HEAL

This report surveyed members of the National Association for Health Services Executives on their experiences working in health care, organizational priorities and strategies around DE&I, and opportunities in career advancement. The report recognized the need for policy change at the internal level as well as the federal and state policy level. Internally, connecting with communities and creating a strong internal strucutre were imperative.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Transforming on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Affirming on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Immersing on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Committing on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Exploring on the Equitable and Inclusive Organizational Policies continuum.

This is a comprehensive example of a Hospital's Action Plan providing recordings, handouts, and the plan itself. An action plan with a focus on DEI results in a an organization dedicated to the goals of fostering a more equitable workplace. A finalized action plan results in goals to move forward in practice, in one case committing to employee-led resource groups.

This article outlines the four phases of developing a DEI initiative in the workplace which is further broken down into 9 steps. It emphasizes the need for the organization and its leaders to track their goals and progress made by the diverse groups. In addition, the recommendations the group makes to senior leadership must also be tracked to track progress.

This toolkit focuses on ways to ensure employees are receiving access to career advancement opportunities. This ensures local hires grow in their work and there is a pathway to greater experience and support that will benefit the company and hospital as a whole through employee investment.

Each fall, the Institute for Diversity and Health Equity partners with various hospital and health systems across the country to provide an 18-20 week paid internship opportunity for academically strong, diverse individuals. This opportunity is aimed at students who have completed their health care oriented graduate degree within the last two years. The Fall Enrichment Program (FEP) offers an immersive on-site experience for those who want to become exceptional hospital administrators and health care leaders.

ACHI and the AHA Workforce Center hosted a webinar on how health systems can develop an inclusive, local hiring pipeline through creating more external community connections and internal career paths.

This toolkit provides checklists to assess the organization's diversity (inclusing leadership), workforce diversity, and patient care while providing action steps to move toward being a more diverse organization. The toolkit also provides case studies of various hospitals who took initatives toward becoming more diverse and their outcomes.