At Fairview Health Services, a 22,000-employee integrated health system in Minneapolis-St. Paul, Minnesota, their system-wide diversity and cultural competence initiative is marking its first decade of effort. Their metro-area hospitals have been asking their patients their race/ethnicity, primary language preference for healthcare, and spiritual affiliation since 2004. In their diversity and cultural competence work as an integrated health system, the following key levers have formed the basis for their diversity change initiative and given every employee a way to take part, if they choose to do so: 1. systematic data collection and knowledge of that data, 2. community involvement in their diversity work, and 3. expectations for performance and competency for employees at all levels. The Joint Commission's Hospitals, Language, and Culture study of 2005-2006 and the more recent Institute for Diversity in Health Management benchmark study that encompassed community engagement, workforce, quality of care, and governance.
Our Experience: Strong Foundations Accelerate Change in Diversity and Cultura... Mark Eustis; Gordon Alexander Jr; Sue Plaster Fronti
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