As an advanced practice nurse, you will be in leadership roles responsible for implementing and sustaining evidence-based practice to ensure patient safety and quality health outcomes. Evidence-based practice (EBP) is vital to patient safety and healthcare quality.
Develop an 900- to 1,200-word paper for a strategic plan for implementing a specific EBP change to make your organization more diverse, equitable, and inclusive.
Include the following in your strategic plan:
- The EBP change you would implement in your future role to support diversity equity and inclusion (DEI),
- The EBP model that you would use and the rationale for using that EBP model,
- Leadership competencies that would be needed and why
- Resources that would be needed
- Interprofessional collaboration that would be needed
- The communication strategy that you would use
- Strategies to sustain the EBP change
- A means for measuring and evaluating organizational and culture change to support DEI
Developing a strategic plan for implementing an Evidence-Based Practice (EBP) change to foster diversity, equity, and inclusion (DEI) within an organization is crucial for ensuring patient safety, healthcare quality, and a supportive workplace environment.
EBP Change for Diversity, Equity, and Inclusion: The specific EBP change I would implement revolves around enhancing cultural competence in healthcare delivery. This would involve creating comprehensive training programs for healthcare staff focused on understanding diverse patient populations, cultural nuances in healthcare, and strategies for providing equitable care to all individuals, irrespective of their backgrounds.
EBP Model and Rationale: The Transcultural Nursing Theory, developed by Madeleine Leininger, would serve as the foundation for this EBP change. This model emphasizes understanding cultural differences to provide culturally congruent care. Its emphasis on cultural competence aligns perfectly with the goal of fostering diversity, equity, and inclusion in healthcare.
Leadership Competencies: Leadership competencies critical for this implementation include cultural intelligence, effective communication, adaptability, and a commitment to fostering an inclusive environment. Leaders need to model inclusive behaviors, promote cultural sensitivity, and drive the change process by advocating for DEI initiatives.
Resources Needed: Resources required would include funding for training programs, hiring cultural competency trainers, access to educational materials on diverse cultures, and technology for delivering training sessions. Additionally, investing in a diverse workforce and creating an inclusive environment would be crucial resources.
Interprofessional Collaboration: Collaboration between various healthcare disciplines is vital. Involving nurses, physicians, social workers, psychologists, and other professionals in the development and execution of these programs ensures a holistic approach to patient care that respects and integrates diverse perspectives.
Communication Strategy: A multi-faceted communication strategy would involve regular meetings, email updates, training sessions, and workshops. Additionally, fostering open dialogue through forums, town halls, and feedback channels would encourage staff to voice concerns and ideas regarding DEI initiatives.
Sustaining the EBP Change: To sustain this change, continuous education and reinforcement of cultural competence should be integrated into the organization’s ongoing professional development programs. Regular assessments, feedback mechanisms, and adjustments to training based on staff needs are essential for sustainability.
Measuring and Evaluating Organizational Change: Metrics for measuring success could include pre- and post-assessment scores on cultural competency, patient satisfaction surveys specifically targeting perceived cultural competence, diversity metrics within the workforce, and employee engagement surveys regarding inclusivity in the workplace.
By implementing this strategic plan focused on the Transcultural Nursing Theory, fostering leadership competencies, utilizing appropriate resources, promoting interprofessional collaboration, employing effective communication strategies, ensuring sustainability, and establishing measurable metrics, the organization can facilitate a positive shift toward a more diverse, equitable, and inclusive healthcare environment.