Introduction
To champion diversity and inclusivity, the hospital will need to make extensive changes to its organizational policies and corporate values. Namely, the organization will have to set goals that will guide its members to understand the significance of diversity and inclusion. The first goal to attain concerns cementing the ideas of diversity by shaping corporate policies toward addressing the needs of diverse patients (Flanagin et al., 2021). The next goal to meet will involve educating staff members about the concepts of privilege, as well as the role that equity, diversity, and inclusion play in decision-making and understanding patients and their needs.
Timeline and Expectations
It is assumed that the proposed changes will affect the process of decision-making in the hospital setting significantly. However, the change is also believed to take a certain amount of time since employees will need to adjust their approaches to diverse patients and perspectives on the subject matter. Furthermore, resistance to change can be expected at the first stages of its implementation. (Flanagin et al., 2021) Therefore, the entire process is expected to take around two months, the first two weeks are needed to shape corporate policies, the next three weeks are spent on adjustment, and the final three weeks involve training and management of emergent issues.
Conclusion
Finally, to gauge the extent of change efficacy, appropriate measurement tools must be introduced into the target environment. QA comparison of the recovery rates among patients from diverse backgrounds pre- and post-intervention will have to be carried out to evaluate the extent of alterations that will have been introduced into the target healthcare setting by then.
References
Flanagin, A., Frey, T., Christiansen, S. L., & AMA Manual of Style Committee. (2021). Updated guidance on the reporting of race and ethnicity in medical and science journals. JAMA, 326(7), 621-627.