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Diversity & Inclusion at JHMI
James E. Page, Jr., M.B.A.Vice President and Chief Diversity Officer, Johns Hopkins Medicine
Vice Provost and Chief Diversity Officer, The Johns Hopkins University
Eloiza T.B. Domingo-Snyder, M.S.Senior Director and Deputy Chief Diversity Officer
Johns Hopkins MedicineOffice of Diversity & Inclusion
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JHM Office of Diversity & Inclusion © [email protected]
Diversity is any collective mixturecharacterized by
and related similarities, differences,
tensions and complexities.
‐ Dr. R. Roosevelt Thomas, Jr.
Defining Diversity
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JHM Office of Diversity & Inclusion © [email protected]
Diversity is characterized by both similarities & differences…fully maximizing common talents and engaging unique abilities to deliver an extraordinary experience in healthcare to our:
•Patients
•Associates, Students & Volunteers
•Community and
•Suppliers
Defining Diversity
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JHM Office of Diversity & Inclusion © [email protected]
At over $3.5 billion in
losses, diversity risks can’t be
ignored.
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JHM Office of Diversity & Inclusion © [email protected]
At over $3.5 billion in
losses, diversity risks can’t be
ignored!
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JHM Office of Diversity & Inclusion © [email protected]
AgeAge RaceRace
EthnicityEthnicity
GenderIdentityGenderIdentity
Physical AbilitiesPhysical Abilities
Sexual Orientation
Sexual Orientation
LearningStyle
LearningStyle
PersonalityPersonality
Cognitive Ability
Cognitive Ability
MilitaryExperience
MilitaryExperience
CoupleStatusCoupleStatus
ParentalStatus
ParentalStatus
Decision-MakingStyle
Decision-MakingStyle
WorkStyleWorkStyle
IncomeIncomeEducationEducation
Personal Habits
Personal Habits
ReligiousBeliefs
ReligiousBeliefs
GeographicLocation
GeographicLocation
WorkBackground
WorkBackground
AppearanceAppearance LanguageLanguage
RecreationalActivities
RecreationalActivities
ManagementStatus
ManagementStatus
Division/Department/Unit/Group
Division/Department/Unit/Group
WorkLocation
WorkLocation
Functional Level/Classification
Functional Level/Classification
TitleTitle
Work Content/
Field
Work Content/
Field
SenioritySeniority
Diversity Wheel
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JHM Office of Diversity & Inclusion © [email protected]
AgeAge RaceRace
EthnicityEthnicity
GenderIdentityGenderIdentity
Physical AbilitiesPhysical Abilities
Sexual Orientation
Sexual Orientation
LearningStyle
LearningStyle
PersonalityPersonality
Cognitive Ability
Cognitive Ability
MilitaryExperience
MilitaryExperience
ParentalStatus
ParentalStatus
Decision-MakingStyle
Decision-MakingStyle
WorkStyleWorkStyle
IncomeIncomeEducationEducation
Personal Habits
Personal Habits
ReligiousBeliefs
ReligiousBeliefs
GeographicLocation
GeographicLocation
WorkBackground
WorkBackground
AppearanceAppearance LanguageLanguage
RecreationalActivities
RecreationalActivities
ManagementStatus
ManagementStatus
WorkLocation
WorkLocation
Functional Level/Classification
Functional Level/Classification
TitleTitle
Work Content/
Field
Work Content/
Field
SenioritySeniority
Division/Department/Unit/Group
Division/Department/Unit/Group
CoupleStatusCoupleStatus
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JHM Office of Diversity & Inclusion © [email protected]
#1: Diversity & Inclusion
Diversity includes all the ways in which we differ and makes us unique.
Inclusion involves leveraging diverse perspectives, demographics, and
resources in a way that is beneficial for everyone and creates business value.
JHM Office of Diversity & Inclusion © [email protected] 1, 2016
Focus Areas for JHM D&I
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JHM Office of Diversity & Inclusion © [email protected]
Diversity and Inclusion = Innovation and Productivity
Identity diversity among intelligent people on a team contributes more to effective problem-solving than a team comprised of the best-performing, intelligent people without identity diversity.
Companies that achieve diversity in their management and on their corporate boards attain better financial results, on average, than other companies.
NY Times, 2008; Catalyst, 2004, 2007, 2011 JHM Office of Diversity & Inclusion © [email protected]
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JHM Office of Diversity & Inclusion © [email protected]
#2: Health Disparities/Equities
Health disparities are preventable and measurable differences in the burden of
disease, injury, violence, or opportunities to achieve optimal health that are
experienced by socially disadvantaged populations. Populations can be defined
by factors such as race or ethnicity, gender, education or income, disability,
geographic location (e.g., rural or urban), or sexual orientation. Health
disparities are inequitable and are directly related to the historical and current
unequal distribution of social, political, economic, and environmental resources.
