Importance of Diversity in Healthcare Workforce

 
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Aaron Lee, MSHRM, MBA
Human Resources Administrator
Department of Medicine/Basic Sciences Shared Services
 
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:
Experience disparities in healthcare
Receive lower quality of healthcare
Face more barriers in accessing care
Experience higher rates of preventable hospitalizations
 
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:
Increased access for minority and underserved populations
Improved patient satisfaction
Enhanced cultural competence and sensitivity within the
healthcare workforce
 
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:
Companies with more diverse executive boards perform
better than less diverse boards, per a McKinsey study that
examined the performance of 180 publicly traded
companies
A Tufts University study noted that having a more diverse
group of people within a team/group resulted in better
problem solving
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The document/description used to attract
potential applicants … “the bait”
The first opportunity you have as the hiring
leader/organization to make a positive
impression on a potential candidate
One of the most overlooked aspects of an
effective recruitment process, particularly
when diverse candidates are being sought
out
 
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D
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:
Use only the standard job description (job
duties, minimum qualifications, etc.)
Mention very little, if anything, about
diversity within our department/division or
our commitment to diversity
 
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:
Make our commitment to diversity clear
within the job description
Departmental, divisional, or team diversity
statement?
Information about the diverse population
that this role will be serving?
Include additional, preferred qualifications
Experience working with underrepresented
or underserved populations?
 
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The process used to get our job posting in
front of potential applicants … “the spot”
Extremely important but often overlooked
 
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:
Post the position on the Emory Recruitment
site and wait for applicants to come to us
Network with individuals who are similar to
us at conferences/events
Reach out to our current contacts to
determine if they, or anyone they know,
might be interested
 
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D
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:
Advertise with professional organizations
that have diverse membership
Attend job fairs or networking events
sponsored by universities/institutions that
primarily serve underrepresented
populations
Network and seek referrals outside of your
current contact list
 
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The process used to (a) gather information
about potential candidates to aid in future
evaluation and (b) communicate the benefits
of the open position to candidates … “the
net”
An area where a number of major flaws can
inadvertently occur
 
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:
Give little thought to the composition of the
interview team
Fail to assess the candidate’s interest in or
ability to work within a diverse population
Take on a “buyer’s” mentality
 
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:
Assemble a diverse group of interviewers
who are committed to the success of your
DEI initiatives
Proactively communicate commitment to
diversity during the interview and ask
diversity-related questions to ALL applicants
Embrace your role as both a ‘buyer’ and a
‘seller’
 
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The process used to (a) determine whether
interviewed candidates have a high
probability of being successful in the role
and (b) select candidates for employment
offers
 
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:
Introduce bias into the candidate
assessment by prioritizing “fit with the
team”
Ignore DEI altogether
 
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:
Acknowledge the value that a different
perspective could bring to the team
Actively combat similar-to-me bias and other
unconscious biases that could impact
decision-making
Discuss DEI as an area of emphasis
 
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Make our commitment to
diversity clear within the
job description
Include additional,
preferred qualifications
 
Advertise with
professional
organizations that have
diverse membership
Attend networking
events sponsored by
institutions that primarily
serve underrepresented
populations
Network outside of your
current contact list
 
Assemble a diverse group
of interviewers who are
committed to the success
of your DEI initiatives
Proactively communicate
commitment to diversity
during the interview and
ask diversity-related
questions to ALL
applicants
Embrace your role as
both a ‘buyer’ and a
‘seller’
 
Acknowledge the value
that a different
perspective could bring
to the team
Actively combat similar-
to-me bias and other
unconscious biases that
could impact decision-
making
Discuss DEI as an area of
emphasis
 
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:
Regularly auditing salaries and other related
offerings to ensure equity
Take care to base compensation decisions on
objective measures
 
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B
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:
Creating a climate that is welcoming to
diverse populations
Addressing reports of harassment,
discrimination, etc. effectively and efficiently
 
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B
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:
Providing formal and informal mentorship
opportunities
Promoting diversity in work groups/teams
 
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:
Recognizing the unique contributions of your
employees in the way(s) that they appreciate
Offer/support career growth opportunities
 
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B
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:
Encouraging risk-taking and supporting
employees’ desire to chart their own career
course
 
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Q
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Aaron Lee, MSHRM, MBA
Human Resources Administrator
Department of Medicine/Basic Sciences Shared Services
Slide Note

Good afternoon everyone and thank you for joining this session on Recruiting and Retaining a Diverse Workforce. My name is Aaron Lee and I am the Human Resources Administrator for the Department of Medicine as well as the Basic Sciences HR Shared Services Center here within the School of Medicine. I think the subject matter that we will be covering today if very important and my hope is that you will leave here with some practical tips and advice about how to attract and retain diverse employees to work within your various work team.

