Create a 6-8 slide presentation (with detailed speaker’s notes) on how you would select, foster collaboration among, and educate a team dedicated to solving a diversity issue.
- Create a 6-8 slide presentation (with detailed speaker's notes) on how you would select, foster collaboration among, and educate a team dedicated to solving a diversity issue.
Introduction
Slide #1 Title Slide
Slide #2 Presentation Outline
Slide #3: Need for Diversity Project
Slide #4: Objectives of the Diversity Project
Slide #5: Composition of the Workforce Diversity Committee
Slide #6: Role of the Committee
Slide #7: Developing Interprofessional Collaboration
Slide #8: Characteristics of a Diverse and Inclusive Workplace
Slide #9: Benefits of a Diverse and Inclusive Workplace
Slide #10: Examples from The Field
Slide #11: Wrap Up
Slide #12: References
Assessments 2 and 3 are based on the same scenario, so you must complete them in the order in which they are presented.
Finding, organizing, and motivating teams is a key leadership skill as is the ability to communicate and present information.
Overview
In this assessment, you will continue your work from Assessment 2 by creating a 6–8 slide PowerPoint presentation for the diversity project kickoff meeting.
Preparation
- Review the Guidelines for Effective PowerPoint Presentations [PPTX] for guidelines and hints for an effective presentation.
- Review Using Kaltura if you are using this courseroom tool to record your presentation.
- Use the PowerPoint Template [PPTX] to complete this assessment.
- Scenario
Imagine that your boss Lynnette follows up with you in an email shortly after reading your views on leadership and collaboration:
Hi,
Thanks for sending me your thoughts last week on the diversity issue at the clinic. Your next step is to select a team of professionals who can help you in this project and prepare an introduction of the project for a first meeting with them.
I want you to prepare a presentation to serve as a brief but substantive introduction for the first meeting with a group of 4–5 members who will participate on the committee tasked with addressing the diversity issue. Once I review more information about the proposed team I can help you with the recruitment. The presentation should be 5–7 minutes and use 6–8 slides with detailed speaker's notes so I can understand your approach. Not a lot of time or space, so keep things pretty high level. Do the following:
- Briefly outline the project goals and highlight 2–3 of the initial priorities to be addressed by the group. Also, explain why they are important.
- Explain the composition of the team and why you chose them. Note that you will not know the exact individuals yet, but assume we will recruit the people with the desired qualities and characteristics you outline in the presentation. Consider the following:
- Include a group of professionals you believe can help define the problem and ultimately make recommendations on how to address it.
- Make sure each member is either trained in, sensitive to, or has experience with the concept of workplace diversity.
- Give some thought to having some members from outside the organization.
- Provide member profiles: their diversity, qualifications, experience, internal versus external, and so forth.
- Explain your role and describe how the committee will work together and achieve effective interprofessional collaboration.
- Describe how the group will communicate. How and when they will meet.
- Describe how ideas will be shared and decisions made.
- Describe roles, group function, and structure.
- Describe the basic characteristics of a diverse workplace.
- Provide a convincing argument regarding the benefits of a diverse workforce using support from current research.
- Thanks,
Lynnette
Instructions
For this assessment:
- Create a 6–8 slide PowerPoint presentation in response to the content defined in the above scenario.
- Create an audio recording (5–7 minutes) of the PowerPoint presentation using Kaltura or similar software.
- Note: If you require the use of assistive technology or alternative communication methods to participate in this activity, please contact [email protected] to request accommodations.
Presentation Guidelines
Your assessment should also meet the following requirements: - Length: 6–8 PowerPoint slides (not including title slide) that would accompany a 5–7 minute oral presentation.
- Notes: Prepare detailed speaker's notes describing items on each slide so that the viewer can accurately interpret the deeper meanings and intentions that would have been conveyed orally. Support your claims, arguments, and conclusions with credible evidence from 2–3 current, scholarly or professional sources.
