Purpose
The purpose of this study is to identify established methodologies and tools aimed at increasing opportunities for underrepresented individuals working in the healthcare industry.
The goal is to identify established methodologies and tools to increase opportunities for underrepresented individuals working in the healthcare industry. The findings include a need for a systemic approach to transforming organizational culture by addressing current and historical treatment of underrepresented individuals and meaningful integration of differences, allowing individuals to realize their full potential. Additional benefits of effective and sustainable DEI programs are a more innovative environment, improved problem-solving supported by unique life experiences, enhanced employee engagement, improved relations with the surrounding community, and better health outcomes
The goal is to identify established methodologies and tools to increase opportunities for underrepresented individuals working in the healthcare industry. The findings include a need for a systemic approach to transforming organizational culture by addressing current and historical treatment of underrepresented individuals and meaningful integration of differences, allowing individuals to realize their full potential. Additional benefits of effective and sustainable DEI programs are a more innovative environment, improved problem-solving supported by unique life experiences, enhanced employee engagement, improved relations with the surrounding community, and better health outcomes
Current State of DEI in American Healthcare Organizations
The 2019 Census Bureau's survey found that individuals of Non-Hispanic African American/Black and Hispanic/Latino account for the most significant ethnic minorities in the United States, yet they are underrepresented in healthcare professions with the lack of diversity serving as both a cause and a symptom of institutional racism affecting health outcomes in the United States (Bishop et al., 2022). However, additional research shows signs of optimism as some underrepresented populations make positive strides toward increasing diversity in healthcare. In 2020, Foreign-born professionals accounted for 25% of physicians and registered nurses and 20% of other direct care workers in the United States healthcare workforce (Bradley, 2020). While in 2017, most American medical school enrollment was female for the first time in history, placing healthcare organizations on the clock to address DEI programs to prepare for the influx of diverse individuals who have traditionally been under-represented and devalued in the industry (Kang & Kaplan, 2019). Looking at these statistics alone provides a false sense of progress, as is demonstrated by a 2020 study conducted for the Urban Health Initiative of the University of Chicago Medicine health system, it was found that the surrounding areas of the hospital's main campus were comprised of 74% black and 14% Hispanic or Latino individuals, while the organization's leadership was comprised of 22% black, indigenous, and other people of color (BIPOC) (Battle, 2022). The misalignment between the composition of healthcare organizations and the surrounding community demonstrates the work that remains to be done.
Diversity alone is only a tiny portion of the puzzle, as DEI is not a numbers issue, and treating it as such can lead to organizations missing this more significant issue needed to foster a more equitable and inclusive organizational culture, allowing underrepresented individuals the opportunity to achieve success (Wong, 2019). The required shift in organizational culture can only be achieved through systemic change that weaves DEI initiatives into the organization's fabric through intentional work with individuals with diverse backgrounds from within the organization and the surrounding communities. Diversity, equity, and inclusion must work in concert to achieve the structural changes necessary to address pervasive societal inequities. Implementing sustainable DEI programs is the key to shifting organizational culture, allowing individuals of diverse backgrounds to feel a sense of belonging and the support necessary to find success.
Diversity alone is only a tiny portion of the puzzle, as DEI is not a numbers issue, and treating it as such can lead to organizations missing this more significant issue needed to foster a more equitable and inclusive organizational culture, allowing underrepresented individuals the opportunity to achieve success (Wong, 2019). The required shift in organizational culture can only be achieved through systemic change that weaves DEI initiatives into the organization's fabric through intentional work with individuals with diverse backgrounds from within the organization and the surrounding communities. Diversity, equity, and inclusion must work in concert to achieve the structural changes necessary to address pervasive societal inequities. Implementing sustainable DEI programs is the key to shifting organizational culture, allowing individuals of diverse backgrounds to feel a sense of belonging and the support necessary to find success.