Question

Read/ answer questions below:

Why a Focus on Diversity and Inclusion Is Vital to Health Care Companies

Corporate America is learning that our responsibilities to our stakeholders are multifaceted and interconnected. When we strive for a diverse and inclusive workplace, it benefits everyone — workforce, clients, shareholders, vendors, and communities local and global.

This may be most important in the health care industry, where the workforce needs to be both clinically adept and socially empathetic to serve their increasingly diverse communities.

Focusing on diversity and inclusion is absolutely necessary to access and engage the very best talent available. As everybody should know by now, a company’s workforce is the most critical ingredient in its ability to succeed.

We can’t possibly have the very best team unless we are tapping into the widest and deepest pool of workers available. If any group is not engaged or left out, excellent job candidates with unique experiences and opinions are lost. That means we must be deliberately inclusive to find, hire and retain the top quality workers.

As the leading health care staffing and workforce solutions company, AMN provides a wide variety of health care professionals to clients in all 50 states, from major urban medical centers to home health care companies to rural clinics, while also delivering complex and advanced services ranging from predictive analytics to mid-revenue cycle management. To provide the greatest support to health care organizations, so that they in turn can provide the highest quality patient care, we must have the very best team.

The health care industry we serve is very diverse. Among the overall workforce, 76 percent of people who work at hospitals are women and about 35 percent are black, Asian or Latino, according to the U.S. Bureau of Labor Statistics. The percentage of women in health care is higher than any other industry and our team should reflect the clients we serve.

External stakeholders, like vendors, partners and investors, are looking for value and performance, which are directly dependent on a company building the very best team possible. These stakeholders are also looking for companies that they can be proud of — companies that share their values. Many stakeholders today want to know a company’s diversity numbers up front, to ascertain both the company’s value and its values.

For our team members to do their very best work, they must be engaged. Many women, people of various races and ethnicities, and LGBTQ individuals have been excluded or undervalued in business for a long time.

Inclusion must be an action verb. Diversity and inclusion must be actively interwoven into the fabric of company culture so that all people feel like they belong in the workplace — and that they can succeed there. This effort has to start at the top. It can’t just be a few programs; it must be a fundamental part of the corporate framework.

To be able to track your progression it is important to establish the demographic metrics of your team and regularly check your numbers. Diversity and inclusion are not abstract concepts. They are quantifiable, and a company must keep track to know whether they are making progress.

AMN Healthcare has been striving for gender equality for decades, and more recently has been working harder on other areas of inclusion. In the spirit of transparency, here are the AMN numbers as of April 2018:

- 66 percent of our entire team companywide is women.

- 62 percent of our supervisors and senior managers are women.

- Our executive team includes women as CEO, general counsel, chief clinical officer, chief talent officer, and divisional or brand presidents.

- 34 percent of our entire team is nonwhite.

- Our team is 56 percent Millennials, 34 percent Generation X and 11 percent baby boomers.

We’re pretty proud of our gender diversity. But we know we can improve in other areas. And we need to enhance the culture and spirit of inclusion companywide. So here are some of the things we are doing:

- Talent acquisition strategy for diversity, including metrics on diverse candidate slates.

- Employee resource groups to support a variety of groups and to help the company become a better place for everybody to work.

- Diversity champions and committees.

- Companywide engagement survey that includes questions about diversity and inclusion.

- Unconscious bias training.

- Support for and membership in the Gender Equality Index and Human Rights Campaign Index.

- Increasing diversity among our suppliers.

- Promoting a commitment to diversity externally, particularly in the communities where our team members live.

Diversity and inclusion are the right thing for our team members, our communities and our country. And for our company value and performance. The growing commitment to diversity and inclusion in corporate America is making the workplace a better place.

Answer questions:

1. What key questions or problems does the author raise and why?

2. What information, data, or evidence does the author present to support the purpose of the article?

3. What key conclusion(s) is the author coming to?

4. How is/are the conclusion(s) justified?

Answer 1

The author is showing his concern about health care clinic, Healthcare is the most important industry, Healthcare industry has to be diverse and has talented staff on all the front as the stakeholders as the responsibilities towards them has increased and multifaceted, and the healthcare industry it a must to have empathetic and clinically well-versed staff to serve the diverse community, to achieve this goal they should select talented staff from workers to the top level Diversity is very important as it empowering people by respecting and appreciating what makes them different in terms of age gender ethnicity and religions etc. And that can be achieved unless the talented workers are included in the organization. As the stakeholders want themselves to be attached to the industry that shares their values and many stakeholders want to know the diversity of the company where they have a stake .it becomes very important to respect and fulfill the diversity criteria by engaging talented and diversified workforce on all the front.

,2. The author has submitted the data that the workforce in the health industry is very diversified it is having 76 percent of working force is of women, and about 3 percent are black, Asian or Latino, the percentage of women are higher in the healthcare industry according to the data provided by the Bureau of Labor Statistics US. The author is giving the evidence that this healthcare clinic is already diversified with women force having black and people from diverse culture are already a team in the workplace it should have champions and diversified and a better workplace, Diversity, and inclusion is the right thing for the industry and society.

3. The conclusion the author is giving is that stakeholders want to be attached to those companies that gives a better return and value their views; the diversity is the key factor like including color people, no gender bias and from various religion and race without discrimination.

The healthcare industry is directly responsible with the health of the people; the industry should include experienced and able people on all the fronts. Performance and better service are directly responsible to success. The percentage of white people is very less as per the statistic, as it did not distinguish between the female genders percentage between white and black.

4. The conclusion is justified in a manner that that t is giving equal opportunity to all citizens on a diversity basis, but what is the percentage of white overall is not very clear. The performance should be improved from the point of giving better service to human life than the interest of stakeholders.