Is Your Organization Ready? Navigating the Path to a Diverse and Inclusive Workforce

It's a moral imperative. It's good for business. However, my poll on diverse leadership in healthcare closed this week, and over 70% of the respondents said, "Girl Bye," my organization does not reflect the communities we serve.

It is ridiculous that in the year of our Lord 2024, we are still discussing why diversity in the healthcare field is necessary. But since we must, let me drop 2️⃣. Then, tell us in the comments other reasons why diversity is essential.

1. A diverse workforce readies organizations to provide various services for an ever-changing population. For example, if you do not have a language services program, then you are not ready to provide services to the millions of people in the US who have Limited English Proficiency.
2. It is good for business. According to a McKinsey & Company analysis, companies with the greatest gender diversity in executive leadership were 25% more likely to have better profitability than those with the lowest diversity.

But you all knew this already. That is why you are here.

So, let's jump into NCQA Health Equity Accreditation standard one, Organizational Readiness. This standard has two elements: focusing on building a diverse workforce and promoting DEI to your workforce.

It is the first standard because advancing health equity begins with a diverse workforce understanding healthcare disparities and their role in closing those gaps. Let's check the statistics.

• It is maddening that one study found that Black, Hispanic, and Native Americans are underrepresented in the 10 professions analyzed.
• It is infuriating that one study found that LEP patients spent more time scheduling an appointment (even with interpreters) than those who speak English as a first language.
• It is unacceptable that most of the people of color working in healthcare are in entry-level roles

We have got to do better, people, because by the year 2043, the US demographics will shift. That is a fact! Organizations providing services to the community must reflect that community.

This is the point of NCQA's first standard. It's time to Get Ready. Enough talk lets jump in.

Standard One Element A, Building a Diverse Workforce

This element focuses on what some would call traditional "DEI" in the workforce. It ensures an organization has recruiting, hiring, and retention policies supporting building a diverse workforce. Additionally, the organization must identify and address at least one opportunity.

How do I know if I am doing it right, Dr. Butler? Ask your employees if they identify with the person in this video; you might gain some really good insights.

Now, on to the second element, promoting DEI among the staff. This standard only requires you to

1. Provide training that educates on "culturally and linguistically appropriate practices, reducing bias or promoting inclusion."
2. Track the completion rate of employees.

But if you are tempted just to implement a one-time Microaggressions Training that is delivered by lecture or click through eLearning. STOP RIGHT NOW. You are missing the point.

I'm a stickler for this part of the standard because of my background in Learning Development. Here are a few quick tips to do just a little bit better

• Consider rolling out microlearnings. Microlearnings are just in time short, engaging training in various forms. This type of training works for various learning types, and it is easy to digest.
• Make it interactive and focus on skill building. The number one piece of feedback I have heard about microaggressions training is the lack of practice on what to do when you are in a situation of experience or being the one doing the microaggressions.
• Lastly, start with your executive leadership, then work through the organization. Some might not agree with this, but what angers me the most is when companies require training for everyone but the leadership when it's the leadership who has the problem. But I digress.....

This is enough to get you started. You will need to start giving me a penny for my thoughts. 😂

Before I go, it wouldn't be me if I didn't share some resources because there is no need to reinvent the wheel. There are smarter people than us who have worked to develop solutions. Let's replicate and iterate.

Check them out below, and when you are done, share this newsletter with another healthcare professional. It will take all of us to get our Organizations Read to reflect the communities we serve.

Resource List

UC Davis Health - AIM program

UCSF Children's Hospital DEI Action Plan and Resources

The Case For Diversity in the Healthcare Workforce - Health Affairs article

D&I Training in Healthcare: What the Evidence Suggest