Cultivating a diverse workforce can have great power in a corporation. Diversity can be brought about by a different race, demographic, age, residing locations, culture, or even language. Therefore, diversity is not about these categories but about anything that differences one individual from another. It could be ideas skills, thoughts, knowledge, geography, culture or opinions. An organization can achieve diversity by including the differences among the people in the mix when making critical decisions, generating new ideas and solutions to the challenges they face internally as well as to the external clients’ needs (Sabharwal, 2014). It involves encouraging a variety of opinions, embracing new ideas and the focus on building a culture that fosters innovation through valuing of the existing differences.
Why is valuing diversity an Issue
Research has shown that there lacks significant diversity in the commercial industries. Only a little percentage of companies have a 40% and above representation of diversity in their boards. This leads to a lack of maximum utilization of talent at the workplace that is necessary to innovate at a competitive level.
Moreover, there is evidence that building a diverse workforce at the workplace increases productivity and employee retention. Consequently, this can positively contribute to the responsiveness of the organization to an increasingly diverse world of clients, customers as well as improve its relations with the surrounding community. In addition, creating a diverse workforce can increase the ability of the organization to cope with change and expand the organization’s creativity overall.
Creation of the intervention plan
Creating an intervention plan will entail putting some factors in place. For the intervention plan to the Chief Nursing Officer (CNO) to be a success, the following areas have to be put factored in.
Available resources
The plan to make an intervention plan for valuing diversity will demand some resources.
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First, the unavoidable resources are the ones needed during the training. To ensure that the employees are well conversant with the importance of valuing diversity, there will be a need to train them for several days (Reeves & Haanaes, 2015). This will necessitate expenses such as their daily allowances, budget to…
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…the environmental factors that affect the topic. This includes conducting formal research that will help the leader to understand the issues that surround diversity. The data collection methods can be rapid data collection, assessments, and analysis. The nurse leader should collect and analyze the information that is available on diversity. The data should be collected from every person in the organization to ensure there is no bias.
Once the data is collected, it should be analyzed so that the nurse leader can have a clear picture of the diversity level at the organization. One cannot solve a problem that is not well understood. Carrying our research on diversity at the workplace gives the nurse leader a great scope of understanding of what diversity means to most employees as well as what is missing in the aim to create a workplace that appreciates diversity (Barasa et al., 2017). The nurse leader should review the existing level of diversity at the organization to understand the magnitude of the problem they are addressing to the employees.
The next step will be the nurse leader informing the involved parties….....
Barasa, E. W., Cleary, S., Molyneux, S., & English, M. (2017). Setting healthcare priorities: a description and evaluation of the budgeting and planning process in county hospitals in Kenya. Health policy and planning, 32(3), 329-337.
Fapohunda, T. M. (2013). Towards effective team building in the workplace. International Journal of Education and Research, 1(4), 1-12.
King, D. D., Newman, A., & Luthans, F. (2016). Not if, but when we need resilience in the workplace. Journal of organizational behavior, 37(5), 782-786.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Reeves, M., & Haanaes, K. (2015). Your strategy needs a strategy: How to choose and execute the right approach. Harvard Business Review Press.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), 197-217.
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