Inclusion and Diversity Update FY-22 Outcomes
Inclusion & Diversity (I&D) Team Pamela Ridgeway Chief Diversity Officer & Vice President of Talent
Erica Sadler Inclusion and Diversity Specialist Special Partnerships
Matthew Sene Inclusion and Diversity Data Analyst
Natalie Torres Director of Inclusion and Diversity
Aliesha Emerson Inclusion & Diversity Senior Education Consultant
Cassandre Milard Inclusion and Diversity Instructional Designer
Strategic I&D Roadmap Two perspectives:
Workforce
Workplace
WORKFORCE WORKPLACE
#1
Increase number of minorities/people of color in Director and above positions.
#2
Achieve growth in hiring of individuals who identify as having a disability.
#3
Achieve growth in the hiring of underrepresented minorities, as defined by Association of American Medical Colleges, into attending physician roles.
#4
Review and revise, if required, all HR policies impacting caregivers.
#5
Ensure education is inclusive of all caregivers – opportunity and content.
#6
Mentorship – Allow all caregivers to access learning from others within the organization to increase organizational and career knowledge.
WORKFORCE
Our Goal
Director and Above Data
THRESHOLD
10%
TARGET
July 1, 2020 | Total 258
217
15%
41
STRETCH
25%
June 30, 2021 | Total 267
226
White
41
POC
June 30, 2022 | Total 318
263
55
WORKFORCE GOAL #1
Increase Number of Minorities/People of Color in Director and Above Positions by the following percentages by the end of fiscal yea2 2023.
*Data pulled from Workday on 9/16/2022
WORKFORCE
Our Goal
DiverseABILITIES
THRESHOLD
2%
TARGET
July 1, 2020 | Total 12,202
11,969 11,969
5%
233
233
STRETCH
10%
June 30, 2021 | Total 11,844
11,629 11,629
215
Without DiverseABILITIES
215
With DiverseABILITIES *Data reflects total workforce by period as of 6/30/2022.
June 30, 2022 | Total 13,707
13,491 13,491
216
216
WORKFORCE GOAL #2
Achieve growth in hiring of individuals who identify as having a disability by the following percentages by the end of fiscal year 2023.
WORKFORCE
Our Goal
Physician Data
THRESHOLD
10%
TARGET
July 1, 2020 | Total 681
619
15%
62
STRETCH
25%
June 30, 2021 | Total 724
651
Other
73
URM Physicians *Data reflects total workforce by period as of 6/30/2022.
June 30, 2022 | Total 785
700
85
WORKFORCE GOAL #3
Achieve growth in the hiring of underrepresented minorities (URM), as defined by Association of American Medical Colleges, into attending physician roles.
**Data pulled from Workday on 9/24/2021.
URM Activities • Visiting Clerkship Stipend Program $13,500 in FY 22 | $18,000 in FY 23
• URM 2nd Look • Tri-state consortium Postponed
• Family Medicine Candidate Ranking • Medical Conferences SNMA Region 8, LMSA, AMEC
Policy Review/Revisions • Diversity Management Policy • Workplace Place Violence Signage • Home health - Nondiscriminatory policy • ERG Communication Policy
WORKPLACE GOAL #1
Review and revise, if required, all HR policies impacting caregivers.
Education
• Inclusive Education for Hiring Managers – Cecil • Leadership DNA Cohorts: 1 &2 • Leadership Consults • Pride Flags – Added sites
WORKPLACE GOAL #2
Ensure education is inclusive of all caregivers – opportunity and content.
Mentoring • Leadership DNA • HBCU Scholarship Program
WORKPLACE GOAL #3
Mentorship – Allow all caregivers to access learning from others within the organization to increase organizational and career knowledge.
Programming/Special Events FY2022 Q1
Q2
Q3
Q4
MILESTONE
MILESTONE
MILESTONE
MILESTONE
• Unconscious Bias in
• Celebra! A Celebration
• Cecil I&D Strategy • ERG Week
• Diversity Week • Montel Williams • Eid-Al-Fitr • HBCU Healthcare
Hiring | Cecil
• Exploring
Generational Trauma
• Resident Social
of Hispanic Heritage & Hope
• Inclusion & Wellness with Many Montana
• Voices of Inclusion
with Senator Sarah McBride
• Transgender Day of Remembrance
Scholarship Program
• Pride Flag Raising • Juneteenth – a History and Holiday
• POC and URM Social
I ACT ON PLEDGE
2,135 Caregivers have taken the pledge by the end of FY 22!
2,386 total as of 8/11/2022
A 120%
increase from the 971 pledges in FY 2021
On Monday, May 3rd, 2021 – Caregivers were first invited to take the I ACT ON pledge for Caregivers. This is a personal pledge to help drive inclusive behavior in everyday life. Caregivers are invited to demonstrate their desire to act by virtually signing and committing your support in making our workplace more inclusive for all.
Take the Pledge Here!
Diversity Communication SharePoint Site
Snapshot
Easy access to Inclusion and Diversity programs, special events, ERGs and more.
