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• W4313706413 abstract "This paper evaluates workplace diversity management practices, constraints and opportunities in hospital workplaces. It draws insights from the changing socio-cultural diversity management landscape across the UK National Health Service (NHS) provider organisations, pinning down what NHS employees think and what managers are doing. The NHS embodies the shared commitment of the government and people in the UK to provide healthcare and other health-related support for those in need regardless of socio-demographic, economic and cultural differences. Yet detailed empirical analysis accounting for recent progress in creating an inclusive NHS work environment - where employees can readily participate in organisational decision-making and achieve their full potential - are sorely lacking. Similarly, it is unclear whether NHS diversity management practices and cultures support or counter workplace inequality, harassment, victimisation and discrimination. Data were collected through self-administered questionnaire surveys, email correspondences and phone interviews. Desk review enabled assessment of official NHS diversity policies and standards to ascertain their relevance in relation to the requirements espoused in the Public Sector Equality Duty of the UK Equality Act of 2010. Diversity management practices in the NHS cover (i) staff recruitment (ii) staff support, training, development and networking, (iii) staff performance rating and rewards, (iv) diversity auditing, and (v) support for work-life balance/flexible working. Results show that policies and standards expected to anchor NHS diversity management cultures do not always translate to beneficial management of employee diversity on the ground. Practical guidance on ways to monitor and evaluate diversity management practices is lacking. A diverse NHS workforce provides valuable skillsets, talents and abilities, but without effective monitoring and evaluation of diversity management practices, workplace discrimination could undermine employee cohesion and stifle organisational effectiveness over the long term. The paper advances an empirical case to buttress the importance of linking employee groups to equality and diversity heroes as a way to foster staff diversity management in multicultural hospital workplaces." @default.
• W4313706413 created "2023-01-08" @default.
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• W4313706413 date "2023-01-07" @default.
• W4313706413 modified "2023-09-23" @default.
• W4313706413 title "Socio-cultural diversity management in hospital workplaces: the case of the UK National Health Service" @default.
• W4313706413 doi "https://doi.org/10.31235/osf.io/ag6hy" @default.
• W4313706413 hasPublicationYear "2023" @default.
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