Before we dive in, I want to go over a few quick housekeeping items. As is typical for these Zoom-style presentations, I ask that you all put your devices on mute so that we do not have any unwanted background noise or interruptions during the presentation. Of course, my goal is for this to be an interactive session, so there will be times where I ask you to use the chat function of Zoom to provide feedback or to unmute yourselves so that you can ask questions or participate in discussion. I’m sure that you all have attended a number of Zoom meetings given our current focus on social distancing, but please do alert me if you have any questions or if you have any trouble with the system.

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The importance of recruiting and retaining a diverse workforce in healthcare is highlighted through the benefits it brings, such as improved patient outcomes for diverse populations and enhanced cultural competence. Diversity helps address disparities in healthcare experienced by racial and ethnic minorities, leading to increased access for underserved populations and higher patient satisfaction. Emphasizing diversity in healthcare teams ultimately enhances the overall quality of care provided.


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  1. Recruiting & Retaining a Diverse Workforce Recruiting & Retaining a Diverse Workforce Aaron Lee, MSHRM, MBA Human Resources Administrator Department of Medicine/Basic Sciences Shared Services

  2. presentation presentation agenda agenda recruitment recruitment strategies strategies the importance of a the importance of a diverse workforce diverse workforce

  3. presentation presentation agenda agenda retention retention strategies strategies Q&A Q&A

  4. the importance of a the importance of a diverse workforce diverse workforce Why do you think that it s important to have Why do you think that it s important to have diversity within your work teams? diversity within your work teams?

  5. the importance of a the importance of a diverse workforce diverse workforce According to the National Healthcare Disparities Report, racial and According to the National Healthcare Disparities Report, racial and ethnic minorities are more likely to: ethnic minorities are more likely to: Experience disparities in healthcare Receive lower quality of healthcare Face more barriers in accessing care Experience higher rates of preventable hospitalizations

  6. the importance of a the importance of a diverse workforce diverse workforce Increased diversity among the healthcare workforce is associated Increased diversity among the healthcare workforce is associated with: with: Increased access for minority and underserved populations Improved patient satisfaction Enhanced cultural competence and sensitivity within the healthcare workforce

  7. the importance of a the importance of a diverse workforce diverse workforce In essence, increased diversity within the healthcare workforce In essence, increased diversity within the healthcare workforce improves the patient experience and the health outcomes for the improves the patient experience and the health outcomes for the diverse populations that are being served. diverse populations that are being served.

  8. the importance of a the importance of a diverse workforce diverse workforce Additional research findings regarding workplace diversity: Additional research findings regarding workplace diversity: Companies with more diverse executive boards perform better than less diverse boards, per a McKinsey study that examined the performance of 180 publicly traded companies A Tufts University study noted that having a more diverse group of people within a team/group resulted in better problem solving

  9. recruitment recruitment strategies strategies Job Job Interview Assessment Description Advertisement

  10. recruitment recruitment strategies strategies The document/description used to attract potential applicants the bait The first opportunity you have as the hiring leader/organization to make a positive impression on a potential candidate One of the most overlooked aspects of an effective recruitment process, particularly when diverse candidates are being sought out Job Description

  11. recruitment recruitment strategies strategies What We What We Typically Use only the standard job description (job duties, minimum qualifications, etc.) Mention very little, if anything, about diversity within our department/division or our commitment to diversity Typically Do: Do: Job Description

  12. recruitment recruitment strategies strategies What We What We SHOULD Make our commitment to diversity clear within the job description Departmental, divisional, or team diversity statement? Information about the diverse population that this role will be serving? Include additional, preferred qualifications Experience working with underrepresented or underserved populations? SHOULD Do: Do: Job Description

  13. recruitment recruitment strategies strategies The process used to get our job posting in front of potential applicants the spot Extremely important but often overlooked Job Advertisement

  14. recruitment recruitment strategies strategies What We What We Typically Post the position on the Emory Recruitment site and wait for applicants to come to us Network with individuals who are similar to us at conferences/events Reach out to our current contacts to determine if they, or anyone they know, might be interested Typically Do: Do: Job Advertisement

  15. recruitment recruitment strategies strategies What We What We SHOULD Advertise with professional organizations that have diverse membership Attend job fairs or networking events sponsored by universities/institutions that primarily serve underrepresented populations Network and seek referrals outside of your current contact list SHOULD Do: Do: Job Advertisement

  16. recruitment recruitment strategies strategies The process used to (a) gather information about potential candidates to aid in future evaluation and (b) communicate the benefits of the open position to candidates the net An area where a number of major flaws can inadvertently occur Interview

