Understanding Diversity, Equity & Inclusion: A Comprehensive Report
This report delves into the significance of Diversity, Equity, and Inclusion (DEI) in the wake of events such as the killing of George Floyd. It highlights organizational reactions, including the development of DEI plans, and provides quick definitions of DEI concepts like diversity, equity, inclusion, and unconscious bias.
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2021 House of Delegates: Diversity, Equity & Inclusion Report James L. Cousin II, CPA, MBA CFO and Chief Diversity Officer
The Event That Changed Everything May 25, 2020, George Floyd killed, video went viral Event impacted all walks of life, demanding change Organizations published their concerns and began changing its corporate responsibilities
Organizations Published Reactions Many companies in the US responded in June, ranging in all sizes, all industries and all sectors. These are just a small few in healthcare that responded: ANA President Condemns Racism, Brutality and Senseless Violence Against Black Communities Jun 1, 2020 An Important Message From Greg A. Adams Chairman and CEO, Kaiser Foundation Health Plan, Inc. and Hospitals June 1, 2020 American Hospital Association, President and CEO Statement on George Floyd s Death and Unrest in America June 1, 2020 American College of Surgeons Call to Action on Racism as a Public Health Crisis: An Ethical Imperative From the American College of Surgeons Board of Regents and American College of Surgeons Committee on Ethics Online June 9, 2020 Johnson & Johnson CEO's Letter to the Company's 135,000 Global Employees About Recent Events in the U.S. J&J is committing $10 million to fighting racism and injustice in America June 3, 2020
AORN Responds On June 5, 2020, AORN submitted a courageous statement to the public expressing our thoughts on the injustices that have occurred in our country regarding people of color.
Words Are Not Enough, Action Must Occur A comprehensive DEI plan was developed and on July 9, 2020, the AORN Board of Directors approved the plan.
Quick Definitions of DEI 1. Diversity: Refers to the traits and characteristics that make people unique (not limited to race, color, ethnicity, nationality, religion, socioeconomic status, veteran status, education, marital status, language, age, gender, gender expression, gender identity, sexual orientation). 2. Equity: Seeks to ensure fair treatment, access, opportunity, and advancement for all while striving to identify and eliminate barriers that have prevented the full participation of some groups. 3. Inclusion: Builds a culture of belonging by actively inviting the contribution and participation of all people. 4. Unconscious Bias: Learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behavior.
How DEI Can Influence Perioperative Nursing Healthcare organizations and leaders have a growing responsibility to improve DEI efforts not only for their employees, but also to better serve patients and their families. DEI has been a recent focus for businesses and organizations, but none stand to make a greater impact than the healthcare industry, as it directly affects patient health outcomes and quality of life. Natalie Vaughn, www.relias.com/blog
Phases of DEI Plan Given enormous scope of DEI, along with the social injustices to people of color, limited resources to tackle all diverse communities, we structured the plan into three phases: People of color (Blacks, Latinos, AAPI, Indigenous People, etc.) Phase 1: Phase 2: LGBTQ+ community Phase 3: Gender (increase # of males) and Generations
Whats in the DEI Plan Board of Directors Patients Community Membership Staff & Leaders LGBTQ+ Advisory Group AORN Foundation
How AORN Addressed DEI 1. 2. 3. 4. 5. DEI Consultant: Hired Fall 2020 DEI Training: Staff, Board and Nominating Committee 2020 & 2021 Listening Sessions: Multiple times in 2020 and 2021 for staff Chief Diversity Officer: CFO appointed additional role in Dec. 2020 Seven DEI Teams Created: Q3 2020 Staff, Membership, Board, Community, Patient, Foundation and Q2 2021 LGBTQ A. Meet 1 2 / month B. Developed goals and objectives with outcomes each quarter
DEI Membership Other Key Accomplishments: 1. Added race on application. 2. Articles, education and seminars now include content on people of color. 3. Audited images on website, articles, which actively includes people of color in these areas. 4. Exploring partnerships with minority nursing organizations and male nursing organization. Key DEI Metrics Membership Diversity 26% 26% 15% People of Color Benchmark (HRSA 2020 Study) Jul-20 Jul-21
