moment’s donation are
Before we get to the major pretensions and precedents of the design, let us first form an understanding of why there is a demand to initiate this design in the Lakeland clinic. A recent check conducted at Lakeland Clinic revealed that 75 workers have colorful experiences related to diversity issues, an unwelcoming work terrain, and poor work-life balance. Upon careful observation of the health installation and after speaking with the leaders of the community, it’s concluded that the majority of the inhabitants aren’t satisfied with the services of the sanatorium.
The primary cause is the incapacity of the staff to make a credible relationship due to their failure to accept diversity and appreciate the culture and values of the community people. Hence, this has resulted in curbing case flux and the absence of patient satisfaction. So, we have convened to ensure that a diversity design is put in place within our association to count the concern and enhance patient satisfaction as well as healthcare quality.
The medical pool that consists of a group of different communities in terms of gender, race, sexual exposure, and socio-profitable status is ideal for a healthcare association since they ensure to deliver case-concentrated, best-practice, and culturally sensitive care to the cases (Stanford, 2020). The different religious and cultural backgrounds of the cases may bear an eclectic pool that comprehends their beliefs and values and delivers care that suits their conditions and wants.
The US Department of Health and Human Services has formulated some morals to be executed in the United States regarding Culturally and Linguistically Applicable Services (CLAS). These morals aim to reduce healthcare differences and achieve fair healthcare objectives for people. The CLAS is aimed at esteeming all individualities and offering care as per their conditions and choices (U.S. Department of Health & Human Services, n.d.). This can be only if the pool itself are from different backgrounds and trained in a way to embrace diversity and form a pluralistic culture for the cases and their families. The figure illustrates the design goals and standards.
The intended issues of the diversity and inclusivity design include
The primary focus of the design is to create an interprofessional group composed of individuals from diverse cultural backgrounds, various gender groups, and different professional expertise.
Also coming in line will be the team; the objects are to establish effective interprofessional working so that the design can be effectively executed.
Ultimately, the staff should communicate effectively with the medical staff regarding cases’ conditions and preferences to ensure that the staff gains an understanding to initiate reforms in their gesture and healthcare practices.
Some of the hypotheticals on which this figure is predicated are a) the team has been preliminarily informed about the proposed design, b) the professionals named are from the Lakeland Clinic and retain knowledge about the association as well as can communicate effectively with other healthcare staff, and c) the team established has a common goal of bringing advancements within the association.
The interprofessional team will be made up of professionals from within the association. They will be assigned with involvement in the decision-making and performance of the design. In addition, they will also be obliged to grease the design’s performance by bearing assessment measures for observing successful and empty parameters. They are the professionals that constitute the team.
The team should have some analogous attributes, such as leadership, good communication chops, problem- working, and decision-making.solving,
They should also have harkening chops and acceptance of other members’ ideas, chops, and limitations (McLaney et al., 2022).
In addition, they should work together as a team on a common thing of case-centeredness and organizational improvement.
They need to accommodate ethical issues in their decision-making and offer swish practices to the people (Haddad & Geiger, 2023). The team members will come from various socioeconomic, gender, and cultural backgrounds so that they can offer diversified ideas for the design and care of the cases.
The interprofessional team will guarantee effective collaboration in the association for attaining the requested results. The strategy to produce effective collaboration involves various strategies analogous to knowledge and faculty sharing.
The team will unite by switching their studies and ideas by efficiently planning and prioritizing the conditions to take effective opinions regarding the suggested changes (Karlsson & Nordström, 2022). In addition to this, the team will demonstrate a cooperative spirit by embracing each other’s sins and valuing the strengths so that an idea of inclusivity is fostered within the company (McLaney et al., 2022).
In addition to this, collaboration demands good and open communication. Therefore, the intention is to motivate the interprofessional team to make professional and reliable connections through enhancing the communication lines and making them accessible for all the team members (Jankelová & Joniaková, 2021).
For the case, the team can organize regular meetings to bat the performance and assessment of the design. The team will labor on the process of participatory decision-making, which will empower all team members by adding their position of satisfaction and encouraging the caregiving of diversity and inclusivity in mind (Davidson et al., 2022).
One of the features of an inclusive and different factory is the employment of workers who either inherited (gender, culture, religion, language, capacities, etc.) or acquired (professional history, education, nuptial status, and work experience) diversity traits. Analogous features help an association in negotiating intended points, being innovative, and outdistancing other associations (Chaudhry et al., 2021). Another point of the kind of factory is having an inclusive atmosphere. It’s the work terrain where everyone’s ideas and studies are heard and there is freedom of speech. A study states that the workers who are being handed these amenities in the association are 3.5 times more likely to be committed and make inventions in the association (Chaudhry et al., 2021).
Another vital particularity of a different and inclusive factory is the actuality of available channels of communication where the objects and pretensions are shared among the workers. The study states that the workers work more efficiently if they are properly guided for the pretensions and the places’ arrears. This brings commission and worth among them, which is another element of an inclusive setting (van der Hoek et al., 2018).
Developing diversity and inclusion in healthcare associations assists in enhancing patient satisfaction and addressing issues.
