Page 45 - ASCO Cultural Competency Toolkit

PRACTICE MANAGEMENT: INCLUSIVE STRATEGIES IN THE WORKPLACE
Cultural competency, or the ability to communicate with and engage with people across cultures, shows up in numerous ways in the workplace: not only in diversity, equity, and inclusion initiatives, mission statements, and written policies, strategic plans, and talent management, but also in day to day interactions, including during conversations and in meetings (Trenerry, Paradies 2012
Dreachslin 2017, Center for Substance Abuse Treatment (US), 2014). As demographics change in the United States, businesses can utilize a diverse talent pool better and be inclusive of historically excluded minorities, which can better reflect the needs of the community and ultimately improve health disparities of the underserved. Additionally, it is to the advantage of any organization to consider diversity in their workforce makeup, as research has shown that companies with greater racial and gender diversity are associated with
A common perception of cultural competency and diversity in the workplace is that it is the responsibility of the Human Resources Department to handle recruiting, hiring, policy writing, etc., for an organization. However, each individual in an organization (i.e., students, faculty, staff, and all employees) can have a great impact on diversity and culture in the workplace, and so the importance of individuals’ roles within the organization is discussed (Olzmann 2020). Many of these principles can be applied to various practice settings, such as academia, community health centers, hospitals, and private practices. Furthermore, many of these principles can also be used by faculty to ensure their course syllabus, course creation, teaching practices, and evaluations are inclusive and equitable.
There are some best practices and resources for increasing representation in the profession, including principles associated with inclusive talent management, which can help ensure the optometric industry is diverse and reflective of the patient populations we serve. Cultural competency as it pertains to these four pillars of talent management listed here are described below:
1. Recruitment and onboarding.
2. Team development, learning, and retention.
3. Performance and compensation management, evaluation, and promotion.
4. Succession planning and leadership development.
market share, and greater relative profits (Jayne M, Dipboye R, 2004).
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increased sales revenue, more customers, greater
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