Diversity Project Kick off Audio brianna

The diversity project consists of seven slides that outline the objectives, initiatives, and benefits of a diverse workplace. It also discusses the team roles and makeup, as well as the importance of diversity in productivity, cultural awareness, and creativity. The project emphasizes the need for supported leadership, ongoing diversity training, and representation of diversity in leadership. The closing argument highlights the improved financial performance, increased employee retention, and enhanced company reputation that come with a diverse workforce. Our diversity project consists of seven slides that make up details and reasoning behind the project. The first slide is going to be the objective slide, which is bulleted key initiatives for the project, diversity task force configuration, team roles, what makes up a diverse workplace, and the benefits of a diverse workplace. This first slide represents an outline for the expectations of the diversity project kickoff. This slide will serve as a guide for how the goals of the project will be presented and will set the tone for the prospective team members. First objective is to address the key initiatives for the team to handle. Next, the members of the team will be discussed as well as their respective qualifications. Then we will discuss my role and leadership and the role of the team for the project. Following that, we will go on to discuss the characteristics of a diverse workplace and the benefits of it. Slide three goes over diversity project initiatives, so the reasoning, the why behind the project. It has been shown to have increased productivity, better decision making, and enhanced organization reputation. When there's a diverse workplace environment, space is made for more creative ideas from different backgrounds. Having diversity in the workplace has been proven to increase productivity within the workplace and support the innovation amongst the team. When it comes to decision making, a diverse workforce begins, a diverse workforce brings a variety of perspectives forward. No single viewpoint can solve every problem or answer to every question. Someone with more experience in the field may be able to bring more well-rounded solutions to the team than someone who is in the entry level of their career. Lastly, having a diverse workforce will demonstrate fairness and equal opportunity employment, which to prospective employees is very appealing. Once a person is inducted in a diverse workforce and can directly experience the benefits, they will want to share that with others, which is a plus for the organization. Slide four is a makeup of the executive teams of the project. The first division is the implementation and monitoring division. There will be a chief of operations, a clinical operations manager, and a quality coordinator. The second division is the strategy and planning division. There will be a CNO or CMO, nurse managers, clinical supervisors, or fellows, nursing staff, residents, and interns. This portion of the presentation is to discuss the projects, team members, and an overview of their roles. The implementation and monitoring division of the team consists of a chief of operations, a clinical operations manager, and a quality coordinator. The chief of operations will oversee all affairs and monitor implementation of processes throughout the progression of the project. The clinical operations manager will be the eyes and ears of the chief of operations. The manager will serve as the deliverer of feedback and results from the staff and other team members. The last member of this division is a quality coordinator who will be responsible for assuring that the organization's commitment to quality is being upheld. In other words, this member would be assessing the outcomes of the project's goals and making changes as needed. The second division of the team is the strategy and planning division. This division will develop plans and strategies to meet the goals of the project. These members will be at the forefront of change within the workplace. The CNO or CMO is responsible for creating an outline and blueprint to be followed by healthcare staff. Nursing managers or clinical supervisors or fellows will be responsible for setting the guidelines for the nursing staff and will be the eyes and ears of the CNO or CMO. The group will have opportunities to strategize, plan, and coordinate through scheduled meetings, digital modes of communication, through scheduled meetings and digital modes of communication. Each time the group meets, there will be an agenda outline and notes will be taken on follow-up ideas or tasks and current actions to be taken before the next meeting. The next slide discusses the importance of diversity. The result and the importance of diversity is increased productivity, improved cultural awareness, and increased creativity. This slide makes note of the importance or need for the diversity project. Diversity is necessary for increased productivity, improved cultural awareness, and increased creativity within an organization. Increased productivity is a result of different ideas and contributions from different backgrounds being incorporated into the workflow of the organization. Having people who have different levels of education and experience is always a great addition to any team-building effort. Another important piece of diversity in the workplace is improved cultural awareness. The more an organization is exposed to multicultural opportunities, the more space is created for others to learn the backgrounds of each other and have an open mind to cultures other than their own. Lastly, increased creativity is another important need for this project. Creativity within a workplace is increased when there are multiple perspectives and solutions to problems rather than having a group of staff with a linear problem-solving technique. Characteristics of a diverse workplace. What makes up this slide focuses on what makes up a diverse workplace. The first piece that makes up a diverse workplace is having supported leadership. Diversity starts at the top and works its way down. Leadership must be culturally aware and exhibit acceptance of other backgrounds such as age, race, and socioeconomic status, for example. Leadership is a vital role in the success of creating a diverse workplace. Next is the commitment to ongoing diversity training within the organization. An organization and its leadership must be dedicated to creating a diverse workforce indefinitely. It is not something that can have a start and a finish. As new members join the workforce, the same idea of diversity inclusion will need to be taught as not to infiltrate the organization's efforts with any inappropriate habits. There should be onboarding of diversity training and six-month recurrent training for staff as their time with the company moves forward. Lastly, another key characteristic of a diverse workplace is the representation of diversity and leadership. Earlier, we discussed being supportive of diversity and inclusion, but it is imperative that the members of the organization can see that inclusion is accepted on all levels. Having diverse members and leadership may create a more receptive group of staff as they will see it true that inclusion doesn't have exceptions. This slide is our closing argument slide, which discusses improved financial performance, increased employee retention, and enhanced company reputation. According to today's research, there are quite a few benefits that pose a strong argument in favor of adapting to a diverse workforce. Improved financial performance, increased employee retention, and enhanced company reputation are a few of many positive outcomes to creating a diverse workforce. When it pertains to improved financial performance, firms with ethnically diverse executive teams are 33% more likely to outperform peers on profitability. This is a tangible benefit of having an inclusive workforce. Next is increased employee retention, which is the measure of how much time staff members are willing to dedicate to one single organization. With a diverse workforce comes increased job satisfaction, and with increased job satisfaction comes increased employee retention and engagement. As employees see more of their ideas and backgrounds being accepted, they feel inclined to dedicate more time to an organization. The last key to this closing argument is enhanced company reputation. Every organization and its owners benefit directly from having strong credibility. According to a survey conducted by Glassdoor, workplace diversity is a key component for prospective employees when job searching. As high as 76% of people prefer a diverse workplace over one that is not. These three key points I have outlined are only a few benefits of why an organization should strengthen its cultural awareness and promote inclusion. Although it is a task that will remain challenging, only positive outcomes will arise.