Inclusion & Diversity Strategic Plan

Inclusion & Diversity Strategic Plan F Y 2 02 1 — FY2 02 3

ChristianaCare Diversity Demographic Delaware

Whole Organization

White

61.7%

62.8%

Black/African American

23.2%

24%

Hispanic/Latino

9.6%

5.2%

Asian

4.1%

5%

Native Hawaiian/ Other Pacific Islander

0.1%

0.7%

Two or More Races

2.7%

1.5%

American Indian or Alaska Native

0.7%

0.3%

1 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

ChristianaCare Diversity Demographic Whole Organization

Supervisor

Manager

Director

63% 37%

WHITE

77% 23%

WHITE

76%

WHITE

POC

24%

POC

84% 16%

79% 21%

FEMALE

80% 20%

FEMALE

58% 42%

FEMALE

67% 33%

FEMALE

POC

MALE

MALE

WHITE

MALE

POC

MALE

Vice President

Senior Vice President

Executive Cabinet

Board of Directors

83% 17%

WHITE

84% 16%

WHITE

91% 9%

WHITE

80% 20%

WHITE

63% 37%

FEMALE

45% 55%

FEMALE

45% 55%

FEMALE

42% 58%

FEMALE

POC

MALE

POC

MALE

POC

MALE

POC

MALE

P OC = P EOP LE O F CO LO R BREAKDOWN Whole Organization

Supervisor

Manager

Director

Vice President

Senior Vice President

Executive Cabinet

Board of Directors

White

63%

77%

76%

84%

83%

84%

91%

80%

Black/African American

24%

17%

15%

8%

13%

12%

0%

15%

Hispanic/Latino

5%

3%

4%

3%

2%

0%

0%

5%

Asian

5%

1%

4%

4%

2%

4%

9%

0%

Native Hawaiian/ Other Pacific Islander

1%

1%

0%

1%

0%

0%

0%

0%

Two or More Races

2%

1%

1%

0%

0%

0%

0%

0%

Race/Ethnicity

Disabled

2 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

2%

Military Veteran

1%

Strategic I&D Roadmap Two perspectives:

WO RKFO RCE

3 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

WO RK P L AC E

WO R KFORCE

Increase ethnic/racial diversity at different levels within ChristianaCare by the end of fiscal year 2023.

Goal #1: Increase Number of Minorities/People of Color in Director and Above Positions by the end of fiscal year 2023.

Threshold: 10%

Target: 15%

Stretch: 25%

FY21 Priorities: Develop and execute a leadership development program for minorities/people of color for future and/or expanded leadership positions.

Require all executive search firms to present at least 1 minority/person of color candidate before any offer can be extended to fill the position.

Partner with each senior executive to review their ethnic/racial headcount report to identify opportunities for improvement and develop a plan.

4 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

WO R KFORCE

Increase the diverse abilities of those within ChristianaCare by the end of fiscal year 2023.

Goal #2: Achieve growth in hiring of individuals who identify as having a disability by the end of fiscal year 2023.

Threshold: 2%

Target: 5%

Stretch: 10%

FY21 Priorities: Do an organizational assessment to identify business areas with opportunities for those with disabilities (physical and/or cognitive) to contribute within our organization.

Develop and execute a partnership with The Division of Vocational Rehabilitation and at least one another partnership to identify talent to support our organizational opportunities.

Develop and execute a partnership with the Veterans Administration’s Wounded Warrior Project to identify employment opportunities with ChristianaCare.

5 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

WO R KFORCE

Increase number of underrepresented minorities in medicine – Physicians.

Underrepresented Physicians*

12%

Goal #3: Achieve growth in the hiring of underrepresented minorities, as defined by Association of American Medical Colleges, into attending physician roles by the end of fiscal year 2023.

Threshold: 10%

Target: 15%

Stretch: 25%

FY21 Priorities: Partner with iLEAD in identifying ways to increase the number of underrepresented minority resident hires as residents can be a great pipeline for physician hires.

Partner with local hospitals to develop and execute a consortium for underrepresented minorities in resident and attending physician roles in order to create a local community that impacts retention and recruitment efforts. in medicine means those racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the * “Underrepresented general population.” This currently includes those who identify as African Americans and/or Black, Hispanic/Latino, Native American (American Indians, Alaska Natives, and Native Hawaiians), Pacific Islander, and mainland Puerto Rican.

6 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

WO R KP LACE

Ensure equity in policy development, execution, and understanding for all caregivers.

Goal #1: Review and revise, if required, all HR policies impacting caregivers.

FY21 Priorities: Utilize employee resource groups in reviewing policies and distributing information to their members.

Identify policies required for annual education for all caregivers.

Partner with Supply Chain to establish and execute a supplier diversity program.

7 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

WO R KP LACE

Empower and educate all leaders and frontline caregivers ensuring inclusive access.

Goal #1: Ensure education is inclusive of all caregivers – opportunity and content.

FY21 Priorities: Review all mandatory education ensuring diversity is included in the curriculum.

Partner with iLEAD to identify educational opportunities for caregivers at all levels.

Partner with iLEAD and External Affairs to identify impactful ways to share educational opportunities with all caregivers at all levels.

8 | Inclusion & Diversity Strategic Plan FY2021 – FY2023

WO R KP LACE

Empower and educate all leaders and frontline caregivers ensuring inclusive access.

Goal #2: Mentorship – Allow all caregivers to access learning from others within the organization to increase organizational and career knowledge.

FY21 Priorities: Partner with iLEAD to assess the development and execution of a mentorship program.

Identify executive “champions” for an organization-wide mentorship program.

9 | Inclusion & Diversity Strategic Plan FY2021 – FY2023