While diversity is essential in any workplace, it is especially crucial in healthcare. So much so that it could be life-saving in some situations. Among the countless individuals who come to hospitals every day, there could be people from a different race, creed, or gender. We need a diverse workforce to ensure that these patients get the best care possible, and also their needs are understood clearly.
Ask yourself the following four questions to understand if your organization has a proactive approach to racial justice and equity:
The answers to these questions will help you determine if your institution genuinely accepts talents from various quarters of life. But embracing diversity isn’t enough; organizations must offer equal access to career development as well. Employing a diverse workforce without giving employees the necessary tools to thrive in their careers isn’t necessarily helpful. Talent needs to be nurtured and reappraised regularly.
Diversity and inclusivity may have been a national agenda, but their importance has been particularly crucial during the pandemic, considering how women and people of color were disproportionately affected during the crisis.
Of course, it makes business and financial sense as well – a recent McKinsey report found organizations that feature in the top quartile for ethnic diversity are 36% more likely to have above-average profitability than those in the fourth quartile. It makes practical sense as well because the future of work depends on an inclusive and diverse workforce.
While it’s good that healthcare institutions are embracing diversity and inclusivity for one reason or the other, it makes so much more sense to wholeheartedly accept and respect an employee’s cultural and ethnic background.
Establishing diversity and inclusivity is often the responsibility of hospital administration and HR personnel because they control the hiring, advertising, and recruitment process within their respective institutions.
But the institutioncan play a role in promoting diversity in the workplace. Some of the aspects that can help you cultivate DE& I include:
The best way to incorporate inclusivity is by ensuring a bias-free interview process. Do you have a diverse panel of interviewers that are well trained to look beyond their personal bias and with a focus on hiring the right people?
Does the organization encourage referrals from employees from diverse backgrounds when seeking talented staff? Doing so promotes employee participation and sets the tone for inclusivity alongside also promoting a culture of diversity.
Incorporating diversity starts long before new talent is recruited. If your executive leadership team has unconscious biases, you will surely lack sufficient diversity in candidates. Sometimes, even using AI could cause potential issues. The ensuing results wouldn’t be very different if the initial questions were created with an unconscious bias.
Is your talent acquisition team likely to form an opinion based on first impressions? Are they more likely to hire someone because the candidate seems like someone easy to hang out with after work? Sometimes, something as simple as the candidate’s hometown or name could influence opinion, positively or negatively affecting their decision. It goes without saying; these criteria are irrelevant to the job.
As earlier said, an implicit bias could begin right from the screening process. It is important that talent screening must be based on success predictors and not unconscious preferences. However, experts claim that our unconscious biases aren’t really unconscious, i.e., we tend to make assumptions based on background, personal preferences, good feelings, etc. We then act upon these assumptions that ultimately costs money and talent and hinder business productivity.
The stakeholders must set a protocol and establish what’s explicitly required for a role while reviewing and shortlisting candidates. Organizations must aggressively investigate their approach, biases, language, expectations, etc., to avoid KSAEs hindering hiring candidates.
It is important to remove subtle biases to bring in fresh talent and a positive perspective to improve progress.
At PX3, we have developed a people-centric philosophy to attract a diverse candidate base. We act as ambassadors for our clients by scouring every avenue to find the exact match for your organization.
Institutions must challenge convention and tradition at every given opportunity to ensure the right candidates can bring a paradigm shift within the organization. Not doing so can be tragic, especially in healthcare and during an acute shortage of medical staff.