Write Your Assignment
- Describe the evolution of DEI in healthcare and how it is continuing to influence patient care.
- Reflect on how the concept of diversity, equity, and inclusion has evolved during your career.
- Discuss any significant changes, initiatives, or policies that have contributed to a more inclusive healthcare environment.
- Explain how unconscious bias leads to microaggressions.
- Discuss how unconscious bias can lead individuals to make assumptions about others based on their appearance or other characteristics associated with their identity.
- Describe the ways in which individuals may not be aware of the biases that influence their perceptions and behaviors.
- Explain how unconscious bias may lead individuals to show preference for those who are perceived as being similar to themselves in terms of race, gender, or other characteristics.
- Discuss how, while often unintended, microaggressions have a negative impact on the individuals who experience them.
- Describe strategies for overcoming bias in healthcare and how they can continue to shape DEI practices in the future.
- Discuss any initiatives or training programs that address unconscious bias and microaggressions, and how they have influenced your practice.
- Explain the importance of diverse workforce and leadership.
- Explain how DEI in healthcare results in improved health outcomes and increased patient satisfaction.
- Discuss how healthcare providers are better equipped to understand and respect the cultural beliefs, practices, and preferences of their diverse patient population.
- Describe how an inclusive company allows patients to feel heard, understood, and valued.
Organize using the following structure and headings:
- Title. (A separate page.)
- Describe the evolution of DEI in healthcare and how it is continuing to influence patient care.
- Explain how unconscious bias leads to microaggressions.
- Describe strategies for overcoming bias in healthcare and how they can continue to shape DEI practices in the future.
- Explain how DEI in healthcare results in improved health outcomes and increased patient satisfaction.
- Conclusion. (One paragraph.)
- References. (A separate page.)
Academic Requirements
Your assignment should meet the following requirements:
- Length: Include at least 3–5 typed, double-spaced pages, in addition to the title page and reference page.
- Font and font size: Use Times New Roman, 12 point.
- Writing: Produce text with minimal grammar, usage, spelling, and mechanical errors.
- Sources: Integrate into text appropriate use of scholarly sources, evidence, and citation style.
- References: Use at least two scholarly or academic peer-reviewed journal articles and three in-text citations within the assessment. Visit the Evidence and APA page if needed. Use scholarly or academic peer-reviewed journal articles published during the past 3–5 years that relate to your topic. Visit BSN Program Library Research Guide for help with research.
- Academic Honesty: Submit a draft of your assessment to Turnitin and make any necessary changes before you submit it to your instructor for grading.
Example assessment: You may use the Assessment 4 Example [PDF] to give you an idea of what a Proficient or higher rating on the scoring guide would look like.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:
- Competency 4: Describe strategies for overcoming biases in healthcare settings.
- Describe the evolution of DEI in healthcare and how it is continuing to influence patient care.
- Explain how unconscious bias leads to microaggressions.
- Describe strategies for overcoming bias in healthcare and how they can continue to shape DEI practices in the future.
- Explain how DEI in healthcare results in improved health outcomes and increased patient satisfaction.
- Competency 5: Write for a specific audience, in an appropriate tone and style, in accordance with Capella writing standards.
- Produce text with minimal grammatical, usage, spelling, and mechanical errors.
- Integrate into text appropriate use of scholarly sources, evidence, and citation style.
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Navigating Diversity and Bias in Healthcare Professions
Your Name
Capella University
NHS-FPX4000: Developing a Nursing Perspective
Instructor Name
Month, Year
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Diversity, Equity & Inclusion in Healthcare
The evolution of Diversity, Equity, and Inclusion (DEI) in healthcare represents a significant shift
in r ecognizing and addressing disparities that have historically marginalized certain populations. This
paper explores the historical context and evolution of DEI in healthcare, the role of unconscious bias in
fostering microaggressions, strategies for overcoming bias, and the impact of DEI on health outcomes
and patient satisfaction.
Evolution of DEI in Healthcare
The history of DEI in healthcare reflects recognition of the importance of diversity among
healthcare professionals, the need for cultural competence, and a commitment to equitable healthcare
delivery (Sabin, 2022). Historically, healthcare has had disparities in access, treatment, and outcomes
based on factors such as race, ethnicity, gender, and socioeconomic status. Over time, efforts to promote
DEI have gained momentum, with healthcare institutions acknowledging the impact of systemic biases
on patient care and working to better educate their employees and ensuring policies are in place to
address this needed change.
Unconscious Bias and Microaggressions
Unconscious bias, shaped by implicit attitudes and stereotypes, can infiltrate healthcare settings
and contribute to microaggressions. Microaggressions are subtle, often unintentional expressions of
bias that can manifest in various forms, including verbal comments, body language, and treatment
decisions. In healthcare, these microaggressions can result in differential treatment, a lack of cultural
competence, and assumptions about patients based on their demographic characteristics (Azman et al.,
2023).
