Asserting Accountability to Address Diversity: Report Card as a System of Measurement

Fahl, Corrinne; Alexis, Dominique; Higginbotham, Eve J.; Xu, Chang; Aysola, Jaya

doi:10.1089/heq.2021.0169

Cited by 1 publication

(1 citation statement)

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“…This tool balances leading indicators such as infrastructure and key processes with lagging indicators, specifically, stakeholder satisfaction and financial stewardship, ensuring sustainability of the plan. 12 , 13 …”

Section: Methods: Context and Process Overviewmentioning

confidence: 99%

Addressing Structural Racism Using a Whole-Scale Planning Process in a Single Academic Center

Higginbotham,

Hertz,

Fahl

et al. 2023

Health Equity

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Purpose: The murder of George Floyd in 2020 prompted a national demand for cultural transformation to confront the systemic racism prevalent in the country. Academic medical centers were not exempt from this urgent call. This article evaluates the efficacy of a strategic process in fostering cultural transformation within an academic medical system. Methods: A whole-scale strategic planning process was implemented over 13 months, involving multiple working groups representing key stakeholders from each entity across the system, an anonymous survey, a communication plan, and a balanced scorecard to monitor progress. More than 5500 voices, 160 recommendations, 122 data gathering sessions, and town hall meetings contributed to the creation and implementation of vital action items and a strategic framework. The Diversity Engagement Survey (DES) was administered 18 months following the process launch. Results: Of the 45,554 employees, students, faculty, and trainees, 96.5% completed unconscious bias education within the fiscal year and 76% of action items, termed “Just Do Its,” were completed. Mission, vision, values, and strategic priorities were crafted to serve as a framework for intermediate and long-term actions. The DES revealed improvement in the “respect” attribute of an inclusive culture, and 64% of respondents confirmed that action for cultural transformation is addressing racism both within and outside of the institution. Conclusion: Implementing a shared purpose, engaging multiple working groups representing key stakeholders, and empowerment of stakeholders to implement changes, in conjunction with the development of a strategic framework addressing structural racism, resulted in the completion of vital action items to initiate cultural change.

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Section: Methods: Context and Process Overviewmentioning

confidence: 99%