Diversity & Inclusion at JHMI

Transcription

1 Johns Hopkins Medicine Office of Diversity & Inclusion Diversity & Inclusion at JHMI James E. Page, Jr., M.B.A. Vice President and Chief Diversity Officer, Johns Hopkins Medicine Vice Provost and Chief Diversity Officer, The Johns Hopkins University Eloiza T.B. Domingo-Snyder, M.S. Senior Director and Deputy Chief Diversity Officer

2 Defining Diversity Diversity is any collective mixture characterized by similarities, differences, and related tensions and complexities. Dr. R. Roosevelt Thomas, Jr.

3 Defining Diversity Diversity is characterized by both similarities & differences fully maximizing common talents and engaging unique abilities to deliver an extraordinary experience in healthcare to our: Patients Associates, Students & Volunteers Community and Suppliers

4 At over $3.5 billion in losses, diversity risks can t be ignored.

5 At over $3.5 billion in losses, diversity risks can t be ignored!

6 Age Age Race Race Ethnicity Ethnicity Gender Identity Gender Identity Physical Abilities Physical Abilities Sexual Orientation Sexual Orientation Learning Style Learning Style Personality Personality Cognitive Ability Cognitive Ability Military Experience Military Experience Couple Status Couple Status Parental Status Parental Status Decision- Making Style Decision- Making Style Work Style Work Style Income Income Education Education Personal Habits Personal Habits Religious Beliefs Religious Beliefs Geographic Location Geographic Location Work Background Work Background Appearance Appearance Language Language Recreational Activities Recreational Activities Management Status Management Status Division/ Department/ Unit/Group Division/ Department/ Unit/Group Work Location Work Location Functional Level/ Classification Functional Level/ Classification Title Title Work Content/ Field Work Content/ Field Seniority Seniority Diversity Wheel

7 Age Age Race Race Ethnicity Ethnicity Gender Identity Gender Identity Physical Abilities Physical Abilities Sexual Orientation Sexual Orientation Learning Style Learning Style Personality Personality Cognitive Ability Cognitive Ability Military Experience Military Experience Parental Status Parental Status Decision- Making Style Decision- Making Style Work Style Work Style Income Income Education Education Personal Habits Personal Habits Religious Beliefs Religious Beliefs Geographic Location Geographic Location Work Background Work Background Appearance Appearance Language Language Recreational Activities Recreational Activities Management Status Management Status Work Location Work Location Functional Level/ Classification Functional Level/ Classification Title Title Work Content/ Field Work Content/ Field Seniority Seniority Division/ Department/ Unit/Group Division/ Department/ Unit/Group Couple Status Couple Status

8 Focus Areas for JHM D&I #1: Diversity & Inclusion Diversity includes all the ways in which we differ and makes us unique. Inclusion involves leveraging diverse perspectives, demographics, and resources in a way that is beneficial for everyone and creates business value. July 1, 2016

9 Diversity and Inclusion = Innovation and Productivity Identity diversity among intelligent people on a team contributes more to effective problem-solving than a team comprised of the best-performing, intelligent people without identity diversity. Companies that achieve diversity in their management and on their corporate boards attain better financial results, on average, than other companies. NY Times, 2008; Catalyst, 2004, 2007, 2011

10 Focus Areas for JHM D&I #2: Health Disparities/Equities Health disparities are preventable and measurable differences in the burden of disease, injury, violence, or opportunities to achieve optimal health that are experienced by socially disadvantaged populations. Populations can be defined by factors such as race or ethnicity, gender, education or income, disability, geographic location (e.g., rural or urban), or sexual orientation. Health disparities are inequitable and are directly related to the historical and current unequal distribution of social, political, economic, and environmental resources. July 1, 2016

11 Focus Areas for JHM D&I #3: Cultural/Linguistic/Spiritual Competency Culture refers to integrated patterns of human behavior that include language, thoughts, communications, actions, customs, beliefs, values, and institutions of racial, ethnic, religious, or other groups (e.g., gender, gender identity/gender expression, age, national origin, sexual orientation, disability). Cultural, linguistic and spiritual competence is a set of congruent skills that enables professionals to interact effectively in cross-cultural, multi-religious situations. July 1, 2016

12 JHM Going Beyond the Traditional Excellence & Discovery Diversity & Inclusion Leadership & Integrity Respect & Collegiality

13 JHM Leadership Going Beyond & Integrity the Traditional Excellence & Discovery Leadership & Integrity Respect & Collegiality

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15 Leadership & Integrity Trust \trəst\ 1. (Noun) Responsibility for the safety and well-being of someone or something. Ex. We have a strong relationship, because you have earned my trust. 2. (Verb) To put (something) into the possession or safekeeping of another. Ex. Because I do not know them, they have something to prove before I can trust them.

16 Etymology of Trust c. 1200, from... traust, meaning help, confidence troost, meaning comfort, consolation c. 1800s: Trusty (noun) used to mean a prisoner granted special privileges as reward for good conduct.

