Exploring the values and resources needed to publicly commit to embarking upon a journey to achieve health equity.
Hospital leaders designate an individual or group or create a position, task force or committee to promote diversity, equity and inclusion.
Hospital creates forums for staff to discuss DEI topics.
Committing the resources to listen, learn, train and implement policies and practices that establish equity as standard practice.
Hospital’s operating budget includes funding for resources or activities that incentivize participation in DEI activities.
Hospital inserts a budget line item to support a full-time equivalent (FTE) or employee resource group (ERG) with a budget to implement programming.
Immersing the leadership and system into accountability for policies, procedures and cultural structures that support diversity, equity and inclusion.
Trustees, executives and managers are held accountable for hiring, training and retention of equity influencers.
Hospital leaders host and participate in all-staff DEI retreats.
Affirming an equitable system culture with continuous equity self-assessments of policies and practices that remove structural barriers to equity.
Equity influencers are embedded across leadership and throughout the organization to sustain a culture and climate of equity.
Hospital incentives all staff to take an active role in DEI with awards, bonuses and paid time off.
Transforming beyond the system toward supporting a sustainable and equitable ecosystem of health care within the community.
All employees see themselves as equity influencers and are empowered to participate in activities that promote DEI in the community.
Hospital conducts a staff survey showing attitudes and goals committed to equity.