How does your organization measure the success of the system’s diversity and inclusion efforts? Do you look at the percentages of employees from ethnic groups? Do you look at your patient base and the communities you serve?
Today, diversity has many faces! The measure of success is determined by the health of the community the system serves. How prevalent are chronic diseases like hypertension, diabetes, obesity, asthma and more? Are the morality and morbidity rates associated with those conditions greater within minority populations.
Diversity is about more than the color of one’s skin. According to Mike Supple, executive vice president of B.E. Smith, consider the following:
- Racial/Ethnic including a plan to increase the ethnic, cultural and racial diversity of the senior leadership team
- Gender – although 80% of the healthcare workforce is female, women remain underrepresented in the boardroom and C-suite
- Generational – according to the Deloitte University Leadership Center for Inclusion, millennial see diversity in terms of demographics/equal opportunity; their older colleagues define diversity as a mix of experiences, identities and ideas
- Experiential – a diverse workforce comprised of professionals with different skills sets, including those without healthcare backgrounds, could add great value to an organization
- Cognitive – requires innovation and collaboration
As healthcare professionals, our goal is to make a difference. We entered the healthcare space to make a difference in the lives of others. “Others” is a global term, encompassing everyone, everywhere. Make diversity a part of your strategic plan; walk the talk and avoid symbolic team members. Be authentic in your approach! Yes, diversity has many faces; it is time to diversify!