Managing a Multicultural Workforce in Healthcare

Organizational Diversity Audit

This organizational audit can assist administrators in health care organizations to identify areas in managing a culturally diverse workforce that can be improved upon. For each question, please record your yes or no answer on a separate sheet of paper, to reflect upon at the end of the audit.

Overall System Standards and Quality Monitoring

1. My organization recognizes and celebrates differences.

2. My organization has a formal diversity plan that is goal oriented and supported by the leadership team.

3. The physicians, nurses and therapeutic staff at my organization comprise a multicultural workforce that reflects the multicultural population served by my organization.

4. My organization is committed to recruiting a diverse professional and non- professional staff.

5. The process for providing feedback on my organization’s diversity plan includes input and participation from all staff.

6. My organizations’ policies demonstrate its commitment to multicultural healthcare.

7. Opportunities are in place and are publicized for all staff to actively participate in evaluating outcomes of my organization’s diversity plan.

8. My organizations’ policies demonstrate its commitment to multicultural healthcare and staffing

9. My organizations’ allocation of resources demonstrate its commitment to multicultural healthcare and staffing

10. My organization provides diversity training to all staff to improve their skills in managing diversity 

Work interpersonal environment  

11. My organization’s work environment is supportive of employee success

12. Mentors and preceptors are available to all staff, professional and non- professional.

13. All staff have access to a good library.

14. My organization fosters an environment of inclusion.

15. Diversity is respected and valued in my organization.

16. Staff are encouraged to participate in developing diversity goals.

17. My organization regularly elicits staff perceptions of discrimination, bias and prejudice, unfairness and obstacles to career advancement.

Clinical Practice and Implementation  

18. A specialized orientation plan is used for new staff who have English as a second language.

19. All new hires attend an orientation that includes a class on mutual respect.

20. Staff are regularly encouraged and thanked for their work by line or clinical management.

21. Patient satisfaction is regularly evaluated and compared among all racial and ethnic groups served.

22. My organization includes a transcultural patient care committee that provides up- to-date resources for the care of multicultural patients.

There is no set score for your responses. But if you frequently answered "no" to many of these statements, your organization may not necessarily demonstrate practices that promote a culturally diverse and culturally competent working environment that supports a diverse workforce. Your responses to this audit can be used to initiate the development, updating or evaluation of your organization’s diversity plan.


Ali, S. & Collier, B. (2001). Strength through diversity. Nursing Times, 97 (18). 25-26.

American College of Emergency Physicians (2002). Workforce diversity in healthcare settings. Annals of emergency medicine, 40. 552.

Frusti, D., Niesen, K. & Campion, J. (2003). Creating a culturally competent organization. Journal of Nursing Administration, 33. 31-37.

Mateo, M. & Smith, S. (2001). Workforce diversity: Challneges and strategies. Journal of Multicultural Nursing & Health, 7. p. 8-12.

Swanson, J. (2004). Diversity: Creating an environment of inclusiveness. Journal of NursingAadministration, 28. p.207-211.

Tracey, B. (April, 2003 ) How will nursing services react to the diversity of staffing? . St. Vincents & Mater health systems monograph. Paper delivered at the St. George Hospital Seminar for Aspiring Nurse Managers and Leaders.

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College of Nursing and Allied Health
University of St. Francis