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NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

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    NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

    Student Name

    Capella University

    NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

    Prof. Name


    Diversity Project Kickoff Presentation

    Hello everyone, this is Wilfrid and the topic of today’s presentation is Diversity project kick off.. First of all, I would like to take the opportunity to thank you all for your kind presence. The presentation is based on the discussion of the upper management and the senior regarding the diversity project kick off. It is based on diversity issues in the Lakeland Medical Clinic. It is planed with the aim of helping the team to work collaboratively to ensure that the hospital fulfills its goal of creating an inclusive and yet culturally accepting environment for the employees as well as the patients. First of all, I would like to begin with the project’s goals and priorities. 

    Project Goals and Priorities 

    This diversity project is an initiative that is based on bringing the diversity and cultures sensitivity together to draw the attention of the individuals and develop a association that is purely based on quality of care (LeBlanc, et al., 2020).  The need of diversity is important in regards of understanding the world and its people around us and making sure that we comprehend why people behave they way they do or how to contemplate the world around us. The goals of the current project are;


    • Bring in the diverse Culture: Bringing in the diverse culture allows a vast scope that allows individuals to become more knowledgeable and informative toward the world around them. It helps the professionals to be aware of the every person that is at risk for the blind spots while appreciating concepts of different people and reducing the stereotypical traits that limits the access to care/  
    • Cultural Competent management to enhance patients experiences: Having people who are culturally competent allows an understanding as well as help the healthcare organization to develop policies that welcomes, and does not judge people and encourage other professionals to develop skills that are culturally relevant while encouraging each other to learn the cultures through a open gaze. Similarly, such interpersonal skills helps in connecting with and inspire confidence in team and patients so that they may be themselves without worrying about being labeled based on their race or ethnicity (Tonneau & McLoughlin, 2021).
    • Active and Open communication: Managing diversity and cultural competency  are largely based on communicating effectively while keeping cultural relevance in mind (Khalili & Price, 2021). Active and open communication allows the individuals to develop a trusting relationship that helps them to feel at ease and openly express their concerns. 

    NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

    • Inclusive workplace: Another goal is to built inclusive workplace where all the racial and ethnic biases are kept aside and a sense of familiarity and association is build in the staff so that they can work in a collaborative way. 
    • Sensitivity in Staff for accepting patient’s preference: The sensitivity of the staff allows to manage many emotional and professional conflicts especially when it comes to diversity issues, such as, having a culturally sensitive staff helps the staffs to get trained for accepting the patient’s preference. In simpler words, staff understand why a patient chooses certain option and why they choose it without forcing them to change their decision.  


    The first hand priorities of the project is to enhance the associations between all the groups. 

    • Staff Training: The staff training is the first priority when it comes to diversity project. The aim of training the staff to become better at dealing with racially or ethnically diverse group without stereotyping them and allowing them a space where they can choose their own preferences to the treatment and be respectful to their choies.
    • Cultural Education and Awareness: Educating the staff regarding the cultural sensitivity while helping them to develop skills that help them to tackle culturally sensitive issues and ensure that the patent is feels respected. 
    • Effective Collaboration: The effective collaboration where the patient and the staff diversity is considered and respected while allowing room for improvement for everyone.
    • Establishing Diverse Interprofessional Team: Utilizing the assets of the time and ensuring that a diverse interprofessional team is displayed on managing the population that is diverse. 

    Team Building and Their Characteristics

    The interprofessional team will be consist of major stakeholders of the organization that holds immense importance in decision making such as; 

    • Policy makers: Those who develop policies that encourages the team to manage all the diverse population with standards of care and respect and ensuring that no right is being violated. 
    • Chief Finance officer: They will be responsible for managing the expenses and revenue of the project while ensuring that the project is based on the high quality standards. 
    • Chief nursing officer: They will be responsible for providing care and ensuring that all the care standards are being met and helping the patient understand the medical language and the hospital policies in simpler words. 
    • Head of departments: Those will ensure at their end regarding the legality and contribution to the project
    • Educators: They will be responsible for the training. 

    Interprofessional Collaboration 

    The interprofessional collaboration within the organization will be based on bringing the outcome that is based on implementing effective strategies that ensure that all the team members contribute to the project to make it successful. The plan includes sharing knowledge and competencies. The team collaborative work on sharing concepts and ideas while ensuring that the resources and being used within limits and are not exhausted. This collaboration will be based on providing a culture of cultural welcomeness and competency where staff is aware of each other values and their patient’s values to avoid conflict or to effectively manage the conflict (Kotera, et al., 2022).

