The Diversity in The Johns Hopkins Hospital

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Table of Contents

Goal clarity
Benefits
Challenges
Impact
Assessment metrics
References

The Johns Hopkins Hospital stands out as a pillar of workforce diversity in the healthcare industry. One only has to look at the statistics in order to affirm this. Currently, the institution boasts of ninety percent female and minority representation among its staff. Despite these enormous achievements, one must not rule out certain challenges and lessons that need to be learnt with regard to diversity.

Goal clarity

This institution has clear cut goals in terms of this program. It focuses on equity, inclusion and diversity through three major pathways i.e. respecting individuals for their uniqueness, offering equal opportunities to students, faculty and employees and understanding cultural differences (JHHSC, 4). The organization believes that diversity can be leveraged in order to foster innovations and they have done this through several researches. Furthermore, cultural sensitivity during patient treatments reduces racial and ethnic based disparities in healthcare.

Benefits

The diversity program at John Hopkins has therefore assisted disadvantaged members of society such as persons with abilities to transition into the workplace easily. This is through mentorship programs, internships programs and orientations into the institution. An example of an initiative that helped in creating these results was the start on success program. It was tailor made for disabled students from a range of public schools in Baltimore who would be given mentorship opportunities in the institution after high school completion. Diversity has also made the workplace environment at John Hopkins less discriminatory. Employees who are victims of discrimination can have their cases heard fairly and in a responsible way through certain channels. These include the EEOC mediation approach. This institution has also helped underprivileged staff members to boost their skills through various trainings including GED preparation classes. Also, through a series of cultural trainings, workshops and presentations, staff members are now able to offer better patient care and hence contribute towards reduction of health care disparities in the industry.

Challenges

Most research entities at John Hopkins (JH) are run by minorities; the same pattern is also prevalent in departmental diversity programs. However, much is yet to be achieved in terms of diversity leadership. The program needs to set clear cut goals concerning incorporation of minorities in management of the institution because it is not enough to simply focus on subordinate staff. The organization needs to work on promoting diversity in executive positions as well. Currently, outcomes of the diversity program at JH are assessed haphazardly. The organization relies on external factors such as awards in order to measure these outcomes (Beal, 11). Using such an approach makes measurement uncoordinated and may therefore hamper its success. A solid and internal process would be more effective. Also, the immense pressure placed upon minority employees in the institution to offer cultural or diversity based output may be limiting their ability pursue their own career ambitions. This is a big challenge that can be easily dealt with by spreading diversity related responsibilities amongst all members of the institution. The field of research should be given particular emphasis in this regard. Many institutions in the corporate arena are now aligning their reward systems with their diversity programs so as to enrich it and to increase its positive outcomes. However, the program at JH has not made very few considerations on workplace rewards and this is tremendously reducing its outcomes. This program also has the challenge of streamlining communication skills. Good diversity management should address issues surrounding cultural differences in communication especially with regard to language skills. This can definitely contribute towards better health outcomes as addressed by these entities.

Impact

Through the diversity program at John Hopkins, staff members have now been empowered by skills trainings and this has led to improved productivity within the institution. Such an immense focus on diversity has also been translated into added value within the organization. Now the company can boast of better healthcare provision, a better research base and better education thanks to its diversity initiatives. JH has expanded its minority students and staff and is thus a more inclusive environment to work in. Issues of discrimination are no longer a stumbling block towards the success of these individuals because they are also part of the diversity plan.

Assessment metrics

The organization normally assesses its outcomes through external acknowledgements such as awards. It believes that if an initiative has attracted external recognition then this is testimony to the fact that it is working. Supervisors also offer feedback to employees with regard to diversity implementation. Employees need to mix their responsibilities and duties together with these diversity goals so their outcomes can be reflected through these different arrangements. Additionally, the number of students who graduate from training programs tailored for minorities or the disadvantaged is indicative of the success or failure of a certain measure.

References

John Hopkins Health System Corporation JHHSC. Workforce diversity. John Hopkins Medicine. 2010. Web.

Beal, Anne, Abrams, Melinda, and Saul, Jolene Healthcare Workforce Diversity: Developing Physician Leaders, Sullivan Commission on Diversity in the Healthcare Workforce, The Commonwealth Fund. 2003. Web.

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The Diversity in The Johns Hopkins Hospital

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