Diversity and Inclusion in Healthcare
In the healthcare system, diversity and inclusion do more than just promote social and cultural togetherness. Diversity and inclusion in the healthcare world provide the foundations that proper care is built upon.
The United Nations has set out clear Sustainability and Development Goals in assist in improving diversity and inclusion in healthcare. These goals, particularly SDGs 3 and 10, are set out as means in improving healthcare delivery, quality, and addressing inequalities. In fact, as a testament to how critical proper healthcare is, these efforts indirectly impact other key SDG goals, for example in supporting women and reducing attrition rates in the healthcare sector.
Understanding D&I in Healthcare
As diversity advocate Verna Myers said, “diversity is being invited to the party while inclusion is being asked to dance” . This is true for diversity and inclusion in the real world context. Effective representation and acceptance, whether racial, ethnic, gender, sexual orientation or immigration status, are important in the healthcare system.
Diversity in Healthcare
Diversity in healthcare refers to the inclusion of people of diverse backgrounds - characterized by gender, race, disability, social class, language proficiency, and other social features. Diversity and inclusion involve improving pathways for talent and the working environment rather than just focusing on recruitment.
The healthcare sector comprises varying stakeholders, from leaders and healthcare professionals to trainees/students, educators, leaders, researchers, and at the forefront - patients!
For example, healthcare professionals from marginalized communities may experience discrimination and access to fewer jobs. On the other hand, patients may experience issues, such as language barriers and lack of access to proper or quality healthcare.
Inclusion in Healthcare
Inclusion in healthcare stems from diversity efforts - and refers to the cultivation of a supportive environment. An inclusive healthcare environment features a diverse community where everyone is equally respected, valued, supported, and allowed to contribute.
For example, an inclusive hospital for people with physical disabilities should have adequate infrastructure to make day-to-day activities easier for staff, patients, and visitors of the hospital. Further, an inclusive hospital can implement policies and regulations that prevent discrimination against people with physical disabilities.
Statistics on Diversity and Inclusion in the Healthcare Sector
A proper understanding and integration of diversity and inclusion results in an effective and successful approach to healthcare delivery. Nonetheless, while the world has come a long way, challenges of D&I still exist in the healthcare sector - hindering effective access and equity.
👩🏽⚕️For Healthcare Professionals:
The healthcare industry outpaces other sectors for women's representation. The most recent statistics from the American Medical Association put women at nearly 37% of all practicing physicians in the U.S.
However, in the healthcare sector, women of color are still under-represented:
Senior positions have 4% with women of color vs 28% with white women
Entry-level positions have 26% with women of color vs 49% with white women
People of color make up only 13% of senior management in the healthcare sector and 36% in entry-level roles.
Only 8.1%, 6.1%, and 0.8% of medical residents identify as Hispanic, Black, and Native American in the US, respectively.
Even fewer of these folks become physicians as less than 3% of male physicians are Black and less than 1% of all male physicians in the US are Native American.
The American Academy of Family Practice (AAFP) reports that 3.2% of its members identify as gay, bisexual, or uncertain.
Less than half (about 33%) of all nurses in the U.S. identify as Black, Asian, Hispanic, or Latino/a.
Another survey puts the total percentage of Black U.S. nurse practitioners and midwives at 8.21%, Asians at 6.86%, Hispanics at 6.71%, while Native Americans and Hawaiians account for less than 5%.
🚑For Patients:
Black and Native Americans are likely to die earlier than their white counterparts. They are also likely to die from treatable diseases, pregnancy complications, and infancy.
Disparities between Black and white women are an excellent example of intersectionality in the healthcare system. For example, Black women are three times more likely to die from pregnancy-related complications than White women - with factors, such as structural racism and implicit bias playing a massive role.
Pregnant Black women are also more likely to have severe pain and symptoms or underlying conditions ignored by their clinicians than their white counterparts.
While cost and geographical barriers primarily limit access to health care, discrimination and racism play a role as well. People of color report receiving subpar care as a result of interpersonal racism, discrimination, and prejudices from their clinicians.
Challenges associated with diversity and inclusion in the healthcare sector are multidimensional and complicated. Recent DEI policy changes and bans are projected to further challenge DEI efforts in healthcare. For instance, bans may reduce the enrolment of healthcare students and trainees(like medical students) from underserved and marginalized communities.
However, with organizations and leaders playing their part, they can help ease the challenge and mitigate many problems. As proven by the improving year-on-year statistics (e.g. growing numbers of healthcare professionals of color), the right strategies can ultimately improve the status quo.
Why Diversity and Inclusion is Important in the Health System
Diversity and inclusion in healthcare are important for both practitioners and patients. Ultimately, promoting diversity and inclusion in healthcare for both employees and patients is ethically important and the right thing to do.
Practitioners enjoy more fulfilling careers, comfortable work settings, and overall well-being. On the other hand, patients are guaranteed better healthcare delivery and overall healthier lives. While these efforts appear small, they can impact the overall national healthcare status - ensuring a healthier and happier society.
Consequently, investing in proper diversity and inclusion isn't just about doing the right thing. It's a strategic approach to improving healthcare delivery and a thriving workplace environment. Additionally, it helps in capacitating, and retaining the best staff while improving the overall health and well-being of the community at large.
