I attached my outline(needs work) and attached one the teacher says I need mine to look like. Can you help? I have all the answers on my outline but its not formatted right, you can add more.Running head: PRESENTATION OUTLINE
February 20, 2020
Unit 6 Assignment 1
Presentation Outline
1
PRESENTATION OUTLINE
Section 1:
How I found her: National Diversity Council Florida Division
Interviewed with:
-Anonymous, Karen, admissions team, inclusion and diversity specialist,
-director of community outreach
-African Americans, Hispanic and Jewish communities)
-Masters of Education in counseling psychology from Howard University
-Organization recognized need of “D&I” and “equitable health systems”
-Set goals / passion for goals
– Can be related to Dillon, B., & Bourke, leadership traits
-She showed commitment by aligning her personal values with meeting these
organizational goals that got her this position.
Business management skills:
-Insight, collaboration
-organized, strategize
-active listening
-Change management, data analysis
-organizational cultural development
-conflict resolution, communication
-Understanding your own bias
Can be related to Dillon, & Bourke, leadership traits
-Hidden bias
-She has a sense of fair play
role and responsibilities of Div. & Inc. prof.
-Identifies access barriers and works to remove them
-collaborates with community partners
-provide opportunities to underserved communities
-actively learn about other cultures and local communities
-Team and personality management
-Building positive environments
-Lifelong learning
-Public speaking, exemplary presentation skills,
-Strategic plan writing
Example of these skills: self assessments, meeting with employees, gathering and reviewing
local data, involving employees in idea creating and planning, create community
gatherings/events, praising employees.
Section 2:
Evaluate the organization’s level of cultural competence.
2
PRESENTATION OUTLINE
-HIGH
-Part of National Diversity council
-New how to respond to my questions
-Her passion / she is in charge
-She has to learn and teach about historical treatment of minority groups
-The skills she listed – MASTERY
-Karen teaches about bias, microaggression, and equality vs. equity
-Overcome challenges of getting diverse groups to interact successfully
-Works to build a valued culture
-Successful: Onboarding, consistent diversity training, recognition program
Refers to Dillon, B., & Bourke, J. (2016) chapter on Leadership traits
-Creating safe spaces
-diversity (easy) / inclusion (takes work)
Discuss the person’s answers to your questions:
-Did an amazing job / valuable information
-She understands and can communicate her role in great detail
-Good indication of well-built culture and high cultural competency
-I thought it was interesting – Surveys were her best go to for information
-Challenges to D & I: creating safe spaces, promoting bravery through conflict management,
funding
-Relates to Simms, J., & Fried, B. J. (2018). Diversity in the Workplace.
PHSYCHOLOGICAL SAFETY
-Diversity/ Inclusion challenge in Florida:
-Depends on your sector of healthcare
-Diversity simply happens
-Inclusion challenge always exist because addressing them in INTENTIONAL
-Met by: education, data, listening, and best practices
-Hispanics are unrepresented
-What to look for in success is dependent on what your goals and intended outcomes are
Advice she would give to a D & I an aspiring professional:
-Personal bias and preconception will be major barriers
-don’t let barriers stop you (persistence)
-coalition building
-Listen without being judgmental
-The field is dynamic and not static
-Assume you know nothing and constantly learn
-always ask questions
3
PRESENTATION OUTLINE
-communities/people/religion/and racial groups are not monolithic
Section 3:
-Data analysis
-Culture surveys (value of survey’s)
-Engagement surveys (Employees and community)
-employee and hiring data including statutes
-Give you benchmarking, better understanding, set goals
-Referring to Maynard’s chapter about the legal and ethical environment
-Learned about law regarding health care and employee
-Organizational Cultural competency / Team Management
-Robust onboarding, ongoing professional improvement and training,
-Employee recognition programs
-Giving positive feedback, be responsive to their needs
-Acknowledge their strengths, build them up
-Offer career improvement
-Karen – Helps employees feel happy, bring their all, gives pride, improve bottom line,
and business
This is referring to chapter by Bernard Healey
-Climate (attitude of workers, how they are essential to successful patient outcomes)
-Culture building – leaders activities create work climates
-Building culture of excellence – empowerment, rewards for success
-Training = Shared values
-Change Management
-Helps to keep employees invested, less push back
-improves the entire process of change
-Conflict Resolution
-Goes along with HAPPY and safe culture
-resolves anger / resentment
-Keeps the piece
-Not all are ok with culture
-It takes communications skills!
Her mention of both conflict resolution & communication
referring to chapter by Bernard Healey
-Communication = highly reliable organization
-Creates Shared values
4
PRESENTATION OUTLINE
5
References
Dillon, B., & Bourke, J. (2016). The six signature traits of inclusive leadership: Thriving in a
diverse world [PDF]. Boston, MA: Deloitte University Press
Healey, B. J. (2017). The process of culture development in healthcare organizations. In B. J.
Healey, Principles of healthcare leadership (pp. 125–139). Chicago, IL: Health Administration
Press.
Maynard, D. (2018). The legal and ethical environment. In B. J. Fried & M. D. Fottler,
Fundamentals of human resources in healthcare (2nd ed., pp. 51–85). Chicago, IL: Health
Administration Press.
Simms, J., & Fried, B. J. (2018). Diversity and inclusion in the workplace. In B. J. Fried & M. D.
Fottler, Fundamentals of human resources in healthcare (2nd ed., pp. 296–307). Chicago, IL:
Health Administration Press.

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