SOLUTIONS

Health & Workforce Equity

Consultation, Strategy, & Training

Consultation, Strategy, & Training

Advocating for and implementing initiatives to create and promote equity in health and wellness for patients, the workforce, and the community. Focusing on fair access and opportunities for all individuals regardless of background or circumstance results in equal outcomes.

Consultation, Strategy, & Training

Consultation, Strategy, & Training

Consultation, Strategy, & Training

Collaboration with the organizations' leaders for one-to-one or group development and review of strategic goals. Collaboration between team members recognizes the value of connection among designated members and leads to highly productive teams. It advances cultural transformation.

Data & Metrics Review

Consultation, Strategy, & Training

Data & Metrics Review

Utilizing data comprehensively examines and pinpoints DEIB impact. It tracks progress and reveals trends both positive or in need of action planning. Data drives informed, objective decisions and impacts all areas of an organization's strategic plan - workforce, patient experience, and current and future state direction.

Resource Groups

Assessments & Surveys

Data & Metrics Review

There are many benefits for an organization to have Employee Resource Groups (ERGS), Business Resource Groups (BRGs), or Diversity Councils (DCS). They support the organization's strategic plan and it's direction while increasing employee experience and engagement. They bring success across many levels of the system. They can provide connection, promote values and innovation, identify and develop leaders, improve employee retention, knowledge, and cultural competency, and aid in reaching strategic goals.

Assessments & Surveys

Assessments & Surveys

Assessments & Surveys

All surveys and assessments involve the collection and analysis of data that is important to an organization's success. They can uncover and target indicators that are excelling, and others that need to improve. The results reveal a snapshot of the areas thriving and those in need of support to flourish. The goal of participating in an assessment or survey is to gain an understanding of the skills and strengths working and competency gaps identified for continuous improvement. Surveys and assessments act as a tool that can contribute to more informed strategic decisions.

Leadership Coaching

Assessments & Surveys

Assessments & Surveys

Today's leaders and leaders of the future require a breadth of competencies and skills that will best serve them and their organizations.

Formerly known as "soft skills" this paradox for the skills that take deliberate development. Self-reflection, self-awareness, resilience, flexibility, cultural humility, collaboration, empathy, and living with ambiguity are a sample of the competencies that define today's leaders. The strength of a leader is recognizing their values and developing them to create a values-centered leader, resulting in better-performing organizations.

Health and Workforce Equity

We provide solutions that include:

Reviewing available data points and tracking workforce demographics.
Assessing access points across the organization and creating solutions to close gaps.
Creating recommendations and action plans to track and support workforce, leadership development, and promotion.
At the "bedside" we assess providers and staff, coach for cultural humility and competence, patient access points, and other key indicators to address area equity and lead to equal health outcomes.

Consultation, Strategy, and Training

We provide solutions that include:

Providing 1:1 and small group leadership development and use of assessment tools and coaching.
Assessing the desired behaviors to impact the culture and achieve high-functioning teams.
Design small /large group trainings, formats, and coaching to build competence, and examine values, character, and growth curves, through practiced learning.

Examples:

The Practice of Health Equity
How to be an Ally and Upstander
Examining Values and Virtues for Optimal Performance
Creating Meaningful DEIB Metrics
The Partnership of Workplace Inclusion and Engagement
Promoting Systems Thinking

Data & Metrics Review

We provide solutions that include:

Conducting reviews of the organization's current state data to gain baseline measurements and future state planning.
Examining results, identifying areas for improvement and positive opportunities to address them.
Recommending organizational surveys that determine threshold measurements in support of the organization's strategy.

Resource Groups

We provide solutions that include:

Developing effective Resource group models - assessing, coaching, metrics, and goal development.
Creating a customized Resource Group Operations Guide for foundational support to each group and the organization's leaders.
Providing a template for conducting DEIB resource Group Forums to promote education, connection, and focus.
Training, assessments, and coaching for resource group leaders and members.

Assessments and Surveys

We provide solutions that include:

Conducting assessments to evaluate the organization's DElB landscape.
Customizing organizational pulse surveys to gather feedback on DElB initiatives and culture.
Utilizing a variety of assessment tools to provide objective information about the current state with the path to the desired future state.

Leadership Coaching

We provide solutions that include:

Coaching to enhance current competencies and develop desired skills.
Using Assessments to uncover potential competency development and focus.
Developing self-awareness, cultural humility, and flexibility.
Creating a path for future organizational needs and the personal skills needed to lead.

As a Diversity, Equity, and Inclusion (DEI) Practitioner, it's crucial to consider various factors to effectively promote DEI and enhance Belonging within an organization.

Here are key considerations:

Strategy

Creation, review, and alignment of DEIB objectives with

the organization's strategic plan. Creating DEIB strategic plans that drive and increase DEIB within and across systems. Assuring each strategy has DEIB embedded within its focus and tactics to achieve it.

Cultural Competence

Cultural Humility is the first step to increasing cultural competence. Building knowledge, and gaining appreciation, and understanding of diverse cultures and beliefs, contributes to navigating and integrating them into the workplace and workforce to meet and exceed strategic goals and objectives.

Learning & Education

Ongoing application of dynamic learning methods to meet the

needs of the organization's growth and competitive edge. Developing necessary skills and new competencies that support the discomfort that comes with new learning. Keeping up with the pace and leading in a rapidly changing world, is key to any organization's success.

Impact

Review the application of DEIB data, tracking metrics, and revealing survey and evaluation, outcomes. Reviewing the gap analysis that presents and applying the results to create strategies to meet the organization's challenges and position it for growth.

Psychological Safety

Developing a trustworthy workplace culture. A culture where team members feel secure and safe to speak up, give feedback, and share ideas without negative results. Fostering belonging, team building, and continuous workplace improvement for the good of all.

Integrity

Upholding solid principles and values that align with conduct that is demonstrated through consistent behavior. Connecting organizational values with individuals and the workplace.

Collaboration

Uniting diverse team members' contributions, and working together to achieve collective goals beneficial to the organization and its team members.