For example, a healthcare provider may unknowingly make assumptions about a patient’s health
literacy or treatment adherence based on their accent or cultural background. These microaggressions
can erode trust between patients and providers, negatively impacting the patient experience and
potentially leading to disparities in health outcomes.
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Strategies for Overcoming Bias in Healthcare
Addressing unconscious bias in healthcare requires intentional efforts and comprehensive
strategies. Several effective approaches can be implemented to mitigate bias and foster a more inclusive
healthcare environment. These approaches include training on cultural competence and implicit bias to
foster a better understanding and encourage self-reflection (Butler et al., 2023).
Another strategy is to have a diverse staff. Increasing diversity among healthcare professionals
and leadership ensures a variety of perspectives. Diverse teams are better equipped to understand and
address the unique needs of diverse patient populations (Wolf et al., 2023). Adopting patient centered
care models involves incorporating patients’ cultural values, beliefs, and preferences into their care
plans. This approach promotes personalized and equitable healthcare, acknowledging and respecting
individual differences (Prestia, 2023).
Organizations should also implement feedback mechanisms for patients and colleagues to
repeat instances of bias or microaggressions to foster a culture of accountability. Regular feedback allows
healthcare organizations to address issues promptly and continuously improve their practices (Job et al.,
l2022).
Shaping the Future of DEI Practices
To continue shaping DEI practices in healthcare, organizations must integrate these strategies into
their core values and operations. Ongoing training programs, regular assessments of DEI initiatives and
fostering open dialogue about bias contribute to sustained progress. It is essential to embed DEI
principles into organizational policies, recruit diverse talent, and create environments that prioritize
inclusion. The future of DEI in healthcare also involves adapting to the evolving landscape of technology
and healthcare delivery. As telemedicine and digital health become more prevalent, ensuring that these
technologies are accessible and culturally competent is crucial for maintaining equitable care (Prestia,
2023
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DEI in Healthcare and Improved Health Outcomes
DEI in healthcare is directly linked to improved health outcomes. When patients feel that their
healthcare providers understand and respect their cultural backgrounds, they are more likely to engage
in preventative care, adhere to treatment plans, and participate in shared decision-making (Wolf et al.,
2023). Trust between patients and healthcare providers, cultivated through an inclusive and culturally
competent approach, is foundational to achieving positive health outcomes.
Diverse healthcare teams contribute to better patient outcomes by bringing varied perspectives
and approaches to patient care. Research has shown that diverse teams are more innovative and able
to address the unique needs of diverse patient populations (Butler et al., 2023). The diversity enhances
problem-solving and decision-making, ultimately benefiting patient care.
DEI in Healthcare and Improved Patient Satisfaction
Patient satisfaction is intricately tied to the patient experience, which, in turn, is shaped by the
principles of DEI. When patients perceive that their healthcare providers value their individual identities,
they are more likely to report higher levels of satisfaction with their care. Patient satisfaction is not only
influenced by the technical competence of healthcare providers but also by the quality of interpersonal
interactions, respect, and communication (Prestia, 2023). By prioritizing DEI, healthcare organizations
create environments where patients feel heard, respected, and understood. This positive experience
contributes to increased patient satisfaction, improved healthcare utilization, and greater adherence to
treatment plans.
Conclusion
In conclusion, the evolution of DEI in healthcare signifies a shift towards recognizing and
rectifying historical disparities. Unconscious bias and microaggressions remain challenges, but
proactive strategies, ongoing education, and a commitment to inclusivity are paving the way for
positive change.
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The future of DEI practices in healthcare involves a continued dedication to these strategies, the
integration of technology, and a deepened understanding of the intersections between identity and
health. By prioritizing DEI, healthcare organizations contribute not only to the well-being of individual
patients but also to the overall improvement of health outcomes and patient satisfaction across
diverse communities.
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References
Azman, N. B. N., Zhou, T. W., & Shorey, S. (2023). Perceptions of healthcare professionals and students
about interventions addressing implicit bias and microaggression: A mixed-studies systematic
review. Nurse Education in Practice, 73, 103820-103820.
htps://doi.org/10.1016/j.nepr.2023.103820
Bowen, F. (2023). The ABCs of DEI. The American Journal of Nursing, 123(1), 19-20.
htps://doi.org/10.1097/01.NAJ.0000911508.61643.44
Butler, P.D., Wexner, S., D., Alimi, Y. R., (2023). Society of black academic surgeons (SBAS) diversity,
equity, and inclusion series: Microaggressions – Lessons learned from black academic surgeons.
The American Journal of Surgery 225(1), 136-148
https://doi.org/10.1016/j.amjsurg.2022.09.001
Prestia, A.S. (2023). Leadership’s role in assimilating DEI to improve health care. Nurse Leader 21(3). https://doi.org/10.1016/j.mnl.2022.12.016
Wolf, L., Delao, A., Perhats, C. (2023). The experiences of United States emergency nurses related to
witnessed and experienced bias: A mixed-methods study. Journal of Emergency Nursing 49(2).
