Journal of Diversity Management – Second Quarter 2008 Volume 3, Number 2 1 Calling For Diversity In Health Care Executive Suites And Evaluation Of Effects On Efficiency Using Data Envelopment Analysis Jocelyn L. Steward, University of Alabama at Birmingham Philip F. Musa, University of Alabama at Birmingham Geoff Willis, University of Central Oklahoma Shahid Ali, Rockhurst College ABSTRACT Adequate diversity in the leadership of health care organizations is a problem that potentially affects overall performance. In this paper, we propose the application of data envelopment analysis (DEA) and strategic human information systems to determine how diversity affects the efficiency, stability, and long-term viability of health care organizations at the organization level. Data envelopment analysis could also be applied within a given health care organization to examine how the organization’s diversity make-up in its various departments affects relative efficiencies across the departments. After presenting a brief introduction of DEA, we provide examples of inputs and outputs used in a proposed DEA analysis. We also propose the use of strategic information systems in health care organizations in developing countries at both organization and departmental levels. We suggest that both developed and developing countries would benefit from using these tools as they seek to control costs and improve health care systems. Key Words: Diversity, health care organizations, data envelopment analysis, efficiency, developing countries, sub- Saharan Africa INTRODUCTION he United States of America is home to individuals from diverse racial and ethnic backgrounds. Between 1980 and 2000, the country‟s population grew vastly differently for the different ethnic and racial populations in the United States. While the Caucasian population grew by nine percent, African-American, Native American, Hispanic, and Asian Pacific-Islander population grew by 28%, 55%, 122%, and 190% respectively (U.S. Census Bureau, 2001). The U.S. Census predicts that by 2030, four out of every ten Americans will be identifiable as a member of a racial or ethnic minority group (Dreaschslin, 2007). These population changes are also found in the workforce. The population explosions in developing countries are even higher. Whether or not an organization is actively planning to handle changes in a diverse workforce, trends indicate that it is an issue that needs to be addressed sooner or later. Diversity not only entails employing different faces to fulfill quotas, but requires the arduous task of creating an environment where all employees are able to reach their career goals; it also calls for creating an environment of honesty, mutual support, and trust. Diversity is not just about doing the right thing but is considered a display of ethical behavior (Guillory, 2004). Although there are various social and theoretical ideologies concerning the need for diversity, an organization needs to understand how the composition of its workforce impacts the organization‟s strategic goals. T