Inclusion and Diversity Scorecard | 2022

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