JHM Office of Diversity & Inclusion © [email protected] 1, 2016
Focus Areas for JHM D&I
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JHM Office of Diversity & Inclusion © [email protected]
#3: Cultural/Linguistic/Spiritual Competency
Culture refers to integrated patterns of human behavior that include language,
thoughts, communications, actions, customs, beliefs, values, and institutions of
racial, ethnic, religious, or other groups (e.g., gender, gender identity/gender
expression, age, national origin, sexual orientation, disability). Cultural,
linguistic and spiritual competence is a set of congruent skills that enables
professionals to interact effectively in cross-cultural, multi-religious situations.
JHM Office of Diversity & Inclusion © [email protected] 1, 2016
Focus Areas for JHM D&I
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JHM Office of Diversity & Inclusion © [email protected]
JHM Going Beyond the Traditional
Excellence& Discovery
Leadership& Integrity
Diversity& Inclusion
Respect &Collegiality
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JHM Office of Diversity & Inclusion © [email protected]
JHM Going Beyond the Traditional
Excellence& Discovery
Leadership& Integrity
Respect &Collegiality
Leadership & Integrity
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JHM Office of Diversity & Inclusion © [email protected]
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JHM Office of Diversity & Inclusion © [email protected]
Leadership & Integrity
1. (Noun) Responsibility for the safety and well-being of someone or something.Ex. We have a strong relationship, because you have earned my trust.
2. (Verb) To put (something) into the possession or safekeeping of another.Ex. Because I do not know them, they have something to prove before I can trust them.
Trust \trəst\
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JHM Office of Diversity & Inclusion © [email protected]
Etymology of Trust
c. 1200, from...• traust, meaning “help, confidence”• troost, meaning “comfort, consolation”
c. 1800s:• Trusty (noun) – used to mean “a prisoner granted
special privileges as reward for good conduct.”
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JHM Office of Diversity & Inclusion © [email protected]
Rate the honesty and ethical standards of people in different fields
Gallup: Nov.28 – Dec. 11, 2011
“Who Do You Trust?”
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JHM Office of Diversity & Inclusion © [email protected]
Wouldn’t You Trusta ?Hospital
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JHM Office of Diversity & Inclusion © [email protected]
Wouldn’t You Trusta ?Hospital
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JHM Office of Diversity & Inclusion © [email protected]
Tuskegee Syphilis Experiment
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JHM Office of Diversity & Inclusion © [email protected]
Painting by Robert Lindneux
Paining by sleeplessturtleisland.blogspot.com
Indigenous Peoples/Native Americans
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JHM Office of Diversity & Inclusion © [email protected]
Ethnic Profiling of Muslims
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JHM Office of Diversity & Inclusion © [email protected]
Photo courtesy of www.propublica.org
Photo courtesy of www. flapsblog.com
Photo courtesy of www.wbez.org
Mexican Immigration
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JHM Office of Diversity & Inclusion © [email protected]
Photo courtesy of www. 4christe.tripod.com
Copyright David Oliver
Photo by Carolyn Cole, Los Angeles Times
Hurricane Katrina
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JHM Office of Diversity & Inclusion © [email protected]
Photo courtesy of www.theclick.us
Families That Have Experienced Loss
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JHM Office of Diversity & Inclusion © [email protected]
Perceptions Are Powerful
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JHM Office of Diversity & Inclusion © [email protected]
Let’s Talk Abouta Hospital…
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JHM Office of Diversity & Inclusion © [email protected]
TRUSTGAP
History of Mistrust
Patient’s Concern for Their Health
Perceptionof Institutions
Potential for Trust Gap
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JHM Office of Diversity & Inclusion © [email protected]
Trust & Empathy
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JHM Office of Diversity & Inclusion © [email protected]
Leadership & Integrity
1. (Noun) Responsibility for the safety and well-being of someone or something.Ex. We have a strong relationship, because you have earned my trust.
2. (Verb) To put (something) into the possession or safekeeping of another.Ex. Because I do not know them, they have something to prove before I can trust them.
Trust \trəst\
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JHM Office of Diversity & Inclusion © [email protected]
Leadership & Integrity
1. (Noun) Responsibility for the safety and well-being of someone or something.
Ex. We have a strong relationship, because you have earnedmy trust.
2. (Verb) To put (something) into the possession or safekeeping of another.
Ex. Because I do not know them, they have something to prove before I can trust them.
Trust \trəst\
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JHM Office of Diversity & Inclusion © [email protected]
Leadership & Integrity
1. (Noun) Responsibility for the safety and well-being of someone or something.
Ex. We have a strong relationship, because you have earnedmy trust.
2. (Verb) To put (something) into the possession or safekeeping of another.
Ex. Because I do not know them, they have something toprove before I can trust them.