- Visuals: Create visuals that are easily read and interpreted. Use colors, fonts, and formatting and other design principles that make the information clear and generally add to the aesthetic of the presentation.
- Please refer to the scoring guide for details on how your assessment will be evaluated.
Example Assessment: You may use the following to give you an idea of what a Proficient or higher rating on the scoring guide would look like: - Assessment 3 Example [PPTX].
- Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria: - Competency 1: Apply qualities, skills, and practices used by effective health care leaders.
- Outline goals and initial priorities that reasonably reflect the project.
- Competency 2: Apply practices that facilitate effective interprofessional collaboration.
- Outline a plan that effectively fosters interprofessional group collaboration.
- Competency 3: Apply ethical codes and diversity best practices in health care organizations.
- Define the composition of a team with characteristics that could effectively address a diversity issue.
- Describe the basic characteristics of a diverse and inclusive workplace.
- Explain the benefits of promoting and supporting diversity within an organization using scholarly resources.
- Competency 4: Produce clear, coherent, and professional written work, in accordance with Capella writing standards.
- Create an organized presentation that clearly communicates all specified content.
- Dreachslin, J. L., Weech-Maldonado, 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), 171–183.
- Gotsis, G., & Grimani, K. (2016). Diversity as an aspect of effective leadership: Integrating and moving forward. Leadership & Organization Development Journal, 37(2), 241–264.
- Downey, S. N., Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), 35–44.
- Debiasi, L. B., & Selleck, C. S. (2017). Cultural competence training for primary care nurse practitioners: An intervention to increase culturally competent care. Journal of Cultural Diversity, 24(2), 39–45.
- Holck, L., Muhr, S. L., & Villesèche, F. (2016). Identity, diversity and diversity management: On theoretical connections, assumptions and implications for practice. Equality, Diversity and Inclusion: An International Journal, 35(1), 48–64.
- Lawton, D. S., & DeAquino, C. T. E. (2016). Diversity in the workplace and the impact of work values on the effectiveness of multi-generational teams [PDF]. i-Manager's Journal on Management, 10(3), 20–28.
- Culture, Diversity, and Out-Groups in Leadership.
- Complete this survey to help identify your attitudes toward out-group members and to explore how you, as a leader, respond to members of the out-group.
Name (presenter)
Capella University
School of Nursing and Health Sciences
Course
Date
Diversity Project Kickoff
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[Slide Title]
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[Slide Title]
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[Slide Title]
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[Slide Title]
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[Slide Title]
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[Slide Title]
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[Slide Title]
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Guidelines for Effective PowerPoint Presentations
Introduction
One concern about visual presentations is that the technology used to create them can be used in such a way that it actually detracts from the message rather than enhances it. To help you consider carefully how your message is presented so that it reflects care, quality, and professionalism, consider the information provided in the remaining slides.
NOTE: This presentation serves as an example in itself, by utilizing all of the guidelines mentioned.
Outline
Writing
Organization
Audience
Design
Images
Bullets
Tables
Font
Speaker Notes
The following topics will be covered:
Writing
Present ideas succinctly with lean prose.
Use short sentences.
Use active, rather than passive voice.
Avoid negative statements, if possible.
Avoid double negative entirely.
Check spelling and grammar.
Use consistent capitalization rules.
Organization
Develop a clear, strategic introduction to provide context for the presentation.
Develop an agenda or outline slide to provide a roadmap for the presentation.
Group relevant pieces of information together.
Integrate legends and keys with charts and tables.
Organize slides in logical order.
Present one concept or idea per slide.
Use only one conclusion slide to recap main ideas.
Audience
Present information at language level of intended audience.
Do not use jargon or field-specific language.
Follow the 70% rule—If it does not apply to 70% of your audience, present it to individuals at a different time.
Design
Use a consistent design throughout the presentation.
Keep layout and other features consistent.
