Manpower management of nursing

1. By /MahmoudShaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. Out lines
 Definition of Diversity
 Definition of workforce diversity
 Definition of equity and equality
 Benefits of diversity in the workplace
 Biggest Diversity challenges in The Workplace
 How to Manage Diversity in a Workplace
 The Advantages & Disadvantages of Managing
Diversity
 Equal Employment Opportunity Responsibilities
 Role of nursing manager in dealing with diversity

3. Definition of Diversity
The variety of differences in people, including
their:
 cultural and language backgrounds
 religion
 values
 sexual orientation
 abilities
 educational background
 socio-economic status
 lifestyles
 gender

4. Workforce diversity
 Means similarities and differences
among employees in terms of age, cultural
background, physical abilities and disabilities, race,
religion, gender, and sexual orientation.
 Diversity makes the work force heterogeneous.

5. Equity and equality
Equality :
 Refers to everyone having the same rights and being
offered the same opportunities.
Equity:
 Involves ensuring individuals have what they need to
enact those rights

6. Benefits of diversity in the
workplace
1 : Variety of different perspectives:
 Diversity in the workplace ensures a variety of different
perspectives.
 Since diversity in the workplace means that employees
will have different characteristics and backgrounds, they
are also more likely to have a variety of different skills and
experiences.

7. 2: Increased creativity:
 Diversity in the workplace leads to increased creativity.
 People with different background tend to have
different experiences and thus different perspectives.
Exposure to a variety of different perspectives and
views leads to higher creativity.

8. 3: Higher innovation:
Diversity in the workplace leads to higher innovation
rate.
In a diverse workplace, employees are exposed to
multiple perspectives and worldviews.
When these various perspectives combine, they
often come together in novel ways, opening doors
to innovation.

9. 4: Faster problem-solving:
 Companies with higher workplace diversity solve
problems faster.
 Harvard Business Review found diverse teams are able
to solve problems faster than cognitively similar people.

10. 5: Better decision making:
 Workplace diversity leads to better decision making
results.
 When employees with different background and
perspectives come together, they come up with more
solutions, which leads to more informed and improved
decision-making process and results.

11. 6: Increased profits:
 Hospitals with greater workplace diversity achieve
greater profits.
 Hospitals with diverse workforce make better decisions
faster, which gives them a serious advantage over their
competitors.
 As a result, Hospitals with diversity in the workplace
achieve better business results and reap more profit.

12. 7: Higher employee engagement:
 Workplace diversity leads to higher employee
engagement.
 The link between workplace diversity and
employee engagement is pretty straightforward -
when employees feel included, they are more
engaged.

13. 8: Reduced employee turnover:
 Workplace diversity is beneficial for employee
retention.
 Diversity and inclusion in the workplace cause all
employees to feel accepted and valued.
 When employees feel accepted and valued, they are
also happier in their workplace and stay longer with a
Hospital.
 As a result, Hospitals with greater diversity in the
workplace have lower turnover rates.

14. 9: Better company reputation:
 Workplace diversity boosts the hospital’s reputation
and brand.
 Hospitals who are dedicated to building and
promoting diversity in the workplace are seen as good,
more human and socially responsible organizations.
 Workplace diversity also makes your Hospital look
more interesting.

15. 10: Improved hiring results:
 Workplace diversity leads to better hiring results.
 Diversity in the workplace boosts a company’s
employer brand and presents a company as a more
desirable place to work.
 Workplace diversity is an especially beneficial asset for
attracting top talent from diverse talent pools.

16. Biggest Diversity challenges in
The Workplace
 Acceptance and Respect:
A fundamental value that contributes to a
successfully diversified workplace is respect
among workers and employees.
 Accommodation of Beliefs.
 Ethnic and Cultural Differences.
 Gender Equality.
 Physical and Mental Disabilities.
 Generation Gaps.
 Language and Communication.

17. How to Manage Diversity in a
Workplace
Spot Problems and Overcome Them:
 If your entire staff is culturally and ethnically just like you,
figuring them out may be easy.
 If you have a variety of religious and cultural perspectives,
it takes work.
 You may find that your Muslim or Orthodox Jewish
employee can't eat anything in the cafeteria, or that your
new hire comes from a culture where showing up a half-
hour late is normal.

18. Treat People as Individuals:
 Never treat your staff as representatives of their
culture, nation or religion.
 Take the time to know your employees individually –
what they want from you, what their skills and
interests are, and how they work best in teams.
 Find ways for your staff to get to know one another,
too. Incorporate team-building exercises, for example.

