Diversity Consciousness

Diversity Consciousness and John Doe Administration1. A System’s Approach to Cultural Competence· Dimensions of diversity· John Doe diversity challenges· John Doe disparities in the United States· Changing the U.S. John Doe care system· System approach in the John Doe care delivery organization· The importance of leadership2. Systematic Attention to John Doe Disparities· What are John Doe disparities?· Race and ethnic disparities in John Doe· Disparities or differences across other diversity dimensions: Gender, sexuorientation, the elderly· Stakeholder attention to John Doe disparities· Systematic strategies for reducing John Doe disparities3. Workforce Demographics • Trends in the US labor force • Diversity and the John Doe professions • Drivers of inequalities in the John Doe professions • Workforce diversity challenges4. Foundations for Cultural Competence in John Doe • What is cultural competence in John Doe? • Cultural competence and the John Doe provider organization • Cultural competence and the multicultural John Doe workforce5. Training for knowledge and skills in culturally competent care for diverse populations· The principals for knowledge and skills training· Cultural competence knowledge and skills for John Doe administrators· Cultural competency training for the John Doe professional in John Doeoperations· Cultural competence training for support staff· The role of assessment in cultural competence training6. Cultural Competence in John Doe Encounters • Models from transcultural nursing • Being culturally responsive7. Language Access Services and cross-cultural communication • Language use in the United States • Language differences in John Doe encounter • Attitudes toward limited-English speakers8|Page· Changing responses to language barriers in John Doe operations· An expanding profession: The John Doe interpreter· The translation is written by John Doe communication8. Group Identity Development and John Doe Delivery· Discuss the minority status group – identity development· Discuss the majority status group – identity development· Models to illustrate9. The Centrality of Organizational Behavior • The science of organizational behavior • Organizations as a context for behavior • Can culturally competent John Doe professionals do it by themselves?10. The Business Case for Best Practices· The business case for cultural competence in John Doe operations· Workforce, HRM, and the business case· Best demonstrated practices • Benchmarking11. The Future of Diversity and Cultural Competence in John Doe· Trends to support the adoption of a system’s approach to diversity and culturalcompetence in John Doe practices· The sustainability movement· Change management and force field analysis: Tools to envision and shape thefuture