Use the master slide design feature to ensure consistency.
Use consistent horizontal and vertical alignment of slide elements throughout the presentation.
Leave ample space around images and text.
Images
When applicable, enhance text-only slide content by developing relevant images for your presentation.
Do not use gratuitous graphics on each slide.
Use animations only when needed to enhance meaning. If selected, use them sparingly and consistently.
Bullets
Use bullets unless showing rank or sequence of items.
If possible, use no more than five bullet points and eight lines of text total per slide.
Tables
Use simple tables to show numbers, with no more than 4 rows x 4 columns.
Reserve more detailed tables for a written summary.
Font
Keep font size at 24 point or above for slide titles.
Keep font size at 18 or above for headings and explanatory text.
Use sans serif fonts such as Arial or Verdana.
Use ample contrast between backgrounds and text.
Speaker Notes
Summarize key information.
Provide explanation.
Discuss application and implication to the field, discipline or work setting.
Document the narration you would use with each slide.
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Diversity Project Kickoff Presentation Learner’s Name Capella University
Collaboration, Communication, and Case Analysis for Master's Learners
Diversity Project Kickoff Presentation
July, 2022
Hello, and welcome to the kickoff presentation for the new project initiated by Mercy Medical Center to create a diverse and inclusive workplace. This kickoff presentation aims to provide details about the need for a diverse and inclusive workplace at Mercy Medical Center, the objectives of the diversity and inclusion project, and the committee executing the project.
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Presentation Outline
Need for a Diversity Project
Objectives of the Diversity Project
Composition of the Workforce Diversity Steering Committee
Role of the Committee
Developing Interprofessional Collaboration
Characteristics of a Diverse and Inclusive Workplace
Benefits of a Diverse and Inclusive Workplace: Examples From the Field
Here is an outline of the presentation. We will begin by understanding the need for a diversity project. We will then look at the objectives of the diversity project. Next, we will discuss the composition of the team involved in this project, along with the characteristics the team must possess to successfully implement this project. We will then look at the various strategies that will help promote interprofessional group collaboration. Finally, we will look at the characteristics and benefits of a diverse and inclusive workplace.
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Need for a Diversity Project
Diversity is a sign of cultural respect
Diverse medical centers promote access to high-quality health care for minority populations
Diverse workforce puts patients at ease (Edmund et al., 2015)
Diversity projects will set a course to ensure compliance with workplace diversity laws
Based on a recent internal survey, leadership at Mercy Medical Center realised that close to 67% of staff felt that it was underrepresented. Further, when members of the leadership analysed the patient satisfaction scores of the last 3 years, they found that the scores had dropped and that this was influenced by a lack of representation of the diverse patient base. A diverse and an inclusive workplace is a sign of cultural respect. It also portrays that the medical center is respectful and responsive toward the requirements of diverse patient populations. Health care centers need to be diverse and inclusive to promote an environment that influences positive health outcomes. A culturally diverse workforce represents people from all walks of life, which puts patients at ease. It is important to consider the needs of patients to make health care accessible. This can be done by addressing the diversity in the patient base the medical center serves. Patients may belong to different cultural backgrounds, have different sexual orientations, or face language barriers. A diverse workforce would help patients relate to the hospital staff, thereby ensuring better health outcomes (Edmund et al., 2015). The need for a diverse workplace was also recognized by the Government of the United States when the Department of Health and Human Services initiated the National Standards for Culturally and Linguistically Appropriate Services (CLAS) to eliminate health care disparities by ensuring that all cultural and language barriers are addressed (Edmund et al., 2015). Mercy Medical Center has realised the need for a project that addresses the issue of diversity and inclusion in the hospital and has, therefore, initiated the Diversity Project.
