Although surgery demands the in-person presence of most employees, some nonclinical personnel may work remotely or on a hybrid basis....
There has been a significant increase in the number of organizations stepping into the diversity, inclusion and belonging (DIB) space in recent years. It’s one thing for an organization to say they are committed to an issue and throw money in to help solve it, but what tools and resources are needed to achieve lasting and meaningful success? ASC leaders can establish strategies and programs and implement tools to ensure their facilities stay relevant in the changing communities they serve.
DIB is as important as managing a facility’s finances or patient care because it fills the workforce pipeline with qualified candidates from underrepresented groups — the fastest growing segments of the nation’s population — and ensures there is equitable access to care as well as equitable outcomes.
The best way to implement an effective DIB strategy is a topic worthy of attention and action. Many of these important efforts focus on long-term goals and are taking place at large health systems and academic centers. The same conversations and initiatives need to happen at surgery centers to help drive diversity and inclusion in the workforce and to achieve equity in patient care.
Diversity is a reality. It’s the here and now and we must both acknowledge and embrace what it brings. ASC leaders have the responsibility to create an inclusive environment and a place where employees see themselves being able to succeed, feel a sense of belonging, feel important and want to engage and contribute all they can to the organization.