MH004 Diversity and Inclusion as a Human Resource

Grace J.
November 28, 2025January 9, 2026
MSN, NURS6053, Walden University

Student Name

Walden University

NURS 6053 – Interprofessional Organizational and Systems Leadership

Prof. Name

Date

Purpose

The purpose of this presentation is threefold: to clarify the concepts of diversity and inclusion within professional environments, to examine and contrast two healthcare organizations, and to evaluate leadership strategies that promote and sustain diversity and inclusion. Understanding these elements is essential for recognizing how healthcare systems cultivate cultures that embrace differences, encourage equity, and enhance the overall quality of patient care and employee engagement. These areas also provide insight into how institutional values and leadership approaches shape equitable practices within complex healthcare settings.

Diversity

What defines diversity in the workplace?

Diversity in the workplace encompasses the range of human differences, both visible and invisible, that individuals bring to an organization. It includes characteristics such as race, ethnicity, gender, age, socioeconomic background, ability level, language, culture, religion, and life experiences (Fried & Fottler, 2018). To define diversity is to acknowledge these unique attributes and understand how they contribute to a richer, more innovative, and more adaptable workforce. In healthcare, workforce diversity can enhance communication, improve cultural responsiveness, and facilitate better patient outcomes through a more comprehensive understanding of diverse patient populations.

Inclusion

How is inclusion described?

Inclusion refers to intentional and consistent efforts to ensure that every individual feels welcomed, respected, supported, and able to participate fully within the organizational environment (Fried & Fottler, 2018). Unlike diversity—which focuses on representation—inclusion emphasizes experience and belonging. It requires cultivating equitable access to opportunities, encouraging employee voice, and creating systems where differences are valued rather than tolerated. Within healthcare organizations, inclusion also contributes to higher staff satisfaction, improved teamwork, and more collaborative approaches to patient-centered care.

Healthcare Organizations Comparison

Prairie Ridge Health

Prairie Ridge Health is a 25-bed acute care facility located in Columbus, Wisconsin. Despite its smaller size, it provides a wide range of services, including orthopedics, obstetrics and gynecology, general surgery, rehabilitation, internal medicine, family practice, and rheumatology. With over 300 employees, Prairie Ridge emphasizes its commitment to equal employment opportunities by prohibiting discriminatory practices related to age, gender, religion, disability, race, and other protected categories (Prairie Ridge Health, n.d.a; Prairie Ridge Health, n.d.b). Its rural location, however, may limit exposure to diverse populations, requiring more intentional efforts to build cultural awareness within the organization.

HSHS St. Nicholas Hospital

HSHS St. Nicholas Hospital, located in Sheboygan, Wisconsin, is a substantially larger nonprofit hospital with 185 beds and approximately 500 employees. As part of the larger Hospital Sisters Health System, the organization promotes its mission grounded in Franciscan values and focuses on compassion, respect, competence, and joy (HSHS St. Nicholas Hospital, n.d.). With access to a more diverse community, HSHS St. Nicholas actively engages in diversity and inclusion initiatives and has gained recognition for creating a supportive work culture—including being named a top workplace (Becker’s Healthcare, 2022).

Organizational Culture

Comparison Table

Aspect	Prairie Ridge Health	HSHS St. Nicholas Hospital
Board and Workforce Diversity	Diversity present at the board level, but workforce diversity limited due to rural demographics; leadership engagement in promoting equitable practices	Recognized for committing to inclusive practices; broader diversity within staff due to community demographics; listed among top workplaces for diversity efforts (Becker’s Healthcare, 2022)
Inclusion Practices	Promotes inclusion through internal activities, cultural observances, and staff development efforts focusing on respectful communication	Engages in robust internal initiatives and external collaborations to support equity, including community outreach and recruitment partnerships
Community Context	Rural setting with fewer opportunities for demographic diversity, requiring focused and intentional inclusion strategies	Larger, more diverse urban environment allowing for broader inclusion programming and culturally responsive care

Prairie Ridge Health’s smaller and less diverse community environment presents challenges in attracting and retaining a varied workforce. However, the organization compensates by prioritizing staff engagement activities and strengthening cultural awareness. Conversely, HSHS St. Nicholas benefits from its location in a more diverse community, allowing it to implement broader inclusion efforts supported by system-wide initiatives and external partnerships.

Leadership Strategies for Diversity and Inclusion

Which leadership approaches best support diversity and inclusion in healthcare organizations?

Effective leadership is central to fostering inclusive healthcare environments. Several strategies have been identified in the literature:

Sustaining diversity and cultural competence as ongoing organizational priorities ensures that these efforts remain embedded within institutional structures rather than treated as temporary initiatives (Dreachslin et al., 2017).
Integrating diversity initiatives across all organizational levels, particularly by empowering middle management, enhances consistency in messaging and encourages cultural alignment throughout the organization (Hegwer, 2016).
Implementing cultural competency training during onboarding and throughout professional development builds foundational understanding and equips staff with practical skills for inclusive care delivery (Hegwer, 2016).
Leveraging external partnerships—such as educational institutions, community organizations, and cultural groups—broadens the diversity pipeline and strengthens recruitment efforts (Hegwer, 2016).
Recognizing and rewarding diversity champions through awards or public acknowledgment encourages employees to model inclusive behaviors and fosters an environment that celebrates leadership in diversity efforts (Hegwer, 2016).

Together, these strategies promote an organizational culture where inclusion becomes part of everyday operations and leadership practices.

Conclusion

Both Prairie Ridge Health and HSHS St. Nicholas Hospital recognize the importance of diversity and inclusion, yet their approaches vary based on size, location, and community demographics. Prairie Ridge Health must navigate the constraints of a rural environment, focusing on internal programs and cultural engagement to cultivate inclusivity. In contrast, HSHS St. Nicholas is well-positioned to develop more extensive diversity initiatives due to its larger and more heterogeneous service area.

Despite their differences, both organizations highlight the essential role of leadership in promoting equitable workplace cultures. Leaders who champion diversity, invest in cultural competence, and support inclusive practices strengthen both workforce morale and patient outcomes. Ultimately, the success of diversity and inclusion efforts depends on consistent, organization-wide commitment supported by visionary leadership.

References

Becker’s Healthcare. (2022). Top places to work in healthcare.

Dreachslin, J. L., Weech-Maldonado, R., Jordan, L. R., Gail, J., Epané, J. P., & Wainio, J. A. (2017). Blueprint for sustainable change in diversity management and cultural competence: Lessons from the National Center for Healthcare Leadership diversity demonstration project. Journal of Healthcare Management, 62(3), 171–185.

Fried, B. J., & Fottler, M. D. (2018). Fundamentals of human resources in healthcare (2nd ed.). Health Administration Press.

Hegwer, L. R. (2016). Building high-performing, highly diverse teams and organizations. Healthcare Executive, 31(6), 10–19.

Hospital Sisters Health System (HSHS). (n.d.). Diversity, equity & inclusion. https://careers.hshs.org/inclusion

Hospital Sisters Health System (HSHS). (2022). HSHS named among the top 150 places to work in health care in the United States. https://www.hshs.org/st-marys-green-bay/news/hshs-named-among-the-top-150-places-to-work-in-health-care-in-the-united-states