Diversity and Inclusion: Assessing the Impact

After building on a strong foundation for diversity and inclusion, this year we paused to assess the cultural impact of our work. This can help to inform how we move forward, as we continue our D&I journey. Our assessment included the collection of both quantitative (Gallup survey) and qualitative (focus groups) data.  

The survey questions asked employees to rate, on a scale of 1-5, how strongly they agree with an inclusion-based statement. To evaluate these results, we focused on employees who selected “strongly agree”. Based on the data collected, we saw significant progress in our 2020 engagement results.

INCLUSION INDEX MEASURES

Strongly Agree

2019

2020

If I raised a concern about ethics and integrity, I am confident my employer would do what is right.

45%

51%

My workplace is committed to building the strengths of each team member.

34%

43%

At work, I am treated with respect.

49%

54%

Everyone at this organization is treated fairly regardless of ethnic background, race, gender, age, disability, or other differences not related to job performance.

52%

59%

Culture of inclusion – survey results

The employee survey provided a numerical baseline for assessment and improvement. The results point to two main areas where we can strengthen inclusion in our daily practices.

Valuing strengths of team members

When leaders recognize and intentionally welcome the diverse strengths of team members, they will see a more engaged workforce, leading ultimately to higher levels of performance and retention.

Demonstrating respect and fairness for all

Building trust and transparency through active listening and acknowledging different perspectives demonstrates our commitment to fairness to all. People must feel like their voices are being heard and that next steps are taking place, as warranted.

Culture of inclusion - individual voices 

In addition to the survey, we spent several months talking with team members across various roles, genders, ages, ethnicities, and locations. He heard honest, candid feedback about diversity and inclusion. We found several areas of strength and several opportunities to make our workplace better for everyone.

Some of the feedback we received:

“We have standardization and best practices in place to ensure that every patient receives quality care, regardless of age, religion, or race.” 

“I think the upper management value the opinions of people who have been here longer, not always the new employees."

“The organization is diverse. But, in certain areas, there’s no diversity. The same people keep hiring people that are similar to them.”

See feedback from individuals in the following areas:

  • Voices Being Heard
  • D&I Programs and Outreach
  • Support of LGBTQ Community
  • Career Mobility
  • Leadership Representation
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