Diversity and Leadership Assignment Paper

In contemporary times, diversity matters. Diversity in a health organization ensures all backgrounds, races, beliefs, and perspectives are represented adequately. It is important because, with diversity, the medical fields will have adverse experiences concerning medical services.  Patients are also diverse because they include individuals from every gender, race, and culture, and therefore diversity is important to not only the medical field but also the totality of humanity. 

           In the medical field, diversity has many benefits for both the medical field and patients. Diversity embraces higher employee morale because of the competition and a stronger feeling of inclusion associated with the community healthcare environment. Because of the morale, the healthcare environment seems safer and more enjoyable (Sfantou et al., 2017). To patients are satisfied and trust the services they are given because of the determination that healthcare workers portray. In a safe and enjoyable environment, healthcare workers will always deliver their best because they enjoy the facility and patients' services and interaction. Besides communicating and understanding, diversity instills a positive attitude towards patients because of the healthcare workforce's quality (Sfantou et al., 2017). Espousing diversity in our health facilities will bring about a notion of cultural competence and the much-needed ability for health care workers to provide and offer all-round social, cultural, and linguistic needs of the client.

           Diversity is in itself unity; in healthcare facilities, diversity could mean better care because of varied medical experiences from a diverse population. Working in a diverse healthcare organization goes with stronger individual motivation. When diversity is lacking, workers may feel inferior because they would not know how to express their unique talents and personal traits because of their colleagues' presumptions. Importantly, when working in a diverse healthcare organization, it is easier to generate a wide range of perspectives that can lead to amicable problem-solving during the emergence of medical dilemmas, which are very common in the healthcare environment. New ideas generated from embracing a diverse population can bring about a chance for greater innovation and operational excellence. 

           Critically, diversity is more inclined to better results because of the range of experiences that diversity upholds. However, while embracing diversity, we must note that diversity without inclusion is ineffective. Inclusion is a cardinal fact in the concept of diversity and should never be ignored. With a diverse healthcare environment, we create space for more respect and understanding in the many cultures within us, improving humanitarian ties. We also embrace more creativity and innovativeness because we allow us to learn from other people how they think about a specific aspect. Diversity in healthcare is a move to a global health workforce which is very important in fighting worldwide health problems. With diversity, we have better healthcare services because of experiences generated from other people. 

           With diversity, patients will be enjoying unlimited trust, better healthcare, and experienced quality services from a diverse healthcare team. Patients will also feel satisfied because they would have been represented, having a perspective of empowerment and asserting positive results. Patients must be acknowledged in a diverse healthcare workforce; they feel safe in people who are similar to them hence the high expectation of positive results. Patients are diverse; they would only feel positive when they have somebody they understand best-concerning communication, among other diversity attributes. Diversity will also bring about a deeper understanding of the patient's social life, which is very important in constructing a medical history, prognosis, and patient diagnosis. 

           Having understood that diversity and inclusion are key and progressive towards positive results in the health care system, it is important that we recognize the major barriers that deter healthcare facilities from achieving sustainable diversity in their workforce. Resistance to change is associated with an organization clinching on its old ways; they are regarded as conservatives. They do not want to incorporate diversity because they are subject to other cultures or experiences. We should be ready to accept change, accept that we must learn, reduce our ego and invite new concepts onboard. 

           The other barrier is the problem of integrating with other cultures, believes, and diversity attributes. It may not be easy to help a diverse employee integrate. Therefore, health facilities should incorporate programs and strategies that help train diverse employees and make them feel respected and honored. They will deliver (Ogbolu, Scrandis & Fitzpatrick, 2018). Integration can revolve around workplace equity, work responsibility, among others. It is key that we see every employee as a respected person regardless of their diverse attributes. 

           Often workplace diversity has a problem with communication. For example, poor communication will lead to poor services in healthcare facilities, which may lead to unintentional offense and ultimate mistrust based on workplace practices. Ogbolu, Scrandis & Fitzpatrick (2018), diversity, on the other hand, invite employees from different communities to curb communication. Even in assigning duties, it is very difficult for doctors to assign duties to nurses because of the communication barrier. 

