Home Medizin UC Davis Health entwickelt einen Fahrplan zur Diversifizierung der Belegschaft im Gesundheitswesen

UC Davis Health entwickelt einen Fahrplan zur Diversifizierung der Belegschaft im Gesundheitswesen

von NFI Redaktion

What approaches can healthcare systems take to enhance workforce diversity and inclusion?

UC Davis Health, recognized by Forbes as the „Best Employer in California,“ has developed a roadmap to increase workforce diversity across the industry. Despite California prohibiting the consideration of race or ethnicity when hiring employees in public institutions, UC Davis Health has created an effective, comprehensive outreach and local recruitment plan. This approach is now gaining global attention through a new case study published in the January 2024 issue of the New England Journal of Medicine Catalyst.

The case study provides a step-by-step guide for medical centers and institutions seeking to diversify their healthcare staff. It highlights some of UC Davis Health’s successful recruitment efforts as a community-rooted institution.

„There is evidence indicating that UC Davis Health continues to distinguish itself as a national leader in workplace diversity and healthcare equity, while also cultivating the next generation of healthcare providers and research innovators. These trainees are the future. They witness firsthand how DEI (diversity, equity, and inclusion) enriches overall patient care and become ambassadors for justice wherever they work.“

– David Lubarsky, CEO and Vice Chancellor of Human Health Sciences at UC Davis Health. Lubarksy is also a co-author of the article

UC Davis Health has garnered numerous national awards for diversity, healthcare equity, and community engagement.

Diversifying the Workforce through Locally Rooted Hiring Strategy

Diversifying a workforce requires the commitment of the leadership team and its direct reports at every level of hiring, aiming to create an inclusive workplace for everyone.

For this reason, UC Davis Health’s Talent Acquisition Team within the Human Resources department has focused on promoting a diverse and local workforce through strategic outreach efforts.

„Diversity, equity, and inclusion are core principles of our recruitment strategies,“ said Lyndon Huling, Interim Director of the Talent Acquisition Unit and co-author of the case study. „We embody these values in our outreach approach. We recognize that a diverse and local workforce promotes innovation, enhances patient outcomes, and makes UC Davis Health a preferred employer.“

In response to a 2019 Community Health Needs Assessment, UC Davis Health promised to hire and invest in the communities within ten zip codes surrounding the UC Davis Medical Center in Sacramento with the most significant socio-economic and health needs. The Office for Health Equity, Diversity, and Inclusion (HEDI) led this initiative and prioritized local hiring from these neighborhoods, in collaboration with the Human Resources department. They initiated the Anchor Institution Mission (AIM) for community health, representing UC Davis Health’s commitment to use its economic and human strength to improve the health and well-being of the local community.

„The AIM initiative relies on the university’s capability and willingness to address complex issues such as poverty through innovation, collaboration, and community building,“ Ngo added.

„Fighting poverty and other social determinants of health is a massive task. Nevertheless, UC Davis, as a land-grant and healthcare institution, is very passionate and committed to promoting the well-being of diverse communities in California. We hope this work inspires other organizations to do the same,“ said co-author Hendry Ton, Associate Vice Chancellor for HEDI.

Future Steps for UC Davis Health

UC Davis Health aims to employ 20% of its workforce from AIM communities to meet the needs of tomorrow’s diverse communities. Achieving this goal will demand mission-driven, community partnership-based hiring practices and the advancement of programs for employee engagement and development.

  • Continuous assessment and support for an inclusive work environment
  • Programs that strengthen a sense of belonging, especially for underrepresented groups
  • More career development and mentoring for entry-level professionals
  • More opportunities for employees to build and maintain meaningful connections with their local communities

„There is still much to do, and we will rise to this challenge,“ said Lubarsky. „We continue to develop innovative ways to create an inclusive environment for patients, employees, and students.“

Quelle:

Universität von Kalifornien – Davis Health

Zeitschriftenreferenz:

Ngo, V., et al. (2023). Nutzung sozialer Determinanten zur Diversifizierung der Belegschaft im Gesundheitswesen: Playbook von UC Davis Health. NEJM-Katalysator-Innovationen in der Pflegeversorgung. doi.org/10.1056/cat.23.0261

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