Inclusion and diversity are concepts that have been employed extensively in several situations, but they have only recently been included in the healthcare discourse. Thus, providing the best care possible to various patient populations is fundamental to achieving a conducive coexisting environment. As such, it is essential to have caregivers that reflect the diversity of all societies in terms of sexual orientation, race, immigrant status, gender, and socioeconomic position (Stanford, 2020). Accordingly, the lack of diversity and inclusion in nursing has been an unfavorable factor in the medical sector that has exacerbated the anxiety of underrepresented groups in gaining access to competent healthcare.
In order to be a nurse in an inner-city hospital, one must be able to cope with a varied patient group. The hospital administration is correct in stating that there must be sensitivity to alternative cultures, which includes TQI individuals. Therefore, one should teach their patients the significance of integration and tolerance and assist them in realizing that TQI people are similar to them in several ways. Thus, Hancock (2021) insinuates that this will aid their clients in seeing their similarities with TQI individuals and will greatly foster understanding and acceptance. For example, a practitioner can offer assistance to TQI individuals who may face prejudice or rejection from their families by encouraging them to express their opinions, providing them with a say in decision-making, and promoting their uniqueness. This will contribute to the creation of a more inclusive and welcoming atmosphere for all patients.
In the context of the ethical approach, it is prudent to be accommodating and welcoming approach for all patients, irrespective of their history or gender identification. Therefore, nurses must give care and assistance to all and sundry clients by instilling the spirit of autonomy and non-malefecence (Picketts et al., 2021). In this regard, the notions enlighten their patients on the significance of an all-inclusive environment and assist them in realizing that TQI people share similar commonalities; thus, it will underscore fostering acceptance and understanding. One might begin by empowering their patients with the significance of equity. For instance, numerous TQI individuals face the same hardships and obstacles as patients, and they ought to be handled with the same deference and care. Nurses may provide assistance to TQI individuals who may face prejudice or family exclusion. Doing so will contribute to the creation of a sense of optimistic illusions toward such patients.
In an effort to heal a substantial all-inclusive culture, greater community treatment is desired. Thence, practitioners should prioritize happiness and rapport while decreasing anxiety. People are hardwired to respond with dread and mistrust when their views are questioned, for instance (Florentine, 2019). Fear may be a great motivator, but it also drives individuals to limit their viewpoint, which is the reverse of what is intended for an inclusive workplace that elevates favorable advances. Hence, increasing the likelihood of constructive change by reframing problems through the prism of prospect and using the strength of common memories and narrative (Florentine, 2019). Therefore, one may concentrate on producing moments that sustain momentum. The caregiver should not just point out areas for development but also highlight and appreciate times of accomplishment.
In summary, diversity in healthcare refers to the presence of a diverse workforce where all patients are accorded proportionate care without prejudice. In this way, health providers should devise ways in which they mitigate the predicaments of the lack of an all-inclusive culture in the sector. Furthermore, enacting health practises such as autonomy and non-maleficence are crucial to addressing the shot in diversity. Finally, treating the community with a sense of compassion can help alleviate the undesired partiality menace.
Florentine, S. (2019). Diversity and inclusion: 8 best practices for changing your culture. CIO. Web.
Hancock, D. (2021). The NHS: a digital vision. Practice Management, 31(4), 22-26. Web.
Picketts, L., Warren, M. D., & Bohnert, C. (2021). Diversity and inclusion in simulation: addressing ethical and psychological safety concerns when working with simulated participants. BMJ Simulation and Technology Enhanced Learning, 7(6), 590–599. Web.
Stanford, F. C. (2020). The importance of diversity and inclusion in the healthcare workforce. Journal of the National Medical Association, 112(3), 247–249. Web.