ACHE 2014 Survey Comparing Career Attainments of Healthcare Executives by Race/Ethnicity 1
ACHE HE ’ s Diversity Commi ommitment ment Established & Elevated • Diversity policy statements: 1990 … 2015 • First ACHE Race/Ethnicity Research Study 1992, 1997, 2002, 2008 & 2014 • Thomas C. Dolan Executive Diversity Program • ACHE chapters diversity & inclusion initiatives • ACHE strategic initiative to “ Advance Executive Diversity ” 2
Survey headlines • There were some positive results, but disparities still exist among Asian, black, Hispanic and white executives with respect to: • Career attainments • Compensation • Job satisfaction • Perceptions of parity in the workplace • Career experiences • ACHE has come up with a short list of recommendations for increasing inclusion in healthcare organizations based on the survey results 3
Career attainments Percent of men and women currently in senior positions (CEO and COO/Senior VP) Asian Black Hispanic White 26 ° /o 36 ° /o 44 ° /o 51 ° /o Men Median years experience 9.0 13.0 13.0 20.8 in healthcare management 24 ° /o 19 ° /o 30 ° /o 32 ° /o Women Median years experience 9.2 13.6 11.0 18.4 in healthcare management Source: 2014 Survey of the Career Attainments of Healthcare Executives, Tables 3,16
Compensation Median compensation controlling for education and experience ($) Men Women Asian Black Hispanic White Asian Black Hispanic White 191,961 153,004 169,829 184,444 143,577 123,131 141,899 141,563 • Controlling for education and experience, Asian and white men reported approximately the same median salaries. black men earned 17% less than white men and Hispanic men earned 8% less. • Controlling for education and experience, Asian, Hispanic and white women reported approximately the same median salaries. Black women earned 13% less than white women Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 9
Job satisfaction Percent Satisfied or Very Satisfied Asian Black Hispanic White Amount of job security I have 78% 74% 78% 78% Degree of respect and fair treatment 88% 87% 90% 92% I receive from the employees I supervise The degree of respect and fair treatment 88% 87% 90% 92% I receive from the employees I supervise Degree of respect and fair treatment 83% 76% 82% 82%* I receive from those who supervise me Overall, how satisfied are you in 82% 78% 86% 84% your present position Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 10
Perceptions of race relations Agree or Strongly Agree Asian Black Hispanic White Race relations in my organization are good 76% 53% 76% 83%* In my organization, minority managers have 29% 69% 22% 6%* to be more qualified than others to succeed The quality of relationships between minorities 38% 52% 31% 22%* from different racial/ethnic groups could be improved here A greater effort should be made in my 59% 81% 53% 40%* organization to increase the percentage of racial/ethnic minorities in senior healthcare management positions * Chi-square significant at p < .05 Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 6
Career experiences in last 5 years Asian Black Hispanic White Failed to be hired because of your 16% 29% 13% 2%* race/ethnicity Failed to be promoted because of your 23% 39% 19% 4%* race/ethnicity Failed to receive fair compensation 19% 41% 20% 5%* because of your race/ethnicity Were evaluated with standards that 17% 28% 15% 10%* you believe were inappropriate Were discriminated against in career 13% 7% 9% 2%* advancement because you have an accent or speak in a dialect * Chi-square significant at p < .05 Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 17
Carolyn Caldwell – President and Chief Executive Officer IFD National Leadership Conference Panel Discussion 1:00 AM – 12:15 PM Tuesday , June 21, 2016 - 1
Creating a Diverse Leadership T eam and Board that Reflects Y our Community and the Population Y ou Serve
Know Y our Community • Biking, golf, hiking, horseback riding, swimming, and tennis in the nearby desert and mountain areas are major forms of recreation in Palm Springs. The city is also famous for its mid-century modern architecture and design elements. • Palm Springs has one of the highest concentration of same-sex couples of any community in the United States. In the city , 7.2% of households belong to a same-sex couple compared to the national average of 1%. Palm Springs has the fifth-highest percentage of same-sex households in the nation • Insignificant number of primary care physicians to cover the population.
