Disparity which exists in society influences all areas of people’s performance. Naturally, it influences the process of managing diversity in organizations generally and in health care institutions particularly. Failure to properly manage diversity can have very negative effects because organization’s effectiveness and productivity are highly dependent on the human beings who work in them and on their relationships. What distinguishes management of diversity from traditional management is the necessity to accentuate on three arenas simultaneously: to focus on interpersonal attitudes and beliefs which affect interpersonal interaction, to involve special management practices and skills which will take into account cultural differences and will help to coach diverse employees, and to make sure that organizational policies, values, and norms actually encourage diversity (Gardenswartz, Rowe, 1994).
There are eight major reasons, due to which managers resist managing diversity in health care institutions. According to Gardenswartz and Rowe, they are the following: cost of implementation, fear of hiring underskilled, uneducated employees, strong belief in a system that favours merit, annoyance at reverse discrimination, perception that there has been a lot of progress, diversity is not seen as a top priority issue, the need to dismantle the existing systems to accommodate diversity, and inertia (1994). Firstly, although long-term benefits from implementing diversity are worth it, the shirt-term cost is high enough to prevent such implementation. Secondly, the belief exists: hiring people that “fall under the diversity banner means sacrificing competence and quality” (Gardenswartz, Rowe, 1994). On the contrary, it usually brings benefits. Thirdly, frequently candidates are chosen not depending on their skills but because of biased perception which makes them fit only certain positions.
The first step to organizing management of diversity should be made by top leadership. Managers of all levels have to understand that diversity is beneficial, but not harmful. The availability of specialists belonging to diverse groups will make it possible to meet diverse needs of patients and clients. Moreover, diversity on all levels of structure will make the process of work organization and problem solving more effective and productive.
References
Gardenswartz, L, & Rowe,A. (1994). Diversity management: Practical application in health care. Frontiers of Health Services Management, 11(2), …