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Objectives of the Diversity Project
Creating a Workforce Diversity Steering Committee
Sensitizing members of the committee to the requirements of workplace diversity
Establishing processes for encouraging interprofessional collaboration
Here are the objectives of the diversity project. Mercy Medical Center will establish a Workforce Diversity Steering Committee. This committee will consist of members with different ethnic, racial, and cultural backgrounds, sexual orientations, and language preferences. The members of the committee will also ensure gender diversity in the committee. The second objective of the project is to sensitize the committee to existing gaps in the center’s diversity and inclusion practices. This will help the committee prepare an agenda that will be appropriate and feasible for the medical center. Once the committee is ready to execute its plan of action, the next objective of the project would be to establish a process to encourage interprofessional collaboration in the medical center. Interprofessional collaboration would lead to effective communication and the exchange of expertise, which would enhance the center’s productivity.
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Composition of the Workforce Diversity Steering Committee
Decision-making wing
Leadership (CEO, CFO, COO, et cetera)
Heads of departments
Chief of Medicines
Chief of Surgeons
Chief of Residents
Head of Nursing Staff
Executive wing
Doctors
Nurses
Administrative staff
The Workforce Diversity Steering Committee, created to address the ongoing diversity issue at Mercy Medical Center, will have two wings: the decision-making wing and the executive wing. The decision-making wing will comprise members of the board such as the Chief Executive Officer, Chief Financial Officer, and Chief Operations Officer. The decision-making wing will also be made up of the heads of all the departments at Mercy Medical Center, the Chief of Surgeons, the Chief of Residents, the Chief of Medicine, and the Head of Nursing Staff. The executive wing will comprise representatives from hospital staff such as doctors, nurses, and administrative staff. Sixty percent of the members of the committee will be women. The structure of the committee is such that 54% of the committee will be composed of people from different ethnicities such as Hispanics, Asian Americans, African Americans, and Latin Americans. The committee will not display data regarding the sexual orientation of committee members, as this is a matter of personal discretion. The committee will comprise people from different age groups. Approximately 50% of the team will be people under the age of 30, 30% will be people between the ages 31 and 60, and 20% of will be people over the age of 60.
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Role of the Committee
Representation during recruitment
Training and sensitization on the requirements of a diverse organization
Constant communication with hospital staff
Identification and addressal of disparities due to lack of diversity
Clear communication of organizational goals
Adherence to standards set by CLAS (Edmund et al., 2015)
The most important role of the Workforce Diversity Steering Committee is to ensure that the medical center’s staff respects diversity in terms of age, gender, sexuality, culture, and language so that patients feel comfortable with the medical team. While recruiting staff members, it is essential that they possess certain characteristics such as sensitivity to the needs of people from different religious backgrounds and ethnicities. Addressing language and cultural differences will ensure that there is no miscommunication between patients and staff. Further, addressing issues related to diversity of age, gender, and sexuality ensures accessibility to health care without hesitation. The committee will meet on a bimonthly basis to ensure that all project objectives are on track without any deviation. This meeting will also be required to ensure that there is no miscommunication. Potential staff also needs to be evaluated for qualities such as empathy and the ability to treat patients without any kind of bias. The committee will also train and sensitize new staff members, along with the existing staff, on the requirements of a diverse patient base. These requirements could be the specific needs of different genders or individuals with different sexual orientations or awareness of specific religious restrictions. Staff will also be trained to manage patients who are differently abled. Training staff will also help them identify and remove their biases so that they can better connect with patients. To understand the extent to which diversity issues have impacted the center, the committee will identify disparities due to the absence of a proper diversity committee. This will be done through thorough reporting and documentation of diversity-related issues faced by patients along with extensive collection of data pertaining to demographic diversities. The committee will also be responsible for maintaining awareness about the importance of diversity and inclusion at workplaces to ensure the achievement of organizational goals. The committee will also ensure adherence to the standards of equity and cultural responsiveness set by CLAS (Edmund et al., 2015)
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Developing Interprofessional Collaboration
Setting common goals
Establishing communication structures
Conducing team-building exercises
Rewarding efforts (Morley & Cashell, 2017)
A diverse and inclusive medical center requires interprofessional collaboration. To ensure successful interprofessional collaboration, the committee must first set common goals for all staff members. This will help establish a uniform direction toward which everyone has to work to achieve organizational goals. The next step will be to establish a strong structure of communication. This will help reduce barriers in the flow of the right information. Communication will also enable staff members to share their experiences. This exchange of information will be helpful when the medical staff encounter similar situations because it provides practical insights into how a situation can be handled. This can lead to greater patient satisfaction. The committee will promote team building through training, workshops, and discussions that will help staff members from different teams collaborate to treat a patient. These team-building exercises help improve communication through informal channels, thereby building trust and confidence in the expertise of fellow staff members. Rewarding efforts to collaborate and comply with the diversity principles set by CLAS and the committee will encourage staff members to respect differences. Rewarding collaboration will encourage staff members to collaborate further (Morley & Cashell, 2017).