19. Set Objective Standards
 One drawback to a diverse workplace is that it's easy for
workers to wonder if you're discriminating against them.
 To give them confidence in your decisions, make your
criteria objective.
 If all employment decisions and discipline follow
standardized rules, employees can trust that you're treating
them fairly.
 Provide them with your company policies in writing so they
know what's expected of them.

20. Communicate Clearly and Have Clear Policies:
 Having standardized policies is good, but they also
have to be clear.
 Make sure your written guidelines are unambiguous
and easy to understand.
 That helps employees see why one worker gets a plum
project but another gets the door.
 Talk to your staff regularly to confirm that you're being
as clear about your decisions and policies as you think
you are.

21. Accept Feedback from Employees:
 If working with a diverse crew is a new experience for
you, it's quite possible you'll make mistakes.
 If an employee tells you that you've crossed a cultural
taboo, listen to those concerns. Beyond that, it helps to
be open to suggestions.
 If hospitals holds a variety of cultural perspectives and
experiences, it's a shame not to take advantage of
them.

22. The Advantages & Disadvantages
of Managing Diversity
Advantages:-
 A diverse staff contributes to higher production of products
and services, and a variety of viewpoints and solutions.
 Ideas are generated on a global scale. Also, the hospital can
be perceived as a hospital that supports diversity.
 This looks good to other businesses that might feel the
same way and want to partner.
 It also looks good to future clients and customers and can
attract good workers.

23. Disadvantages:
 There can be a strong resistance to change.If a hospital has
been practicing in a certain way for years, people might not
be willing to implement new strategies.
 Also, with a staff that has various cultural backgrounds,
there is an increased chance for miscommunication.
 Hospital goals and objectives must be stated clearly, and
every staff member must understand.
 If some staff members think they are not treated equally,
they might resign, which can become expensive, as it is
costly to hire new employees.
 Tension can arise among staff members if they feel there are
no advancement opportunities.

24. What Are Your Equal Employment Opportunity
Responsibilities?

25. Make fair employment decisions:
 You should not make employment decisions based on race,
color, religion, sex, national origin, age, disability, or
genetic information.
 You should treat all your employees equally with regards to
these qualities.
 Equal treatment applies to all aspects of employment,
including hiring, promoting, and firing employees.

26. Grant reasonable accommodations:
 Employees can ask for reasonable accommodations for
medical or religious reasons.
 Reasonable accommodations are modifications that
you provide to employees so they can continue their
work.
 You must provide reasonable accommodations to
employees as long as they do not cause undue
hardship, meaning the accommodation would cause
you significant difficulty or expense.

27. Craft unbiased policies:
 When you create policies for your business, make sure
you don’t disproportionately exclude people with
particular characteristics.

28. Stop workplace harassment:
 Employees should not be harassed because of race,
color, religion, sex, national origin, age, disability, or
genetic information.
 Employees should also not be harassed if they have
complained about discrimination.
 The harasser can be a supervisor, a co-worker, or a
customer.

29.  Provide equal pay:
 Give employees who do the same work equal pay.
 Instead of personal characteristics, you should base
wage differences on factors of internal equity, such as
seniority, merit, quality of work, education, training,
and experience.

30. Respond to discrimination complaints:
 You should quickly respond to any discrimination
complaints you receive.
 As the boss, it is your job to prevent and stop
discrimination.

31. Keep employment records:
 Follow payroll record retention requirements per the
IRS.
 You should keep all personnel records according to
their instruction.

32. Role of nursing manager in dealing
with diversity
gender-diverse workforce:
 Having more gender diversity in a hospital is very
positive and not just for the hospital’s own benefit.
 The challenge for HR departments is to successfully
and strategically find and enroll more women in their
business.
 It could solve a real problem, breaking barriers of
gender discrimination in the workplace and promoting
equality within the hospital.

33. Equality between your workers is essential :
 It is important to not only review the salaries of your
employees, but also other professional aspects such as
career plans and promotions, ensuring that there are
equal opportunities for both men and women.
 Equality will undoubtedly be a motivational element
for employees, regardless of their gender, as having
clear objectives is a contributing factor in maintaining
employees’ interest levels

34. Strike a balance between work life and family life:
 Fostering harmony between work and family life is key to
attracting and retaining talent.
 It can contribute to the hospital culture, and to a positive
attitude and collaboration amongst employees.
 Another important point is not to make sweeping
generalizations about different genders, and instead to
consider the specifics on a case by case basis.
 Employees need to see that their family life is considered
and respected. They will appreciate this and it will likely
improve hospital loyalty in the long run.

35. HR must ensure gender equality in their hospital
 HR’s role is essential in managing and promoting
gender diversity within the business.
 They must ensure that the motivation and
commitment of their employees is strengthened,
which, in turn, strengthens the workforce overall and
benefits the entire hospital.