NHS FPX 5004 Assessment 3 Diversity Project Kickoff Presentation

Capella Sample Papers

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NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2

Applying Research Skills

NHS FPX 4000 Assessment 3

Applying Ethical Principles

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Analyzing a Current Health Care Problem or Issue

NHS FPX 4010:
Leading People, Processes, and Organizations in Interprofessional Practice

NURS FPX 4010 Assessment 1

Collaboration and Leadership Reflection Video

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Interview and Interdisciplinary Issue Identification

NURS FPX 4010 Assessment 2

Interview and Interdisciplinary Issue Identification

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Stakeholder Presentation

NHS FPX 4020:
Improving Quality of Care and Patient Safety

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Enhancing Quality and Safety

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Root-Cause Analysis and Safety Improvement Plan

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Improvement Plan In-Service Presentation

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Improvement Plan Tool Kit

NHS FPX 4030:
Making Evidence-Based Decisions

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Locating Credible Databases and Research

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Determining the Credibility of Evidence and Resources

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PICO(T) Questions and an Evidence-Based Approach

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Remote Collaboration and Evidence-Based Care

NHS FPX 4040:
Managing Health Information and Technology

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Nursing Informatics in Health Care

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Protected Health Information (PHI): Privacy, Security….

NURS FPX 4040 Assessment 3

Evidence-Based Proposal and Annotated Bibliography….

NURS FPX 4040 Assessment 4

Informatics and Nursing-Sensitive Quality Indicators

NHS FPX 4050:
Coordinating Patient-Centered Care

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Preliminary Care Coordination Plan

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Ethical and Policy Factors in Care Coordination

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Care Coordination Presentation to Colleagues

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Final Care Coordination Plan

NHS FPX 4060:
Practicing in the Community to Improve Population Health

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Health Promotion Plan

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Community Resources

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Disaster Recovery Plan

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Health Promotion Plan Presentation

NHS FPX 4090:
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Assessing the Problem: Quality, Safety….

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Assessing the Problem: Technology….

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Patient, Family, or Population Health Problem Solution

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Intervention Presentation and Capstone Video Reflection

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NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

NHS FPX 4000:
Developing a Health Care Perspective

NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills
NHS FPX 4000 Assessment 2
Applying Research Skills

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Courses

NHS FPX 5004 Assessment 3

[Student Name]

Capella University

Professor’s Name

August 2025

NHS FPX 5004 Assessment 3: Diversity Project Kickoff Presentation

Slide 1:

Title Page

Hi. I hope everyone is doing well.

Slide 2:

Presentation Plan

We’re gathering today to discuss the diversity initiative in NHS FPX 5004 Assessment 3. The diversity project’s requirements will be evaluated, and its goals will be established. The members of the group, their responsibilities, and the committee’s overarching goal will all be covered. The growth of interprofessional collaboration as well as the traits and advantages of an inclusive and multicultural workplace will be covered today in diversity project kickoff presentation. I will encourage everyone to participate in the implementation kickoff presentation.

Slide 3:

Necessity for Diversity Plan

When we consider variety in NHS FPX 5004 Assessment 3, we typically consider a person’s background. We frequently forget that diversity encompasses a person’s gender as well, gender identity, and social status. The diversity of the workforce has increased. To be competitive and avoid falling behind, our organization must endeavor to increase its diversity. We accomplish this by training our current employees and incorporating people with diverse

backgrounds into our medical team. The diversity program in NHS FPX 5004 Assessment 3, seeks to increase employee involvement and foster relationships with community members through programs that support variety and inclusion. Evaluating a patient’s culture and beliefs can improve treatment outcomes by increasing patient satisfaction and compliance. This will assist in creating basic guidelines for interactions between community members and staff in project kickoff presentation.

Slide 4:

Aims of the Diversity Plan

In addition to promoting diversity and community trust in NHS FPX 5004 Assessment 3, we are also improving cultural competency as well as care quality and creating training that will promote and illustrate input from peer’s processes. These are the objectives of the project. People in the community believe that their medical habits, attitudes, and opinions are not being recognized. Following the establishment and resolution of these goals, we take community feedback into consideration. More culturally competent procedures will increase hospital ratings, hospital referrals, and ratings of client satisfaction in medical professional communications. Cultural competency can be as simple as enquiring about a patient being a he/she or they. Social capability can also prevent misunderstandings by acknowledging the existence of cultural differences and honor them. We will create an atmosphere where feedback and experiences are communicated openly, honestly and relevantly.

Slide 5:

Arrangement of the Staff Diversity Group

An office variety group will be formed to talk the enduring problem of variety in NHS FPX 5004 Assessment 3. The committee will be made up of three teams: the medical team, which will offer information on the committee’s activities, the office staff, and a community representative. According to McLaney et al. (2022), Management, interaction, solving problems, making choices, teamwork, and knowledge of ethics are all necessary for the team. The board members who represent the top executives, managers of departments, and project coordinators who will make the final choices will also be included in the administrative staff. These professionals will give recommendations based on the information gained through clinical and external means. It will be the individual in the community who will be related to the group will be attracted in the locality. That chosen person will be the one with strong connections with the public and will be able to access data and views of the community. It will be a person who has experience with diversity and can provide recommendations of how to incorporate it in the work place. The clinical team is able to monitor the relationship among the external members; the health consultants and the information gathered in NHS FPX 5004 Assessment 3. Since the clinical staff will be in close proximity to the patients, they will be able to hear their worries and relay them to the team, making them an excellent source of inside information.