PSAPopulationAge and Race/Ethnicity PSA has a larger percentage of seniors than US average and a significantly different racial makeup than US average Source: Truven Market Expert Slide 4
Administrative Team Kristin Schmidt Carolyn Caldwell Jim Santucci Judi Stimson Chief Nursing Chief Operating President & Chief Financial Officer Officer Chief Executive Officer Officer Randy Culbertson, D.O. Charles Anderson, M.D. Arthur Dominguez, Fred Owusu Chief Development Officer Chief Medical Assistant Chief Chief Human Associate Administrator, Officer Nursing Officer Resources Officer Director Medical Education Ashley Vertuno Cheryl Busch Associate Market Compliance Administrator Officer
Governing Board Diversity 2012: 15 Members • 11 Males & 4 Females • 11 White, 2 East Indian, 1 African American, 1 Syrian 2016: 15 Members • 8 Males & 7 Females • 9 White, 2 Hispanic, 1 African American, 1 Iranian, 2 Indian Slide 6
Medical Residencies Started Since July 2015 • Family Medicine • Internal Medicine • Neurosurgery • Neurology • Emergency Medicine
Desert Regional – Charitable Support • American Heart Association • Desert AIDS Project • Clinton Foundation Health Matters • Get T ested Coachella V alley Initiative • Desert Cancer Foundation • Coachella V alley Economic Partnership • Desert ARC • United Way • Hanson House …and many more •
Lead Sponsor - Get T ested Coachella V alley • $1.5 million, three-year commitment Get T ested mobile HIV testing clinic
• • DESER TREGIONAL 1 • 1 MEDICAL CENTER ThtHospitalYouTrust ToCart ForThoseYouL D v e
IFD National Leadership Conference Success Strategies for Diverse Leadership and Inclusion Panel Discussion Thomas F . Zenty III Chief Executive Officer, University Hospitals
• Founded in 1866 • University Hospitals Case Medical Center, major academic medical center • 1 1 wholly-owned community medical centers in Northeast Ohio • 4 joint venture hospitals • 40 major outpatient centers • 4,700 affiliated providers • Revenues $4 Billion • 26,000 Employees 3
UH Medical Centers (12) Joint Ventures (2) e 0 1. Case Medical C e n t 2. Ahuja Medical C e n t 12. Southwest General Health Center 13.UH Rehabilitation Hospital 3. UHRH - Bedford Campus+ 4. Conneaut Medical Center 5. Geauga Medical Center Affiliations (2) e 6. Geneva Medical Center 7. UHRH - Richmond Campus+ 14. Seidman Cancer Center Sandusky 8. Elyria Medical Center 15. Seidman Cancer Center Elyria 9. Parma Medical Center 1O a. Portage Medical Center 1Ob. Samaritan Hospital 11. St. Jolm Medical Center UH Health Centers (36) 0 16.UH & PortageAurora Health Centers 39.Wel!Pointe Health Center 17. Bainbridge Health C e n t 18. Chagrin Highlands Health Cent 40. _".shtabula Health Center 19. Chesterland Health Center 4 1 . f airla\ n Health Center 20.Concord Health Center 42. Southwest Brook Park Urgicare 21. Euclid Health C e n t 43. Southwest Brunswick Medical C e n t 22. Hudson Health C e n t 44. Southwest Strongsville Medical Center 23. Landerbrook Health C e n t & Urgicare 1. Sharon Health Center 24. Madison Health C e n t 45.Portage Brimfield & Kent Health 32. Twinsburg Health Center 25. UH & PollageManlua Health CenLc1s Centers 33.Unn· sity Suburban Health Center 26.Mayfield Village Health Cent 46. Portage Garrettsville Health Center 34. Westlake Health Center . _...sc UH Lyndhurst S u r g Center 4 7 27. Medina Health Cent 3 5 .Amh st Health Center 28. Mentor Health C e n t + r -;:;::::;-:;-;-; ;-;-;::;-::-::::-:-: -::-;-;-;-- : : - - ; - - - - : - : - : - - : - - : - : - - - - - - - , 36.A\·on Health Center 29. Otis Moss Jr. Health Center Part of UH Regional Hospita l s which includes two 37. Sheffield Health Center 30. Solon Health Cent campuses - Bedford and Richmond 38. UH & Portage Streetsboro Health Centers
Our Mission: • T o Heal. • T o Heal. • • T T o T each. o T each. • T o Discover. • T o Discover. 5
Our Values: Excellence Diversity Integrity Compassion T eamwork 6
Diversity Strategic Plan - Goals 1. Board Inclusion 2. Senior Leadership Inclusion 3. Workforce & Medical Staff Inclusion 4. Supplier Diversity Spend 5. Addressing Regional Health Disparities 6. Community Outreach & Engagement 7
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