IndexI. Interventions to enhance diversityII. Supporting EvidenceConclusionDiversity is an important aspect of workforce management in any organization, including healthcare. Lack of adequate diversity among the workforce in a healthcare facility is one cause of declining patient volume. The leadership of this structure has an enormous responsibility to reverse the trend of decreasing diversity through initiatives such as the deliberate recruitment of health workers from minority groups, cultural activities, transfers and promotions, and by raising awareness through training and campaigns. Regarding the issue at hand, these initiatives were proposed to help reduce negative perceptions from the culturally diverse community in the satellite clinic neighborhood. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Diversity refers to deliberate efforts to ensure that the worker population is composed of sufficient diverse groups of people to reflect the overall composition of the entire society. It is an attribute that is often driven by the needs of the target customer base, as well as compliance with legal and industry best practices. Just like in all sectors of society, diversity is equally important in the healthcare sector in an exceptional way. A nation like America is made up of people of different origins, languages, sexual orientations, ages, religious beliefs, disabilities among other attributes. In order to transition the diversity inherent in society, it is imperative that healthcare administrators take deliberate efforts to ensure that positive actions are put in place to accommodate all groups. The importance of diversity in healthcare cannot be overstated. It is obvious that the demographics of the patient population are as diverse as the population of the country. A culturally and racially diverse healthcare workforce will respond easily to culturally sensitive patients, resulting in happier and healthier patients. Furthermore, a diverse healthcare workforce has been scientifically proven to be better at problem solving than less diverse counterparts (Cohen & Steinecke, 2006). This is informed by increased objectivity among highly diverse groups. This article focuses on the current challenge in a satellite healthcare facility located in a culturally diverse neighborhood. From the beginning, management has observed emerging trends in the patient population with great concern. Initially, the volume of patients attending the facility was high, but volumes subsequently decreased dramatically. It was noted that the dramatic decline in the volume of patients from culturally diverse communities was due to the perceived lack of diversity in the makeup of the staff who appeared not to represent the diversity in the neighborhood. A notable finding in the investigation into the lack of diversity in the workforce is the focus when recruiting the current workforce. The current team was recruited by focusing solely on skills and experience, with complete disregard for diversity. This is such a great concern that the current management intends to initiate programs to enhance diversity and make the facility attractive to the neighborhood community. Two solutions are described below that, if explored, will help the satellite achieve an acceptable level of neighbor diversity. It includes plans to recruit, employ and retain a workforcesufficiently diverse and conduct an awareness campaign among existing staff to improve their cultural awareness and sensitivity.I. Interventions to enhance diversityThe first intervention that will seek to reverse the current lack of diversity among employees is the hiring plan for new employees that reflects the surrounding population. It is believed that in the current structure some employees will have to be transferred to the hospital's parent site. This will create the much needed vacancy in the satellite clinic. The creation of these vacancies will be structured in such a strategic way as to offload an excess team. Furthermore, when preparing the list of transfers, the clinic management will take into account the distribution between the departments. In order to promote a high acceptance rate of transfer proposals to the parent facility, affected employees will be granted a 15% salary increase with a housing option at the new station because the parent facility has more vacant homes. Providing such an incentive will make the transition easy (Kearney & Gebert, 2009). Once these vacancies are created, the recruitment process will be mindful of the goal of improving diversity in the workforce. Therefore, when posting advertisements, candidates from certain groups in society will be encouraged to apply. For example, if management seeks to increase Hispanics in the nursing community, then the posting for the nurse position will have a line that says, "Applicants of Hispanic origin are encouraged to apply." This is just the foundation for building a diverse organization. workforce. Subsequent stages of the recruiting process, such as candidate selection, interviewing, and eventual hiring, will consider the ultimate goal of increasing diversity to reflect the community. It will be of great importance to ensure that the few employees currently who meet the diversity criteria should be retained at all costs. Therefore, by virtue of being associated with the different groups, they will receive additional practice allowance and more specialized training with a binding agreement upon completion of these programs. These initiatives will help retain diverse employees. The second solution proposed in response to the perception of a less diverse workforce is the plan for continuous professional development of employee skills through training and professional development courses. One of the suggested ways to help improve employees' professional development is through formal training in interpersonal and communication skills. This program recognizes that most medical professionals are not adequately trained in other skills outside the profession. Through this program, current employees will learn how to communicate with each other and with patients or their relatives without making customers feel like strangers and not belonging. In addition to this training program, the hospital management will launch a campaign aimed at increasing awareness of cultural diversity (Brown, 2004). The main goal of this campaign is to help the workforce appreciate the cultural diversity in America and especially in the vicinity of the healthcare facility. In addition to the formal sessions with the facility management, there will be a weekly program where some unique aspects of the communities residing in the areas will be adopted. Such aspects include clothing, food selection in the communal restaurant, and background thinking in the reception and general departments. Focusing on specific community attributes on a weekly basis will help a community appreciate the diversity of.