    Similarly, the cultural sensitivity training and development helps in providing hands on training and providing the effective communication and ensuring that the information does not lost in translation. Similarly, the evaluation of the strength and weaknesses allows the taem to review their own methods, research and bring new innovations while keeping the diversity cares standards high. 

    Team Characteristics 

    The characteristics that are significantly important in the team building are; 

    • Inclusivity and acceptance. The ability to accept and include individuals regardless of their race or ethnicity encourages the team to bond and develop a bond based on trust and respect while helping the staff to connect with patient in better ways and without any hurdles. 
    • Training. It allows the employees to gain hand on training and experience on how to deal with patient and makes them more proficient in dealing and managing the diverse population. 
    • Clear communication. It allows the patients and the nurses and the staff to become more evidently involved in the care and in maintaining the quality of care. 
    • Decision making. The ability to make better decision while keeping the pros and cons of the situation in mind helps the professionals in become much better in team building and help them to encourage other to do the same. 
    • Cultural sensitivity, the ability to respect and acknowledge the cultural difference allows the individuals to become better and help[ them in managing the care while keeping the cultural awareness and utilize it to understand the patient’s behavior. 

    Benefits of Promoting and Supporting Diversity 

    There are multiple benefits of promoting and supporting diversity such as; 

    • Diverse population of the patients. When we promote diversity in our organization, we encourage people to come to or centre and connect with use. Thus, more population systematically bringing more revenue.  
    • More effective and quality care. Promoting such environment provides more effective care and helps the staff and the patient to understand their values, conflicts and biases while helping them to manage it.  
    • Inclusivity, it encourages inclusivity as it allows people to become more accepting to different cultures and help the develop more resilience and patience to other cultures.  
    • Better hand on experience. Dealing with people of different background provide more hand on experience and increases the competency level while encouraging people to become better.

    Workplaces Examples 

    Many workplaces uses these diversity to their benefit and have developed a culture of diversity and inclusivity at&t helps in reducing the racial biases, george association and connectedness. It helps people get exposure to new points of view, sparks innovation, boosts productivity in the workplace, and aids in the resolution of difficult situations. Patients who feel safe and welcomed in the healthcare setting are more likely to seek treatment, which in turn helps reduce healthcare inequalities and improves access (Sabatello, 2018). The Mayo Clinic, CVS Health, and CDC Health are just a few examples of healthcare businesses that are committed to diversity and inclusion in their practices. All of these workplaces encourages inclusivity and diversity by hiring people belonging to different race, social class and ethnicity to help people connect better and provide culturally tailored-made care. 


    This presentation is based on providing information regarding the varsity project. This project is based on providing information regarding the goals of the project, such as inclusivity training and providing an environment that is open for all there as a Priority of this project will be given to giving training to the staff to ensure that the staff is culturally competent enough to deal with the cultural diversity and issues associated with these cultural obligations and values. However, the major role in this aspect is team building, and the correct districts of the team, such as an intellectualized team, are more competent in dealing with competency issues and diversity issues to train the new upcoming employees.

    The team will be comprised of the policymakers, educators, chief finance officer, chief nursing officer, and heads of departments; these are all the stick holders that are simply important in managing diversity issues and providing Useful information regarding dealing with such issues The collaboration will be based on providing cultural competency; the training should be culturally sensitive, along with providing effective ways of communicating without being hurt or offended. Lastly, the work places such as my CVC health and CDC health provide an exceptional example regarding how diversity and culture competency can go hand in hand and make the organization work in such a better flow that it provides benefits in supporting and promoting diversity. Thank you so much. 


    LeBlanc, C., Sonnenberg, L. K., King, S., & Busari, J. (2020). Medical education leadership: From diversity to inclusivity. GMS Journal for Medical Education, 37(2), Doc18. 

    Kotera, Y., Rennick-Egglestone, S., Ng, F., Llewellyn-Beardsley, J., Ali, Y., Newby, C., Yeo, C., Slade, E., Bradstreet, S., Harrison, J., Franklin, D., Todowede, O., & Slade, M. (2022). Assessing diversity and inclusivity is the next frontier in mental health recovery narrative research and practice (Preprint). JMIR Mental Health. 

    Khalili, H., & Price, S. L. (2021). From uniprofessionality to interprofessionality: Dual vs dueling identities in healthcare. Journal of Interprofessional Care, 1–6. 

    NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

    Sabatello, M. (2018). Cultivating inclusivity in precision medicine research: Disability, diversity, and cultural competence. Journal of Community Genetics, 10(3), 363–373. 

    Tanneau, C., & McLoughlin, L. (2021, June 22). Effective Global Leaders Need to Be Culturally Competent – SPONSOR CONTENT FROM THE INTERNATIONAL COACHING FEDERATION. Harvard Business Review.