Benefits For Healthcare Professionals 👨🏿⚕️
Like with other sectors, promoting true diversity and inclusion in healthcare benefits healthcare professionals, too. Employees feel more seen and appreciated, resulting in more morale, satisfaction, and higher retention rates.
With such a positive and thriving environment, employers also enjoy more cohesive healthcare teams. This results in better healthcare delivery and outcomes. Advancing the healthcare sector further by promoting innovation - which is vital for the ever-changing sector. Diverse teams are more adept at solving problems and being innovative.
Whether medical students or healthcare professionals, equitable support, better access to jobs, and equal pay means better well-being and success for all. This can also translate to a more promising future for marginalized communities; where these professionals or students come from.
Organizations with healthy D&I practices enjoy better reputations and trust in the community. This doesn't just build them a positive brand among the community. It is also easier for such organizations to attract the best talent.
In today’s world, where diversity and inclusion are increasingly being prioritized, proper strategies help institutions and organizations adhere to regulatory compliances. This helps the company avoid any legal woes or penalties while playing their part in social responsibility.
Benefits For Patients 🏥
A diverse and inclusive healthcare team isn't just about visual representation - and the numbers! Incorporating diverse perspectives helps to understand patient needs and expectations better. This, in turn, helps to improve the overall healthcare delivery, including reduced health inequalities and building a more equitable society.
Remember, healthcare providers come across patients from different backgrounds. For instance, Black physicians are more likely to achieve better outcomes treating Black patients than physicians of other races. One has to consider the unfortunate and dark history of healthcare for Black people in America, which makes Black patients less trusting of the system. Thus, having an advocate they can relate to or identify with can help ease their concern and distrust.
This is because physicians are positioned to offer more effective preventative care for these patients while patients will be more receptive to their recommended care options.
7 Ways to Improve Diversity and Inclusion in Healthcare
1. Make D&I Part of Your Organization’s Identity
According to experts, ingraining D&I into your organization’s mission, culture, and expected outputs can help achieve positive changes. Therefore, reflect your mission and goals to reflect your DEI strategy.
Current derailments and bans on DEI policies shouldn't affect an organization or institution’s commitment to diversity and inclusion, either. Whether equal hiring opportunities or access to medical training, organizations must ensure access to all by shaping their mission and goals to reflect this commitment.
2. Incorporate Hiring Practices with D&I Strategy
Creating a more effective D&I strategy, improving hiring practices, and integrating diverse teams is one step toward true diversity and inclusion. But, maintaining an inclusive environment is more than just hiring diverse talent.
Organizations must foster an environment of inclusivity. In addition to strict anti-discrimination policies, leaders must also foster a thriving and equitable environment. These include facilitating support efforts, such as equal career advancement, mentorship, and extending support to employee resource groups (ERGs).
Some organizations may struggle with designing an effective approach to diversity and inclusion. This is where DEI consultants come into play; offering the guidance and consultancy needed.
3. Learn about D&I in Healthcare
Ignorance plays a role in crippling D&I efforts in healthcare. Therefore, insights and education into the current challenges can help shed light on the core issues. This can help change perceptions and even encourage the need to find solutions. Fortunately, educating healthcare professionals and leaders about these challenges can be done in many ways.
These include:
Availing recent studies around the challenges experienced in the healthcare system for both professionals and patients
Hosting workshops and expert panels to discuss and highlight these issues
Collecting patient feedback on service delivery and experiences anonymously
Open peer-to-peer discussions about the challenges
4. Provide Diversity and Inclusion Training
Different types of training and education components can help cultivate a diverse and inclusive healthcare system. Healthcare professionals can benefit from cultural competency training; equipping them with a better understanding of different cultures and backgrounds and instilling cultural sensitivity.
Cultural competency training can offer a more in-depth education to help practitioners understand differences in traditional health beliefs, cultural dietary practices, and even social norms.
This makes it easier to communicate and interact respectfully and effectively with any patient. It also allows physicians to tailor care delivery based on the patient’s individual needs. Healthcare delivery stops being a one-size-fits-all; which can be detrimental for some patients.
On the other hand, Leaders in the sector also benefit from key leadership training. These include how to be an inclusive leader, how to devise effective D&I strategies, and even how to improve their DEI hiring practices.
5. Create Anti-Discrimination Policies
While education and awareness programs help change perceptions, strict and zero-tolerance policies further reinforce a respectable and equitable environment. Implementation of strict anti-discrimination policies sets the blueprint and serves as a guide to create a more tolerable environment.
It also protects individuals who may not always have an active advocate for their rights. Whether seeking equal care quality for all patients or access to jobs for all backgrounds, strict anti-discrimination policies are essential.
6. Make D&I Resources Available
Accessibility of resources can help bridge the gap in diversity and inclusion for both employees and patients. Create online resources and support staff that can help cater to the needs, questions, and concerns of either group.
For instance, large clinics can offer trained advocates for patients with disabilities or those from marginalized groups to ensure equal and high-quality care delivery. Clear communication channels and easy access to leadership further build trust and eliminate the disconnect with the community. It signals the organization’s genuine commitment to helping the community and supporting its staff.
7. Engage the Community
Community engagement programs and initiatives can further connect the community at large and build trust. One of the easiest ways to do this is by building a community advisory board that comprises community members from various cultural groups and backgrounds.
The board can then contribute, with true insights from the people, on how to improve healthcare delivery and address any key concerns.
