Steve Pemberton

istevepemberton

Accelerating Health Equity:

How Diversity and Inclusion

Are Transforming Our World

and Healthcare

Diversity and Inclusion is

hard.

An Epiphany…

Really hard.

After Many Years… An Epiphany…

What is Diversity and Inclusion?

Many Buzzwords…

What Has Come of That?!

Frequent Missteps Little industry or institutional understanding of why this matters

Anchoring Diversity and Inclusion efforts in what we don’t do well

Assigning one person to the task

Excessive focus on unconscious bias/micro inequities

Relying on ‘Top Organizations for…’ lists

Excessive benchmarking

Failing to create sustainable and integrated processes

Not aligning diversity constituencies to the organizational mission

Not driving accountability internally and externally

Failure to create a culture of courageous conversations

Points, Counterpoints & Endpoints“There is one and only one social responsibility of business–

to use its resources and engage in activities designed to

increase its profits so long as it stays within the rules of the

game, which is to say, engages in open and free competition

without deception or fraud.” - Milton Friedman

“There is only one valid definition of business purpose: to create a

customer. . . . It is the customer who determines what a business

is. It is the customer alone whose willingness to pay for a good or

for a service converts economic resources into wealth, things into

goods. . . . The customer is the foundation of a business and keeps

it in existence.” – Peter Drucker

“Long Range Planning does not

deal with future decisions but with

the future of present decisions.”

20202010

A Demographic Destiny…

2000

Source: The Multicultural Economy 2010, Selig Center for Economic Growth, J. Humphreys

1990

The Effects of Demographic Destiny

1. We will live longer and in a world with no clear racial or

ethnic majority

• More than half of all US babies born today are people of color

• By 2031, 29%-32% of Canada’s population could be ‘minority’

2. We will have to think of inclusion as necessity not

option

• Access will be the new frontier; healthcare, education, pay equity

sustainable communities

3. Future generations will have different expectations

• They want careers and experiences that will have an impact on

the world…

• …and they will wield technology to make sure it happens

4. We will be forced to find our mutuality as people and as

movements

• Excessive tribalism, social isolation will diminish innovation

Sputnik’s Impact President Eisenhower established the position of

Presidential Science Advisor

The House and the Senate reorganized their committee structures to focus on science policy

Congress created the National Aeronautics and Space Agency (NASA), charging it to create a civilian space program

Congress tripled funding for the National Science Foundation to improve science education.

The National Defense Education Act is created which in turn creates the National Defense Student Loan Program (Perkins Loan)

Inherent understanding of the consequences of failure

Solved the right problem; we realized we had an access issue

Very clear on the Why, What and How

Recognized they could not hold on to old models

Clear lines of collective ownership; no delegating to future generations.

Urgent!!!

Understood what success looked like (e.g. ‘man on the moon’)

Leveraged mutuality to speed up the change

Sputnik’s Lessons for Us

What Next Practices for Diversity & Inclusion Means…

Diversity of experience and thought is just as important

as more traditional categories of diversity

What Next Practices for Diversity & Inclusion Means…

Diversity of experience and thought is now as important

as more traditional categories of diversity

Management Leaders are changing their mindset

“We’ve been at the leading-edge of clean energy

technology…these developments were only possible

because different people with unique perspectives looked at

these challenges in new ways. Innovation is powered by

diversity and fostered by inclusion.”

- Lockheed Martin CEO Marilyn Henson

“We’re calling on our industry to again make the

seemingly impossible possible by making a

commitment to real change and clarity in our goals.

Without a workforce that more closely mirrors the

population, we are missing opportunities, including

not understanding and designing for our own

customers.”

- Intel CEO Brian Krzanich

What Next Practices for Diversity & Inclusion Means…

Diversity of experience and thought is now as important

as more traditional categories of diversity

Business Leaders are changing their mindset

Private sectors are ‘leading’ into social issues

“What we've learned is that the rules of philanthropy, the rules of

engagement have radically changed. You really have to build a coalition

of like-minded organizations and people who have the kind of

experience and skill base and local knowledge to tackle a problem as

complex as this.”

- Starbucks CEO Howard Schulz on the launch of the 100,000

Youth Opportunity Initiative

Healthcare Examples

Location-specific Diversity Councils at each of the

enterprise’s community hospitals and family health

centers are effectively supporting and sustaining an

inclusive work environment. Specific focus: employee

engagement and cultural competency

Multicultural Nurses Mayo Employee Resource Group

(MNMERG) recruits and retain nurses from diverse

cultures and offers professional support and networking

opportunities. The MNMERG also mentors and educates

Mayo’s diverse nurses and involves them in community

programs.

The Stages of Diversity…

The How: The F.I.R.M. Method for Diversity and Inclusion

Focus on The Middle

Integrate & Inform

Resolve & Re-Align

Measure & Mobilize

F.I.R.M. Operating Principles

• Understand where the industry/organization stands today

• Measure and assess before developing a strategy

• Establish a shared language of progress and empowerment

• Clearly articulate the D & I vision, strategy and process

• Go beyond “representation” numbers; behavior is a priority

• Find opportunities to integrate diversity with mainstream

processes, strategies and goals

• Develop ownership and accountability-at all levels