2020 marks a transformational year for diversity and inclusion as a business imperative for the health care field. The COVID-19 pandemic continues to magnify preexisting racial, ethnic and older adults’ health disparities. Health disparities based on race in health care are the result of many decades of systematic inequality in the U.S., perpetuated by segregation, economic discrimination and environmental degradation. Protests against police brutality and racial inequality have been continuous across not only all 50 states but around the globe.
Rick Pollack, CEO of the American Hospital Association (AHA), said in a statement that the ongoing protests, "give voice to deep-seated frustration and hurt and the very real need for systemic change…As places of healing, hospitals have an important role to play in the wellbeing of their communities," Pollack said. "As we've seen in the pandemic, communities of color have been disproportionately affected, both in infection rates and economic impact. The AHA's vision is of a society of healthy communities, where ALL individuals reach their highest potential for health. These words guide what we do every day. To achieve that vision, we must address racial, ethnic and cultural inequities, including those in health care that are everyday realities for far too many individuals. While progress has been made, we have so much more work to do.”
Diversity, Equity and Inclusion (DE&I) must be treated as more than a line item in board meetings—it represents a core set of values that must be present in all health providers’ planning to thrive in the future. Until all clinical and administrative employees feel they are properly accepted, supported and belong in the workplace, it will be impossible for a hospital or health system to progress and be successful. In the past, many health providers thought about DE&I more from a quota-completion perspective. However, most leaders today understand the need to dig deeper and demonstrate their genuine commitment to helping all employees belong and feel supported to bring their authentic selves to work every day.
- Ensure that the strategic talent management processes and systems supporting your business are being used to improve, not hinder, your commitment to DE&I.
- Learn how to avoid DE&I Strategy Derailment and explore solutions to get DE&I fully aligned with a health provider’s business objectives.
- Engage in an interactive employee lifecycle perspective – considering every interaction a potential member of a health care staff has before they join your team, all the way through to when they leave.
1 CEU (HRCI, SHRM, CHHR)
ASHHRA Member: $45.00
ASHHRA Non-member: $85.00
Senior Manager, Talent Development at ChenMed
Senior Advisor, Diversity, Equity and Inclusion Business Partner at OhioHealth
Charlotte Hughes is Senior Manager, Talent Development at ChenMed. ChenMed is transforming health care for seniors as a full-risk primary care market leader with an innovative philosophy, unique physician culture and end-to-end customized technology. In 2018, OhioHealth and ChenMed formed a partnership to Transform Primary Care for Underserved Seniors with three new dedicated senior medical centers in underserved neighborhoods to improve access and health outcomes for at-risk Columbus, Ohio, seniors.
Charlotte Hughes works alongside of a group of talent management, organizational development and learning professionals dedicated to ChenMed’s Vision – to be America’s leading primary care provider, transforming care of the neediest populations, and Mission to honor Seniors with affordable VIP care that delivers better health. Charlotte has achieved Certified Diversity Professional (CDP) status by the National Diversity Council, is a Certified Professional in Learning and Performance (CPLP) and is certified as a Strategic HR Business Partner by the Human Capital Institute. She earned a bachelor’s degree in human ecology from Cornell University and a master’s degree in human resources management from New York Institute of Technology.
Ernest Perry is Senior Advisor, Diversity, Equity and Inclusion Business Partner at OhioHealth. OhioHealth is a nationally recognized, not-for-profit, charitable, health care outreach of the United Methodist Church. OhioHealth has been recognized as one of the top five large health systems in America by IBM Watson Health™, an honor received six times. In 2020 OhioHealth was recognized nationally for Diversity and Inclusion among Top Hospitals and Health Systems by DiversityInc. In this role, he leads HR strategy that strengthens the engagement of 18,000 employed physicians, nurses and clinical roles with OhioHealth’s patient experience and access to care initiatives. Ernest’s career as an executive, strategist, and advisor spans two decades of leadership in education, philanthropy, arts and culture, and health care. He earned bachelor’s and master’s degrees from Miami University, a master’s degree from The Ohio State University, and completed his executive education at Harvard Business School.
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