Issue link: https://beckershealthcare.uberflip.com/i/1362166
17 Executive Briefing As a leader, it's easy to say, "I already have a DEI program." But it can't stop there. Inequities within companies are all too common. We must personally play a role in eradicating the beliefs, policies and attitudes that perpetuate discrimination. And getting there will take courageous leaders who are willing to surface uncomfortable truths. I recently served on a panel with Wayne Frederick, MD, the 17th president of Howard University. Dr. Frederick publicly expressed his commitment to making sure Howard's 18th president will be a woman, the first time in the university's history. This is the kind of leadership our health systems need right now. A culture of equity At Vituity, we believe a diverse culture starts with our leadership. As a clinician-led healthcare organization, it's our role and privilege to lead the industry by fostering a culture and network of inclusivity. Our shared company definition of success includes a core belief that each of us must be brilliant in our roles to reach collective success. We make a point to recognize and collectively harness our individual strengths while tapping into each other's unique talents and fostering a sense of belonging. This culture, on which we pride ourselves, encourages growth at all levels and recognition for those who deserve it. To help foster this culture of brilliance among a new generation, Vituity established regular series of half- day learning sessions targeted to minority residents and senior medical students as they begin navigating a life in medicine. Called IMPACT, these forums join today's clinical leaders with tomorrow's generation, extending the expertise and knowledge it has taken years to cultivate. Young medical professionals can learn about different healthcare organizational structures and practice models so that they can choose one that best matches their aspirations, receive tips on building a strong financial position, and learn ways to serve and give back to our communities. We also established the Vituity Cares Foundation. Our projects focus on mentoring tomorrow's diverse healthcare leaders, bringing quality care to underserved communities, and improving lives through outreach and our network of community partners. Our foundation allows us to extend our impact beyond our practices. It also allows us to collaborate with community organizations and amplify our results. An inclusive culture starts with our leadership. As leaders, we have the expertise and network to be the exemplar, showing how a brilliant culture can increase health systems' effectiveness and successful patient outcomes. Embracing accountability As healthcare leaders, we operate highly complex organizations on the thinnest of margins with a sense of mission to improve our patients' lives. Are we up to the challenge of ushering in a new era of inclusivity? I believe the answer is a resounding "maybe." Too often, we reward an individual instead of a team. Perhaps we passed diverse physicians and administrators over for promotions by favoring those who'd had more opportunities to shine. We may be waking up to the fact that our clinicians desperately need cultural competence training or that our recruiting practices are woefully outdated. The good news is that the opportunity — and indeed, the imperative — for inclusive leadership has never been greater. Clinicians sincerely want to do what's best for patients and need leadership commitment to support them. And with strength, compassion and brilliance, we can lead the way. It won't happen in a day, a week or even a year, but we can and must do this for our organizations and most importantly, for the patients we serve. n For nearly 50 years, Vituity has been a catalyst for positive change in healthcare. As a physician-led and -owned multispecialty partnership, our 5,000 doctors and clinicians care for nearly 8 million patients each year across 450 practice locations and nine acute care specialties.