Creating and implementing a comprehensive Diversity, Inclusion, and
Equity (DEI) program for the three HIM departments will have
innumerable benefits for leadership and staff. Employees feel valued,
and staff engagement and collaborations increase leading to more
efficient work processes. When we recognize and celebrate
uniqueness and differences, we begin to appreciate and understand
the creativity and talents that each of us brings to the department. It's
a great first step to acknowledge that a DEI program is vital to the
success of a department or organization, but to be effective, the
program needs to be well-structured and embedded into the
department's orientation and continuing education plans; and
leadership needs to set an example by properly modeling behaviors
reflective of a strong program.
I don't think DEI training is effective if only offered through the
organization's learning system through a series of tedious videos and
slide presentations; involved, in-person workshops would make a
bigger impact. Utilizing a diversity toolkit, such as the one offered by
the Master of Social Work program at the University of Southern
California, is a good start. According to the USC MSW website, "This
toolkit is meant for anyone who feels there is a lack of productive
discourse around issues of diversity and the role of identity in social
relationships, both on a micro (individual) and macro (communal)
level" (2020). The activities in the toolkit are intended for groups of
10 to 60 (can be appropriately modified for larger groups), and cover
DEI subjects such as gender and sexual orientation, race and
ethnicity, age, religious/spiritual beliefs, socioeconomic status,
disabilities, intersectional identity and privilege, unconscious bias.
Forming Employee Resource Groups (ERG) is another good step
toward implementing a successful DEI program. At my current
workplace, the Office of Diversity, Inclusion, and Equity has created
several ERGs for employees including AABA (African American Black
Alliance), LGTBQIA+ Employee Alliance, RISE Women, and a Latinx
group is in the works. Each of these ERGs hosts events throughout
the year which are opportunities for staff to learn about DEI from
their leaders and coworkers. The Office of DEI also has two links on
their webpage where employees can offer feedback on culture and
report a bias incident. The feedback goes to the Assistant Vice
Chancellor of Inclusion and the only ask is that criticisms be paired
with suggestions for improvement.
References
The online Master of Social Work program at the University of
Southern California. (2020, November 5). Diversity toolkit: A guide to
discussing identity, power and privilege | MSW@USC. USC-MSW.
https://msw.usc.edu/mswusc-blog/diversity-workshop-guide-to-
discussing-identity-power-and-privilege/
University of Nebraska Medical Center. (n.d.). Diversity, Equity &
Inclusion at UNMC. UNMC.
https://www.unmc.edu/diversity/index.html
Woebkenberg, J. (2022, April 11). Building a culture of diversity, equity,
and inclusion in healthcare. Journal of AHIMA.
https://journal.ahima.org/page/building-a-culture-of-diversity-
equity-and-inclusion-in-healthcare