It provides access to diverse ideas and perspectives, sparks creativity, increases productivity for both staff and organizations, and aids in resolving complex problems.
Also, it assists in minimizing healthcare injuries and vacuity since cases who feel at ease while their beliefs are met are likely to pierce healthcare. (Khuntia et al., 2022). Also, diversity and inclusiveness allow cases to trust the health association; hence, enhancing patient influx and the association’s expansion (Rotenstein et al., 2021). Numerous samples of these different and inclusive healthcare associations are Mayo Clinic, CVS Health, and the UnitedHealth Group. Mayo Clinic integrates diversity and inclusion into its mission. It’s devoted to delivering culturally specific care in a case-friendly terrain that is sociable to people from various backgrounds.
The work environment fosters appreciation for differences, enabling individuals to contribute more effectively towards achieving desired outcomes. CVS Health success is reliant on their workers who belong to various races, colors, persuasions, sexual exposures, genders, physical and internal disabilities, nuptial statuses, and other characteristics that distinguish individualities. Ultimately, the UnitedHealth Group adheres to addition and diversity. This approach enables staff members to perform better, enhances their ability to deliver improved health outcomes for consumers, reduces costs, and creates a more supportive environment for healthcare providers.
Khuntia, J., Ning, X., Cascio, W., & Stacey, R. (2022). Valuing diversity and addition in health care to equip the pool survey study and pathway analysis. JMIR Formative Research, 6(5).
Chaudhry, I. S., Paquibut, R. Y., & Tunio, M. N. (2021). Do pool diversity, addition practices, & organizational characteristics contribute to organizational innovation? substantiation from the U.A.E. Cogent Business & Management, 8(1). https://doi.org/10.1080/23311975.2021.1947549
Davidson, K. W., Mangione, C. M., Barry, K. W., Mangione, C. M., Barry, M. J., Nicholson, W. K., Cabana, M. D., Caughey, A. B., Davis, E. M., Donahue, K. E., Doubeni, C. A., Kubik, M., Li, L., Ogedegbe, G., Pbert, L., Silverstein, M., Stevermer, J., Tseng, C.-W., & Wong, J. B. (2022). Collaboration and participatory decision-making between cases and clinicians in preventative health care opinions and US Preventive Services Task Force recommendations. Obstetrical & Gynecological Survey, 77(9), 519–521. https://doi.org/10.1097/01.ogx.0000872656.20675.48
Haddad, L. M., & Geiger, R. A. (2023). Nursing ethical considerations. In StatPearls. StatPearls Publishing. http://www.ncbi.nlm.nih.gov/books/NBK526054/
Jankelová, N., & Joniaková, Z. (2021). Communication chops and transformational leadership style of first-line nanny directors in relation to job satisfaction of nurses and chairpersons of this relationship. Healthcare, 9(3), 346. https://doi.org/10.3390/healthcare9030346
Karlsson, M., & Nordström, B. (2022). Use and exchange of knowledge in the preface of sanitarium-grounded home recuperation after a stroke, walls, and facilitators in change operation. BMC Health Services Research, 22(1). https://doi.org/10.1186/s12913-022-07618-x
| Criteria | Distinguished (Exemplary) | Proficient | Basic | Non-Performance |
| Clear Explanation of Project Need | Thoroughly explains organizational and community need using evidence and logical reasoning. | Adequately explains need for diversity initiative. | Limited explanation of need. | Need not identified. |
| Project Goals & Objectives | Clearly defined, measurable, and aligned with organizational mission and CLAS standards. | Goals identified with moderate clarity. | Goals mentioned but unclear. | No goals provided. |
| Team Composition & Roles | Detailed description of interdisciplinary team roles and collaboration structure. | Identifies team members and basic roles. | Limited description of team. | No team structure explained. |
| Interprofessional Collaboration Plan | Provides strong strategies for communication, shared decision-making, and teamwork. | Describes collaboration approach. | Minimal collaboration discussion. | No collaboration strategy. |
| Leadership & Ethical Integration | Demonstrates transformational leadership and ethical principles in presentation design. | Mentions leadership and ethics with some connection. | Limited integration of leadership theory. | No leadership framework included. |
| Inclusive Workplace Characteristics | Clearly describes inclusive workplace traits with evidence-based support. | Identifies characteristics with explanation. | Basic mention of diversity traits. | No discussion of inclusivity. |
| Professional Presentation Skills | Organized, engaging, clear, and appropriate for the stakeholder audience. | Mostly clear and organized. | Some clarity or structure issues. | Disorganized or incomplete. |
The central problem is that a lack of diversity and artistic capability among staff at Lakeland Medical Clinic is causing mistrust with the community, leading to low case satisfaction and reduced case inflow.
The crucial pretensions are to produce an inclusive and satisfying plant for workers and to increase artistic capability among staff so they can better understand and admire cases’ values and requirements.
The clinic can anticipate increased patient satisfaction, improved health outcomes, enhanced creativity and problem-solving skills, greater productivity, and a stronger reputation, all of which will attract more patients and contribute to organizational growth.
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