Weech-Maldonado Robert, Dreachslin Janice L, Dansky Kathryn H, De Souza Gita, Gatto Maria
Department of Health Policy and Administration, Pennsylvania State University, University Park, USA.
J Healthc Manag. 2002 Mar-Apr;47(2):111-24; discussion 124-6.
Major demographic trends are changing the face of America's labor pool, and healthcare managers increasingly face a scarcer and more diverse workforce. As a result, healthcare organizations (HCOs) must develop policies and practices aimed at recruiting, retaining, and managing a diverse workforce and must meet the demands of a more diverse patient population by providing culturally appropriate care and improving access to care for racial/ethnic minorities. Ultimately, the goal of managing diversity is to enhance workforce and customer satisfaction, to improve communication among members of the workforce, and to further improve organizational performance. Research on diversity management practices in HCOs is scarce, providing few guidelines for practitioners. This study attempted to close that gap. Results show that hospitals in Pennsylvania have been relatively inactive with employing diversity management practices, and equal employment requirements are the main driver of diversity management policy. The number and scope of diversity management practices used were not influenced by organizational or market characteristics. The results suggest that hospitals need to adopt diversity management practices for their workforces and need to pay particular attention to marketing and service planning activities that meet the needs of a diverse patient population.
主要的人口趋势正在改变美国劳动力的面貌，医疗保健管理人员越来越面临劳动力稀缺且更加多样化的情况。因此，医疗保健组织（HCOs）必须制定旨在招聘、留住和管理多样化劳动力的政策和做法，并且必须通过提供符合文化背景的护理并改善种族/族裔少数群体获得护理的机会，来满足更加多样化患者群体的需求。最终，管理多样性的目标是提高劳动力和客户满意度，改善劳动力成员之间的沟通，并进一步提高组织绩效。关于HCOs中多样性管理实践的研究很少，为从业者提供的指导方针也很少。本研究试图填补这一空白。结果表明，宾夕法尼亚州的医院在采用多样性管理实践方面相对不积极，平等就业要求是多样性管理政策的主要驱动力。所采用的多样性管理实践的数量和范围不受组织或市场特征的影响。结果表明，医院需要为其员工采用多样性管理实践，并且需要特别关注满足多样化患者群体需求的营销和服务规划活动。