17 Who Do You Trust? Rate the honesty and ethical standards of people in different fields Gallup: Nov.28 Dec. 11, 2011

18 Wouldn t You Trust Hospital a?

19 Wouldn t You Trust Hospital a?

20 Tuskegee Syphilis Experiment

21 Indigenous Peoples/Native Americans Paining by sleeplessturtleisland.blogspot.com Painting by Robert Lindneux

22 Ethnic Profiling of Muslims

23 Mexican Immigration Photo courtesy of Photo courtesy of Photo courtesy of www. flapsblog.com

24 Hurricane Katrina Copyright David Oliver Photo courtesy of www. 4christe.tripod.com Photo by Carolyn Cole, Los Angeles Times

25 Families That Have Experienced Loss Photo courtesy of

26 Perceptions Are Powerful

27 Let s Talk About a Hospital

28 Potential for Trust Gap History of Mistrust Patient s Concern for Their Health TRUST GAP Perception of Institutions

29 Trust & Empathy

30 Leadership & Integrity Trust \trəst\ 1. (Noun) Responsibility for the safety and well-being of someone or something. Ex. We have a strong relationship, because you have earned my trust. 2. (Verb) To put (something) into the possession or safekeeping of another. Ex. Because I do not know them, they have something to prove before I can trust them.

31 Leadership & Integrity Trust \trəst\ 1. (Noun) Responsibility for the safety and well-being of someone or something. Ex. We have a strong relationship, because you have earned my trust. 2. (Verb) To put (something) into the possession or safekeeping of another. Ex. Because I do not know them, they have something to prove before I can trust them.

32 Leadership & Integrity Trust \trəst\ 1. (Noun) Responsibility for the safety and well-being of someone or something. Ex. We have a strong relationship, i because you have earned my trust. 2. (Verb) To put (something) into the possession or safekeeping of another. Ex. Because I do not know them, they have something to prove before I can trust them.

33 JHM Excellence Core Values & Discovery Excellence & Discovery Leadership & Integrity Respect & Collegiality

34 Mayor John Fetterman ZIP Code

35 Dr. Oxana Federova 2002

36 Racial/Ethnic Disparities in Illnesses Black women, who have the highest death rates of all racial/ethnic groups in the US, are 40% more likely to die of breast cancer than white women. Compared to non-hispanic whites, Latinos are 65% more likely to be diabetic, 55% more likely to have end-stage renal disease, and 45% more likely to die from diabetes.

37 Racial/Ethnic Disparities in Treatment Cardiac Care A 1999 study showed that men and whites were significantly more likely to be referred for cardiac catheterization than women or blacks. The study suggests unconscious biases of medical providers are responsible for the discrepancy. Kidney Transplants African Americans spend 2 to 4 times longer on kidney transplant waiting lists than Caucasians.

38 Weight Bias Research testing 2284 medical doctors found that overall doctors show a strong implicit bias against overweight people. Men s bias was stronger than women s, and, among the doctors that were tested, bias was strongest among those who were the thinnest. Janice A. Sabin, Maddalena Marini, and Brian A. Nosek, 2012

39 CEO

40 CEO

41 Doctor / Surgeon

42 Scientist

43 Nurse

44 Excellence & Discovery All our knowledge has its origins in perceptions. Leonardo da Vinci

45 JHM Respect Core & Values Collegiality Excellence & Discovery Leadership & Integrity Respect & Collegiality

46 Local Knowledge

47 Local Knowledge North America Europe Southeast Asia Bug Sport Food United States Wireless

48 Local Knowledge

49 Our Changing Environment: Baltimore & Immigrant Population Growth Percentage of Hispanic & Latinos (any race) and Hospitals, in Baltimore City 2000 vs. 2014

50 Our Changing Environment: Top Languages at JHM Domestic Affiliates JHCP JHH JHBMC Arabic Mandarin Nepalese HCGH Sibley Suburban Mandarin French Mandarin

51 Culturally Competent Care

52 JHI Leading on All Fronts Excellence & Discovery Diversity & Inclusion Leadership & Integrity Respect & Collegiality

53 The Diversity and Inclusion Healthcare Imperative Understanding of patients, their respective cultures, and their knowledge of illness and disease Safety Workforce Recruiting, retaining, developing, and promoting a workforce that reflects our patient population Creating ideal patient, family, and employee experiences that live up to their diverse needs and expectations World Class Healthcare A top rated institution serving increasingly diverse and international patients and families

54 Johns Hopkins Medicine Office of Diversity & Inclusion Diversity & Inclusion at JHMI James E. Page, Jr., M.B.A. Vice President and Chief Diversity Officer, Johns Hopkins Medicine Vice Provost and Chief Diversity Officer, The Johns Hopkins University Eloiza T.B. Domingo-Snyder, M.S. Senior Director and Deputy Chief Diversity Officer