           In understanding diversity better, a transformational leadership style will be applicable. Transformational leadership style is a theory of leadership where leaders or people of high position work with other team members to identify needed change, coming up with a vision or a road map that they must work within, and inspirations that will keep members committed to their work (Galli, 2019). It is a core facet of the Full Range Leadership Model. Leaders who adopt the said leadership style are regarded as energetic, enthusiastic, and passionate about their work; they are selfless towards working for the course. 

           According to the leadership style, leaders have high morality and motivation standards, allowing diverse employees to understand expectations and the change that diversity will bring to the health sector in totality (Galli, 2019). For example, a transformational leader will handle the integration problem as a barrier to diversity by fully introducing programs that help new diverse employees train and feel comfortable in their new workplaces. With the leadership style, leaders welcome change, new perspectives, and attitudes towards their medical environment. 

           Like transformational leadership style, Fiedler's contingency theory of leadership embraces employee-cantered leadership style, bringing about all aspects of employees onboard regardless of diversity attributes. Workplace equity, ethics, and responsibility would not be assigned concerning the diversity of the intellectual stimulation, individualized consideration, inspirational motivation, and idealized influence. Transformational leaders are often challenging the status quo, encouraging creativity and innovativeness. Here medical practitioners will be able to explore new ways and opportunities in the medical field. They also offer support because they believe in supporting constructive relationships embedded in the visions and missions. Transformational leaders also serve as role models because of their trust and respect from their juniors. Therefore, a transformative leader will embrace diversity based on its positiveness towards a team, especially the healthcare workforce. 

           Besides offering healthcare services, healthcare facilities are a massive business that earns profit and trust, and confidence from their clients. Diversity will improve employee morale that will induce a progressive workforce that will create stiff competition in a healthcare environment. Because of the diverse cultures, they would have diverse experiences, which brings about a competitive advantage (Cooke et al., 2019). Patients all overwork towards receiving better services, which is only feasible by diversifying the workforce because of communication, problem-solving, and working in a safe and happy environment. Conversely, it increases innovative ideas because of the myriad skills associated with diversity, hence significantly improving healthcare systems.  

           To sum, diversity brings about different perspectives, a new breath towards healthcare which is a key driver for better healthcare services. Patients will trust the medical health facility; healthcare providers will learn new experiences and increase their body of knowledge regarding the medical field because of diversity. Embracing diversity, therefore, allows better and constructive relationships between health workers and patients, which is important in the path to healing. Transformational leadership encourages trust, credibility, and diversity, which brings about friendship which will motivate employees greatly. Transformational leadership espouses visionary, inspiration, and thoughtful personalities to consider diversity because they strive beyond expectations which is only feasible by incorporating diversity and inclusion. It is also important to note that inclusion is important, cardinal, in the whole concept of diversity.


Cooke, D. T., Olive, J., Godoy, L., Preventza, O., Mathisen, D. J., & Prager, R. L. (2019). The importance of a diverse specialty: introducing the STS Workforce on Diversity and Inclusion. The Annals of thoracic surgery108(4), 1000-1005.

Galli, B. J. (2019). A shared leadership approach to transformational leadership theory: Analysis of research methods and philosophies. In Scholarly Ethics and Publishing: Breakthroughs in Research and Practice (pp. 751-790). IGI Global. 

Ogbolu, Y., Scrandis, D. A., & Fitzpatrick, G. (2018). Barriers and facilitators of care for diverse patients: Nurse leader perspectives and nurse manager implications. Journal of nursing management26(1), 3-10. 

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017, December). Importance of leadership style towards quality of care measures in healthcare settings: a systematic review. In Healthcare (Vol. 5, No. 4, p. 73). Multidisciplinary Digital Publishing Institute. 

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