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Characteristics of a Diverse and Inclusive Workplace
Representation of a diverse population
Clearly communicated objectives
Interprofessional collaboration
Promotion of continuous learning (Morley & Cashell, 2017)
The most evident characteristic of a diverse and inclusive workplace is the representation of a diverse population, both as employees and as clients, within the organization. This also reflects acceptance and respect for differences. Another characteristic of a diverse and inclusive organization is that all goals are clearly communicated to ensure that all members of the workplace work in tandem and that there is no deviation from the goals of diversity and inclusion. This is essential for achieving positive health outcomes and greater customer satisfaction. In a diverse workplace, individuals from different areas of specialization exchange experiences and expertise to attain a common goal. A diverse workplace also promotes continuous learning in the form of team-building exercises, discussions, training for sensitization, and so on. Training conducted on a frequent basis or brainstorming sessions conducted to arrive at a solution help upskill staff. The need to be aware of a diverse patient base encourages continuous learning (Morley & Cashell, 2017).
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Benefits of a Diverse and Inclusive Workplace: Examples from the Field
CHRISTUS Health
Main Line Health
Robert Wood Johnson University Hospital (Health Research & Educational Trust, 2015)
CHRISTUS Health, a multistate hospital, initiated an organization-wide commitment to diversity and inclusion in 2011. The focus was on fighting any kind of unconscious bias, sensitizing staff to generational differences, and ensuring training to promote development for all employees. This helped increase diversity in leadership from 13% to 23%. The hospital also realized the importance of a reliable infrastructure for understanding demographic diversity. This initiative led to an increase in satisfaction for staff as they felt more represented than before. Main Line Health, a Philadelphia-based not-for-profit organization, cultivated a culture of diversity and inclusion to increase access to health care. This was done by increasing diversity among board members, thereby addressing barriers to health care faced by a diverse patient. This initiative led to the creation of the Medical Student Advocate program, which helped more than 300 patients and their social needs. Robert Wood Johnson University Hospital, based out of Central New Jersey, implemented its first diversity and inclusion program in 2012. The program focused on including women, African Americans, Asian Americans, and the LGBT community in leadership roles in the hospital. A survey conducted in 2014 revealed that the employee satisfaction had increased in 2 years by 30% (Health Research & Educational Trust, 2015).
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References
Edmund, M., Bezold, C., Fulwood, C. C., Johnson, B., & Tetteh, H. (2015). The future of diversity and inclusion in health services and policy research: A report on the academyhealth workforce diversity 2025 roundtable. AcademyHealth. https://academyhealth.org/sites/default/files/AH_230DiversityReport%202015_09.15.pdf
Health Research & Educational Trust. (2015, July). Diversity in health care: Examples from the field. https://aha.org/system/files/2018-01/eoc_case_studies.pdf
Morley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imaging and Radiation Sciences, 48(2), 207–216. https://doi.org/10.1016/j.jmir.2017.02.071
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