The selection of committee members will be based on their prior qualifications, history, and experience in this kickoff presentation. Women will make up 55% of the membership. 80 % of the committee will include people of different racial origins, such as Haitians, Asian Americans, African Americans, and Latin Americans. The committee will not share results on how members express their gender as it would be a breach of their privacy. The committee will be made up of people of different ages. The number of people between the ages of 25 and under

will be approximately 35% of the team, the number of individuals in the range of 26 and 65 years will be 65% and the number of individuals in the range of 65 and above will be 5%.

Slide 6:

Role of the Committee

The committee hopes to work with experts from a variety of disciplines. Each member of the team will design and carry out diversity agendas and exercise, identify extents for employee improvement, and validate how staff input will be collected. Create and oversee hiring campaigns to increase the diversity of the staff and keep posted the employment procedure to better align with this new objective. Improve communication about thoughts and feedback in an honest, open, and transparent manner. Make sure that committee members are very competent in culture. Transmit knowledge and information to all staff and administration (Conway-Klaassen and Maness, 2017). With that said, it might appear to be a considerable sum. We intend to meet twice a day at the Medical Center. Afterwards we will switch to weekly. These are in-person meetings, although we may use Teams when there is need.

Slide 7:

Emerging Interprofessional Teamwork

Interprofessional collaboration would be necessary for a medical center that is inclusive and varied as emphasized in NHS FPX 5004 Assessment 3. Successful interprofessional collaboration requires the establishment of efficient communication channels and/or the provision of helpful criticism. By doing this, the obstacles to the effective flow of accurate information will be lessened. Staff members can discuss their experiences more easily if they communicate. Sharing this knowledge will assist medical professionals in managing the similar

problem by offering practical suggestions on how to treat it. Increased satisfaction among patients could result from this. The committee will conduct trainings, workshops, and conversations to improve team cohesion, celebrate cultural variety, and participate in ice breaker activities in order to improve team building. These collaborative activities improve casual conversation, which cultivates trust in the capacity of others as highlighted in NHS FPX 5004 Assessment 3. Respect, a nurturing atmosphere, the exchange of skills and knowledge, and cooperative decision-making are all encouraged under collaborative leadership. The partnership will help reduce diversity gaps, establish a culture of inclusivity and cultural diversity, come to an agreement on objectives, and establish daily, weekly, and monthly objectives.

Slide 8:

Features of a Diverse and Inclusive Work

There are numerous characteristics of a varied and comprehensive office. One crucial aspect of a diverse and inclusive work place is that there will be a diversity of people, such as customers and employees, within the company. Teamwork enhances networking and makes the communication more efficient. The clear communication of all goals is another crucial component of a varied and inclusive organization. This encourages all members to be on the same page, adhere to the diversity and inclusion values, and demonstrate tolerance and accepting of differences. Organization commitment and job performance are determined to a large extent by employee perceptions of inclusion (Downey et al., 2015, p. 37). Inclusion creates a feeling of comfort and trust in people. Adding the aspect of inclusion can be the key to the workers feeling valued and achieving better outcomes in their health, as well as increased patient satisfaction. Various ideas, views, and cultures are also incorporated in innovation and continuous team building. Diversity provides a continuous learning opportunity as the work environment

encourages team building, discussion, sensitization training, etc. Training is done at regular intervals and brainstorming meetings are arranged that will improve the skills of people in the workforce as highlighted in NHS FPX 5004 Assessment 3.

Slide 9:

Assistances of a Diverse and Inclusive Office

There are numerous benefits and aspects of having a diverse workplace. In addition to improving patient satisfaction and relationships between patients and clinicians, it offers comprehensive services to patients in the community. It bridges the divide in health care delivery by increasing the availability of healthcare. The clinic personnel and the management must be heterogeneous. The other benefit is that the staff and the patients feel that they are part of them and that they are important. The practice of health care is unequal. However, when we can alleviate such inequalities by taking action to make workplaces more inclusive and diverse, we can do more.

Slide 10:

Examples

Diversity and inclusivity objectives, which aim to address the needs of the working hospitals, are shown above. The following strategies have caused every hospital to move towards a more diverse staff. This fact makes them highly receptive to patients with a variety of backgrounds.

Slide 11:

Conclusion

After expressing my gratitude to everyone, I’d want to invite any queries or recommendations you may have.

Slide 12:

References

American Hospital Association, (2015) Diversity in health care: Examples from the field.https://www.aha.org/system/files/2018-01/eoc_case_studies.pdf

Ballantyne K, Porter KR, Bogdanovski K, Lessans S, Pasarica M. Cultural sensitivity and learning about healthcare equity for the underserved: Experiential learning in a student-run free clinic. Med Sci Educ. 2021;31(2):381-385. Published 2021 Feb doi:10.1007/s40670021- 01235-9

Conway-Klaassen, J. & Maness, L. (2017). Critical conversations: Cultural awareness, sensitivity and competency. Clinical Laboratory Science, 30 (1), 34-37.doi: 10.29074/ascls.30.1.34

Downey, S. N., van der Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45 (1), 35–44. https://doi.org/10.1111/jasp.12273

McLaney, E., Morassaei, S., Hughes, L., Davies, R., Campbell, M., & Di Prospero, L. (2022). A framework for interprofessional team collaboration in a hospital setting: Advancing team competencies and behaviors. Healthcare Management Forum,35(2), 112–117. https://doi.org/10.1177/08404704211063584