A Diversity Audit in Mental Health Setting
TABLE OF CONTENTS
EXECUTIVE SUMMARY Page 3
INTRODUCTION Page 4, 5
BACKGROUND Page 5, 6
LITERATURE REVIEW Page 6, 7, 8, 9
BENEFITS OF MANAGING DIVERSITY Page 9, 10
PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11
RESEARCH QUESTIONS Page 11, ...view middle of the document...
Possible explanations for this are discussed. Managerial
implications stemming from this study are; Leaders who recognize and understand employee
preferences based on ethnicity and gender will be better prepared to encourage a diverse
workforce to work together towards a common goal.
Diversity management can be a benefit to Serenity Behavioral Health System employees and
organizations; receptivity to diversity is thought to be a prerequisite of diversity management;
Hiring the right staff, focusing on team skills, diversity training, conducting audits and leadership
support are important elements of a diversity management strategy. Similar studies should be
conducted to confirm the results of this study, and to find ways to improve diversity management
approaches and methods in mental healthcare organization.
There has been a movement by many Serenity Behavioral Health System organizations for
example, Mental Health Facilities over the last two decades to place more emphasis on valuing
employee differences, and developing diversity management initiatives policies and programs
that benefit all employees regardless of differences for a common goal. The benefits of a diverse
workforce are the topic of discussion in many organizations in a variety of Serenity Behavioral
Health System Facilities. At the same time, organizations are faced with understanding the
importance of valuing differences and instituting effective diversity management initiatives as
counter measures to protect themselves from such negative consequences as lawsuits, loss of
competitive advantage and diminished legitimacy in the eyes of the customers they serve.
The increase in females and racial minority entrants in the work force, along with employers
concerns about motivating and obtaining satisfactory levels of performance from a diverse group
of employees, has created an urgency to understand and recognize the value of differences (Soni,
2000). Although literature on diversity has increased, few Mental healthcare management
articles have published original research on the subject of racial and ethnic diversity
(Dreachslin, Jimpson, Sprainer & Evans, 2001).
The extant literature suggests mixed corporate attitudes toward the philosophy of valuing
differences. Historically, several organizations have implemented a variety of initiatives for
effectively utilizing and managing the current and projected diverse work force, but there are still
some that have shown less interest in diversity issues. For example, the Avon Corporation
implemented awareness training at all levels of the organization. It formed a multicultural
participation council, which included the Chief Executive Officer other high-ranking officials of
Avon as well as minority employees. On the other hand, a survey of 1,406 U.S. organizations by