Trust \trəst\
earned
something to
Trust
is
be
…
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JHM Office of Diversity & Inclusion © [email protected]
Excellence& Discovery
Leadership& Integrity
Respect &Collegiality
JHM Core ValuesExcellence & Discovery
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JHM Office of Diversity & Inclusion © [email protected] Office of Diversity & Inclusion © [email protected]
15104 ZIP Code
Mayor John Fetterman
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JHM Office of Diversity & Inclusion © [email protected]
2002
JHM Office of Diversity & Inclusion © [email protected]
Dr. Oxana Federova
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JHM Office of Diversity & Inclusion © [email protected] Office of Diversity & Inclusion © [email protected]
Racial/Ethnic Disparities in Illnesses
Black women, who have the highest death rates of all racial/ethnic groups in the US, are
40% more likely to die of breast cancer than white women.
Compared to non-Hispanic whites, Latinos are
65% more likely to be diabetic, 55% more likely to have end-stage renal disease, and 45% more likely to die from diabetes.
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JHM Office of Diversity & Inclusion © [email protected] Office of Diversity & Inclusion © [email protected]
Cardiac Care
Racial/Ethnic Disparities in Treatment
A 1999 study showed that men and whites were
significantly more likely to be referred for cardiac catheterization than women or blacks. The
study suggests unconscious biases of medical providers are
responsible for the discrepancy.
Kidney Transplants
African Americans spend 2 to 4 times longer on kidney transplant waiting lists than Caucasians.
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JHM Office of Diversity & Inclusion © [email protected]
Research testing 2284 medical doctors found that overall
doctors show a strong implicit bias against overweight people.
Men’s bias wasstronger than women’s,
and, among the doctors that
were tested, bias was
strongest amongthose who were the thinnest.
Janice A. Sabin, Maddalena Marini, and Brian A. Nosek, 2012 JHM Office of Diversity & Inclusion © [email protected]
Weight Bias
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JHM Office of Diversity & Inclusion © [email protected]
CEOJHM Office of Diversity & Inclusion © [email protected]
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JHM Office of Diversity & Inclusion © [email protected]
CEO
JHM Office of Diversity & Inclusion © [email protected]
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JHM Office of Diversity & Inclusion © [email protected] Office of Diversity & Inclusion © [email protected]
Doctor / Surgeon
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JHM Office of Diversity & Inclusion © [email protected] Office of Diversity & Inclusion © [email protected]
Scientist
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JHM Office of Diversity & Inclusion © [email protected] Office of Diversity & Inclusion © [email protected]
Nurse
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JHM Office of Diversity & Inclusion © [email protected]
“All our knowledge has its origins in perceptions.”
– Leonardo da Vinci
Excellence & Discovery
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JHM Office of Diversity & Inclusion © [email protected]
Excellence& Discovery
Leadership& Integrity
Respect &Collegiality
JHM Core ValuesRespect & Collegiality
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JHM Office of Diversity & Inclusion © [email protected]
Local Knowledge
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JHM Office of Diversity & Inclusion © [email protected]
North America
Bug Sport Food
Europe Southeast Asia
Local Knowledge
Wireless
United States
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JHM Office of Diversity & Inclusion © [email protected]
Local Knowledge
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JHM Office of Diversity & Inclusion © [email protected]
Our Changing Environment:Baltimore & Immigrant Population Growth
Percentage of Hispanic & Latinos (any race)and Hospitals, in Baltimore City
2000 vs. 2014
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JHM Office of Diversity & Inclusion © [email protected]
JHCP
Arabic Mandarin
JHH
Mandarin
HCGH
Nepalese
JHBMC
French
Sibley
Mandarin
Suburban
Our Changing Environment:Top Languages at JHM Domestic Affiliates
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JHM Office of Diversity & Inclusion © [email protected]
Culturally Competent Care
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JHM Office of Diversity & Inclusion © [email protected]
Excellence& Discovery
Leadership& Integrity
Diversity& Inclusion
Respect &Collegiality
JHI Leading on All Fronts
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JHM Office of Diversity & Inclusion © [email protected]
The Diversity and Inclusion Healthcare Imperative
Understanding of patients, their
respective cultures, and their knowledge of illness and disease
Creating ideal patient, family, and employee experiences that live up to their diverse
needs and expectations
A top‐rated institution serving increasingly diverse and international
patients and families
Recruiting, retaining, developing, and promoting a
workforce that reflects our patient
population
Safety Workforce
World‐ClassHealthcare
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Diversity & Inclusion at JHMI
James E. Page, Jr., M.B.A.Vice President and Chief Diversity Officer, Johns Hopkins Medicine
Vice Provost and Chief Diversity Officer, The Johns Hopkins University
Eloiza T.B. Domingo-Snyder, M.S.Senior Director and Deputy Chief Diversity Officer
Johns Hopkins MedicineOffice of Diversity & Inclusion