PLEASE PROVIDE A SCREENSHOT OF SITE
I&D SharePoint Site
Join an Employee Resource Group
Microsoft Teams ERGs MS Teams pages offer a sense of community. Make connections and become a member or ally of an ERG. Join an Employee Resource Group
Snapshot of Inclusion and Diversity happenings and cultural observances posted monthly on ERG MS Teams pages.
PLEASE PROVIDE A SCREENSHOT OF SITE
Caregiver Connect The new Caregiver Connect platform allows the Office of Inclusion and Diversity to communicate initiatives with all Caregivers. Caregiver Connect
Employee Resource Groups (ERGs) Over 1,395 Caregivers Engaged
CLICK HERE to learn more about Employee Resource Groups or scan the QR code NEW
ERG Highlights | Data
ERG Behavioral Interviews
Director and Above
Selected ERG members have been trained to conduct interviews with provider candidates
11% of ERG members are people leaders in Director and Above roles
Percentage Growth
ERG Top Membership
ERGs grew by 47%; 950 in FY 2021 compared to 1,395 In FY 2022;
9 of our 11 ERGs top membership is based out of the Avenue North location
CLICK HERE to learn more about Employee Resource Groups or scan the QR code
National Recognition Awards
Our CSR & Diversity Award 1st Place
Allyship
Workforce Goals FY23 Priorities
Workforce
Workplace
Goal #1
WORKFORCE
FY23 Priorities
Increase number of minorities/people of color in Director and above positions.
1. Develop a retention strategy for current and new persons of color in leadership roles.
THRESHOLD
10% TARGET
15% STRETCH
25%
2. Expand Leadership DNA offerings to aspiring leaders of color and underrepresented minorities in medicine who aspire to be a physician leader to build a pipeline of diverse talent. 3. Strengthen partnerships with associations and organizations committed to working with diverse talent as a pipeline for employment opportunities. 4. Enhance our organizational inclusion and diversity goals and metrics to increase accountability for FY 24 and beyond.
Goal #2
WORKFORCE
FY23 Priorities
Achieve growth in hiring of individuals who identify as having a disability.
1. Provide education to increase self identification for caregivers with disabilities to attract talent with shared identity. THRESHOLD
2%
TARGET
5%
STRETCH
10%
2. Continue organizational assessment and identify business areas and opportunities for those with a disability to serve at ChristianaCare. 3. Continue to expand special partnerships with organizations committed to working with individuals with diverse abilities as a talent pipeline for employment. 4. Enhance our organizational inclusion and diversity goals and metrics to increase accountability for FY 24 and beyond.
Goal #3
WORKFORCE
Achieve growth in the hiring of underrepresented minorities, as defined by Association of American Medical Colleges, into attending physician roles.
THRESHOLD
10% TARGET
15% STRETCH
25%
FY23 Priorities 1. Partner with the Harrington Fund and expand the existing visiting clerkship stipend program 2. Grow the Employee Resource Group behavioral interviewing program 3. Enhance our organizational inclusion and diversity goals and metrics to increase accountability for FY 24 and beyond.
Workplace Goals FY23 Priorities
Workforce
Workplace
WORKPLACE
FY23 Priorities Goal #1 Review and revise, if required, all HR policies impacting caregivers.
1. Formalize a policy review process including HR stakeholders (ERGs, employee relations, general counsel, etc.) 2. Continue to utilize ERGs in distribution policy changes to frontline caregivers who do not readily have access to computers/email 3. Assess policies impacting caregivers with disabilities 4. Support growth of supply chain diversity program to increase annual diversity spend 5. Enhance our organizational inclusion and diversity goals and metrics to increase accountability for FY 24 and beyond.
WORKPLACE
FY23 Priorities 1.
Goal #2 Ensure education is inclusive of all caregivers – opportunity and content.
Ensure consistent messaging and alignment to aspirations that address current organizational I&D needs within existing and all new programming.
2. Partner with iLEAD in order to develop a stand-alone Inclusive Leadership content/program that will align with current Leadership Development courses. 3. Partner with Nursing Education to embed Inclusion & Diversity content within both New Nurse Orientation as well as our Nurse Residency Programs. 4. Procure Inclusion & Diversity Learning Space offerings and actively promote this content that will be available to all Caregivers. 5. Connect Inclusion & Diversity content to all Value & Behaviors applying the concepts to all Caregivers. 6. Continuously partner with the Health Equity team to ensure alignment of content within all program development and offerings. 7. Enhance our organizational inclusion and diversity goals and metrics to increase accountability for FY 24 and beyond.
Goal #3 Mentorship – Allow all caregivers to access learning from others within the organization to increase organizational and career knowledge.
WORKPLACE
FY23 Priorities 1. Continue to partner with iLead to support ongoing localized mentoring programs for caregivers and leaders through education 2. Continue to expand mentorship opportunities for diversity focused programs such as Leadership DNA 3. Enhance our organizational inclusion and diversity goals and metrics to increase accountability for FY 24 and beyond.
“I need to work for an organization that believes in equity. One that is unapologetic about being inclusive and embracing differences, regardless of what those differences are.” Natalie Torres Director of Inclusion & Diversity
Inclusion@christianacare.org