Inclusion and Collaboration at Trinity Health

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1 Inclusion and Collaboration at Trinity Health

2 Mission We, Trinity Health, serve together in the spirit of the Gospel as a compassionate and transforming healing presence within our communities. Core Values Reverence We honor the sacredness and dignity of every person. Commitment to Those Who are Poor We stand with and serve those who are poor, especially those most vulnerable. Justice We foster right relationships to promote the common good, including sustainability of Earth. Stewardship We honor our heritage and hold ourselves accountable for the human, financial and natural resources entrusted to our care. Integrity We are faithful to who we say we are. Vision As a mission-driven innovative health organization, we will become the national leader in improving the health of our communities and each person we serve. We will be the most trusted health partner for life.

3 Inclusion and Collaboration Welcome! Our dedication to diversity includes a unified workforce through training and education, recruitment and retention, consulting, diversity sourcing and community engagement). Our. commitment to diversity is more than the right thing to do; it s critical to our success. As colleagues of Trinity Health, we are all a part of a system that shares a passion and commitment to diversity and inclusion, to our colleagues, and to the communities in which we serve. In order to maximize our efforts, we have created this guide to familiarize you with the goals and objectives of the Office of Inclusion and Collaboration (I&C), as well as provide information that will enable us to fully engage around our diversity efforts. Our goal is to provide the tools and resources needed to be an active and engaged I&C advocate. After reviewing this information, talk to us about how we can make a difference through this important partnership. We are excited about the role each of us plays in achieving our diversity and inclusion goals, and hope you are too. We look forward to partnering with you as we continue our journey of having an environment of diversity and inclusion where all of us colleagues, clinicians, patients and families are respected for our unique qualities in a culture of understanding, appreciation, and cooperation with those we serve. Sincerely, Toni Green, Vice President, Inclusion & Collaboration

4 Diversity and Inclusion Strategy Our organization is committed to creating an environment throughout our system that incorporates diversity and inclusion. Our goal is to sustain an organizational culture in which each member of our team: Is respectful of the beliefs and backgrounds of the people with whom we work Is knowledgeable about the diverse needs of the patients and families we serve in order to provide an excellent care experience, and feels comfortable and safe in a respectful work environment To that end, we have created a strategy consisting of key drivers to achieving our diversity and inclusion goals: Education Targeted Consulting Diversity Sourcing Community Engagement Who We Are: Trinity Health is one of the largest multi-institutional Catholic health care delivery systems in the nation. It employs over 119,000 people in 21 states from coast to coast with 88 hospitals, and 126 continuing care facilities, home health and hospice programs, and PACE center locations. Across the system, we serve diverse populations. Colleagues who are culturally competent are able to recognize the cultural beliefs, values, traditions, language preferences, and health practices of the communities that we serve and apply that knowledge to produce positive health outcomes. We also recognize that each of us has a different way of thinking and perceiving our world and that these differences often lead to innovative solutions.

5 Inclusion and Collaboration Strategic Partners The Office of I&C actively helps leaders develop and implement winning diversity strategies for their teams and departments. We recommend pragmatic strategies that can be reasonably achieved, believing that accurate planning succeeds only when it can be efficiently executed. We possess extensive industry knowledge and seasoned expertise in a range of areas as they relate to diversity, inclusion and cultural competency. Our team can support the business-critical, diversity strategic planning and development processes. We provide strategic diversity consulting and diversity strategic planning support that combined aids in the integration of colleague and patient feedback, overall diversity and inclusion opportunities and team strengths/weaknesses into a pragmatic and winning diversity plan that is aligned with our People Centered 2020 strategy. Our Purpose: To help our colleagues foster environments that support the inclusion and engagement of everyone, maximizing our unique commitment to the patients, communities, and colleagues in our markets. Goals: Provide avenues for increased understanding of our overall diversity and inclusion strategy. Increase understanding of the impacts of diversity and inclusion on colleague engagement and quality patient care in our markets. To provide support in team specific diversity strategic planning efforts How? Our ongoing support consists of one or more of the following to gain a robust portrait of your diversity needs. Primary Consults Review of Colleague Engagement Data Review of Patient Satisfaction Data Targeted Diversity Training and Education Diversity Strategic Planning Development Sport Diversity Leader / BRG Onboarding

6 Diversity Leaders Diversity Leaders are individuals within the RHM s who serve as the primary diversity point of contact for the local organization. This person is appointed via collaborative efforts between the CHRO and the VP of I&C. The Diversity Leader is responsible for actions resulting from local diversity strategic development and planning in conjunction with the Office of I&C. Business Resource Groups Business Resource Groups (BRGs) are system and/or local colleague-led groups, organized divisionally and/or geographically, around various diversity demographics. Each BRG has an executive sponsor and membership is open to all colleagues. BRGs conduct activities in alignment with organizational diversity business needs and provide avenues for support, networking and fellowship, that contribute to colleagues professional development and increased employee engagement. What s Next? Here are some additional actions to becoming an engaged diversity and inclusion leader: Nominate a Diversity Leader Connect with a BRG Talk to your direct reports about the importance of diversity and inclusion Be an ambassador Cultural understandings are critical to delivering high quality care for many reasons. There are many provisions in the Affordable Care Act that require health care providers to improve clinical quality. We can t do that without a solid understanding of, and appreciation for, the cultural backgrounds and needs of our consumers. Now more than ever, we need a culturally competent workforce that can deliver quality care to an increasingly diverse population, a workforce that can address this significant shift in the American landscape. Toni Green, Vice President, Inclusion and Collaboration

7 Inclusion and Collaboration What does the office of I&C do? The Office of Inclusion & Collaboration provides valuable insights and perspectives that enable our organization to create a culture where colleagues are valued and included and where our patients cultural background is valued in the equitable care they receive. How can we help? We provide diversity onboarding and continued consultative support of both system wide and RHM diversity strategic planning. What does RHM Onboarding look like? RHM Onboarding consist of utilizing a systematic approach to building sustainable relationships and diversity outcomes that support the unique diversity and cultural competency needs of our Regional Health Ministries. What are the results? Organizations with strong strategic diversity efforts can expect to gain improvements in a variety of areas, some of which include: patient satisfaction, colleague engagement, productivity and innovation, and recruitment/retention. Efforts that result in increased market share in alignment with the transition to more consumer based health care models and an increased focus on population health. What does continued support look like? Post onboarding, the Office of I&C maintains a relationship with CHROs and Diversity Leaders to provide continued targeted diversity and cultural competency support ongoing.

8 Inclusion and Collaboration Team Toni Green MA, PHR, CDM, ACC, Vice President Melody Vanoy PhD, MBA, CDM, SHRM-SCP,Director Veretta Coleman BS, Consultant Tira Sanders-Johnson, Executive Assistant Contact Us Trinity Health Victor Parkway Livonia, Michigan