‘Tolerance should not be the norm’: Prioritizing diversity efforts in health care practice
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ARLINGTON, Va. — Incorporating diversity, equity and inclusion into health care practice benefits both patients and employees through improved communication, efficiency, education and care, according to a presenter at GI Outlook.
“Diversity, equity and inclusion, or DEI, is a term that we frequently hear and is used to describe policies and programs that promote the representation and participation of different groups of individuals,” Victoria Gómez, MD, FASGE, associate professor of medicine at Mayo Clinic in Jacksonville, Florida, said. “That’s great, but what exactly do each of these letters mean?”
According to Gómez, diversity encompasses a broad presence of differences which distinguishes an individual or group of people from others, as well as a range of perspectives, values and ideas. Equity is equality in outcomes and access — it aims to ensure fair treatment while removing barriers that previously existed. Inclusion is a sense of belonging — everyone has a voice and works in an environment that is supportive, respectful and collaborative.
“Many organizations prioritize DEI but fail to really move the needle,” she said. “You can increase diversity in the workforce and treat people fairly, but if your workers don't feel that they truly belong, your efforts are going to miss the mark.
“Studies have shown that belonging is one of the most powerful predictors of DEI efficacy in the workforce. Therefore, when employees feel that they truly belong at work, they feel more connected and committed.”
Incorporating DEI into practice has profound benefits for both patients and providers, Gómez said. From a patient’s point of view, DEI strengthens patient-provider communication and relationships, enhances compliance, improves health care outcomes among patients from different backgrounds and improves access among those in underserved communities. From a provider’s point of view, it advances education and skill and improves job satisfaction, efficiency and profitability.
Gómez offered five keys for incorporating DEI into health care practice.
Conduct climate assessment and workforce analytics: “In order to answer the question of where your organization is as it relates to DEI, it is important to take an objective, hard look at your institutional practice, which can only be assessed with quantitative and qualitative data. ... These climate assessments help gather information about why people feel the way that they do about working with the current practice and gather specific details about what individual employees experience.”
Create an Office of DEI: “Having an Office of DEI can help provide the oversight that is needed. Consider bringing a chief diversity officer on board who is responsible for building strategies to attract and retain diverse employees, improving the culture of the organization, supporting employee resource groups and creating a more inclusive work environment.”
Focus on employee education: “Educating your employees is absolutely crucial to establishing a work environment that embraces diversity, equity and inclusion. Diversity and inclusion training can help raise awareness on DEI perspectives and promote workplace sensitivity. Tolerance should not be the norm — appreciation for differences should be the goal.”
Develop strategies and action plans: “The Office of DEI should work with organizational leaders to develop action plans. ... Company management should ensure that DEI goals are concrete, actionable and quantifiable, using data gathered through your surveys to find gaps and opportunities for improvement.”
Identify and expand DEI resources: “There’s no need to reinvent the wheel — there are so many resources already out there. Within your organization, look toward your board of governors. ... You can also reach out to national organizations and develop partnerships within and outside your workplace. We also have employee-organized resource groups ... This improves cultural awareness, enhances professional development, and helps coach, mentor and connect with new employees and expand community outreach.”
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Gómez, V. Five keys to incorporating diversity, equity and inclusion into your practice. Presented at: GI Outlook; Aug. 13-14, 2022; Arlington, Virginia.
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