DEI Board of Directors Other Key Accomplishments: 1. Added race on nomination application. 2. Two board members presented webinar on the AORN s History of Diversity. 3. Board of Directors and the Nominating Committee received DEI training. 4. Created a DEI Board Committee (comprised of AORN board members). 5. Created a DEI Task Force Committee (comprised of AORN members). Key DEI Metrics Board Diversity 30.0% 25.0% 25.0% 16.7% 20.0% 15.0% 10.0% 5.8% 5.0% 0.0% People of Color Average 2011 - 2021 Jul-20 Jul-21
DEI Community Key Accomplishments: 1. Donated $10,000 to Denver non-profit (Denver Scholarship Foundation) creating one Black and one Latino scholarship for low-income college students majoring in nursing ($10,000 was matched by State of CO). 2. Raised food for 150 families of an elementary school in Denver in December 2020 that fed 600 underprivileged Latinos. 3. Donated 600+ boxes of backpacks/school supplies to two elementary schools in Orlando in August 2021 to underprivileged Latinos (worked with local AORN chapter member). 4. Goal is to scale #2 & #3 with our 200+ local chapters. Key DEI Metrics HQ s Community Involvement 14 3 0 2017 - 2019 Activity People of Color 2017 - 2019 People of Color 12/20 - 8/21
DEI Patients Goals: 1. Perioperative Education: Educate perioperative teams on the impact of health care disparities for the surgical patient. 2. Products and Services: Develop new and enhance existing AORN products to reflect principles of diversity, equity and inclusion. 3. Patient Experience: Improve the care, experience and outcomes of each patient as it relates to DEI by providing relevant information, education and resources to the perioperative team. Key Accomplishments: 1. 16 DEI related articles published in the Journal and Outpatient Surgery Magazine, including DEI issues. 2. Pfiedler created Unconscious Bias booklet. 3. DEI speakers at Expo and ORX conference. 4. DEI technical paper submitted in the Journal. 5. Created a Position Statement on Equitable Care (up for approval at the August 2021 House of Delegates).
DEI Foundation Key Accomplishments: 1. Began tracking diversity on scholarship applications. 2. 35% of scholarships awarded in 2020 represented people of color (compared to 26% of members are people of color). 3. Increased diversity on the Board of Trustees from 0% to 6.7%. 4. Created a named scholarship for people of color after AORN s only Black President, Barba Edwards. 5. Raised $17,775 for the Barba Edwards Scholarship. Goals: 1. Academic Scholarships: Awarding of scholarships representing the diversity of AORN s membership. 2. Board of Trustees: Increase people of color on the board.
DEI HQs Staff & Leadership Other Key Accomplishments: 1. Created Emerging Leader Program at HQ that develops future leaders (25% must be people of color). 2. Performed equity pay audit and adjusted pay of staff, including people of color and females. 3. When recruiting new positions, now promoting in various minority associations and publications. Key DEI Metrics: Headquarter s Diversity 22% 16% 15% 12% 10% 7% 0% HQ's Staff HQ's Leadership HQ's Nurses Benchmark (US Dept. of Labor) Jul-20 Jul-21
DEI LGBTQ+ Advisory Board Goals: 1. Create positive image (training, awareness, etc.) 2. Increase AORN s membership and customer purchases 3. Improve patient care for members in the LGBTQ+ community Key Accomplishments: 1. Launched May 2021. 2. Created staff team in June 2021. 3. Staff listening session on Pride Month in June 2021. 4. Working on plan for tactics and specific goals for the next 12 months.
Other DEI Accomplishments 1. Completed Colorado CEO Pledge, Listen, Learn and Lead with over 100 CO. CEOs. 2. Launched new DEI section on AORN s website. 3. Published letter to the public regarding hate crimes to the Asian community. 4. Incorporated DEI into AORN s core values. 5. Dr. Martin Luther King day now observed as a company holiday. 6. Race / ethnicity added to key areas including: AORN Membership Online Application, Willingness-to-Serve Form, and Guidelines Literature Searches.
Thank You DEI Teams Staff Membership Board of Directors Community Patient Foundation LGBTQ Audrey P. Amber W. Bea E. Bryan H. Gina G. Heidi D. Jess B. Lynn T. Amy K. Christina D. Cathy C. Erin K. Kerilyn J. Lizette G. Mary Ann M. Melisa H. 2020/2021 Board 2021/2022 Board Maureen G. Audacia A. Daniel C. Eileen K. Emily O C. Hannah C. Kallie B. Madeleine C. Vaughn J. Renae B. Beni V. Colette P. Jared B. Janice K. Lisa S. Luke J. Nik U. Rich W. Colette P. Nik U. Anne K. Brooke K. Crystal F. Daryl B. Jamie J. Kallie B. Kerilyn J. Kristyn S. Special Thanks Linda Groah, CEO and Executive Director David Wyatt, President 2020/2021 Holly Ervine, President 2021/2022 Various departments at AORN