  17. recruitment recruitment strategies strategies What We What We Typically Give little thought to the composition of the interview team Fail to assess the candidate s interest in or ability to work within a diverse population Take on a buyer s mentality Typically Do: Do: Interview

  18. recruitment recruitment strategies strategies What We What We SHOULD Assemble a diverse group of interviewers who are committed to the success of your DEI initiatives Proactively communicate commitment to diversity during the interview and ask diversity-related questions to ALL applicants Embrace your role as both a buyer and a seller SHOULD Do: Do: Interview

  19. recruitment recruitment strategies strategies The process used to (a) determine whether interviewed candidates have a high probability of being successful in the role and (b) select candidates for employment offers Assessment

  20. recruitment recruitment strategies strategies What We What We Typically Introduce bias into the candidate assessment by prioritizing fit with the team Ignore DEI altogether Typically Do: Do: Assessment

  21. recruitment recruitment strategies strategies What We What We SHOULD Acknowledge the value that a different perspective could bring to the team Actively combat similar-to-me bias and other unconscious biases that could impact decision-making Discuss DEI as an area of emphasis SHOULD Do: Do: Assessment

  22. recruitment recruitment strategies strategies Job Job Interview Assessment Description Advertisement Make our commitment to diversity clear within the job description Include additional, preferred qualifications Advertise with professional organizations that have diverse membership Attend networking events sponsored by institutions that primarily serve underrepresented populations Network outside of your current contact list Assemble a diverse group of interviewers who are committed to the success of your DEI initiatives Proactively communicate commitment to diversity during the interview and ask diversity-related questions to ALL applicants Embrace your role as both a buyer and a seller Acknowledge the value that a different perspective could bring to the team Actively combat similar- to-me bias and other unconscious biases that could impact decision- making Discuss DEI as an area of emphasis

  23. the importance of a the importance of a diverse workforce diverse workforce Which area Which area job description development, job job description development, job advertisement, interviewing, or candidate advertisement, interviewing, or candidate assessment assessment do you feel is the biggest area of do you feel is the biggest area of improvement for your future recruitments? improvement for your future recruitments?

  24. retention retention strategies strategies

  25. retention retention strategies strategies Physiological = Basic Needs Being Met Physiological = Basic Needs Being Met Compensation/Benefits Compensation/Benefits

  26. retention retention strategies strategies Meet This Need By: Meet This Need By: Regularly auditing salaries and other related offerings to ensure equity Take care to base compensation decisions on objective measures

  27. retention retention strategies strategies Safety Need = Need for Security Safety Need = Need for Security Work Environment Work Environment

  28. retention retention strategies strategies Meet This Need By: Meet This Need By: Creating a climate that is welcoming to diverse populations Addressing reports of harassment, discrimination, etc. effectively and efficiently

  29. retention retention strategies strategies Love/Belonging = Need for Acceptance Love/Belonging = Need for Acceptance Inclusion/Relationships Inclusion/Relationships

  30. retention retention strategies strategies Meet This Need By: Meet This Need By: Providing formal and informal mentorship opportunities Promoting diversity in work groups/teams

  31. retention retention strategies strategies Esteem = Need for Respect Esteem = Need for Respect Recognition/Advancement Recognition/Advancement

  32. retention retention strategies strategies Meet This Need By: Meet This Need By: Recognizing the unique contributions of your employees in the way(s) that they appreciate Offer/support career growth opportunities

  33. retention retention strategies strategies Self Self- -Actualization = Need for Self Actualization = Need for Self- -Direction Direction Development / Support Development / Support

  34. retention retention strategies strategies Meet This Need By: Meet This Need By: Encouraging risk-taking and supporting employees desire to chart their own career course

  35. retention retention strategies strategies In order to retain the diverse group of high In order to retain the diverse group of high- -performing employees, employers must meet their basic needs via competitive and equitable employers must meet their basic needs via competitive and equitable salaries and benefits, cultivate and maintain an environment of respect salaries and benefits, cultivate and maintain an environment of respect and courtesy, create opportunities for meaningful relationships to be and courtesy, create opportunities for meaningful relationships to be developed, exhibit respect for their contributions through recognition and developed, exhibit respect for their contributions through recognition and advancement, and allow them the opportunity to direct their own career advancement, and allow them the opportunity to direct their own career paths via development and professional support. paths via development and professional support. performing employees,

  36. Q&A Q&A ? ?

  37. Recruiting & Retaining a Diverse Workforce Recruiting & Retaining a Diverse Workforce Aaron Lee, MSHRM, MBA Human Resources Administrator Department of Medicine/Basic Sciences Shared Services

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