Diversity & Inclusion

14 Pages·2011·1.11 MB·English

Office of
Diversity & Inclusion Diversity & Inclusion
9500 Euclid Avenue/UA20 Annual Report
Cleveland, Ohio 44195
clevelandclinic.org
Dear Friends
Cleveland Clinic: One of
America’s top 5
Cleveland Clinic has made diversity an enterprise-wide strategic goal. We are determined to make
hospital systems
Cleveland Clinic a place where all are welcome to work, visit and be healed. We offer this 2009-2010
Diversity Annual Report to measure our progress and share our hopes.
Cleveland Clinic is proud to honor diversity in all its forms: Not only race and gender, but age, class,
disability, ethnicity, religion, sexual orientation and family life. As Northeast Ohio’s largest employer,
we recognize our responsibility to develop a workforce that reflects our communities. As a leading
provider of patient care, we are building multicultural awareness into our patient experience. As serving
leaders, we seek a wider dialogue with our neighbors, vendors and communities.
Our organization is fortunate to have Anthony Stallion, MD, to serve as chief community relations
and diversity officer. He leads our Office of Diversity & Inclusion, which oversees innovative programs
and initiatives designed to enhance diversity and multiculturalism across the Cleveland Clinic system.
I congratulate them on their excellent work.
Diversity and multicultural awareness will be of ongoing concern as we develop the healthcare system
of the future. Thank you for sharing our interest in this topic. I hope you will find much to encourage you
in this Diversity Annual Report.
Sincerely,
Delos M. Cosgrove, MD
CEO and President
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Annual
Martin Luther King Jr.
Holiday Celebration
and Interfaith Service
Life’s most

persistent and urgent
question is, What are
you doing for others?”
The Reverend Dr. Martin Luther King Jr.
Employee
Resource Groups
Employee Resource Groups (ERGs) help drive
“ Reconciliation and the opportunity for
the mission, vision and values of Cleveland
change are brought forth in this continued effort
Clinic. ERGs welcome all employees to
by Cleveland Clinic and the community.”
participate in programs sponsored by these
groups that nurture the networking of people The Reverend Dr. Charles A. Bowie
who have the same diversity dimension. The Pastor, East Mt. Zion Baptist Church
ERGs tie their activities and initiatives to the
“W hat you see here at Cleveland Clinic is not only
enterprise strategic plan.
the diversity of our patients who come from nearly
100 different countries, but employees from all over
the world. We gain fulfillment from seeing employees • African American Employees
enlightened through professional and personal
• A frican American Physicians and
development as they learn to apply and integrate
Professional Staff
their spirituality with their work and their service
• C ircle of Healers Native American “ It is wonderful to minister in a city where a
as caregivers.”
• C linicPride - Gay, Lesbian, Bisexual and renowned healthcare institution like Cleveland
Don Sinko Clinic understands and invests in such a
Transgender Employees
Chief Integrity Officer holistic gospel tradition and partnership.”
• I nterfaith Network
• I nternational Employee Resource Group The Reverend Max Rodas
• M ilitary Veterans’ Employee Resource Group CEO, Nueva Luz Urban Resource Center
• P an-Asian Employees
• S ALUD-Hispanic/Latino Employees
• W ISE (Women in Search of Excellence)
Female Employees
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Cultural Competence
Cleveland Clinic created the Office of
Diversity & Inclusion as a key resource
to meet the needs of our patients,
their families and our employees – our
caregivers. We start with a diverse and
culturally sensitive workforce – one
that is aware of the differences among
us, and respects and appreciates
those differences. Next, we recognize
our ongoing work, which is building
skills, knowledge and understanding
of differences known as cultural
competency. Having the most culturally
competent caregivers will provide
the best care and experience for
our patients, their families and our
employees. We dedicate ourselves
to practicing this every day. Finally,
we want to create an inclusive
organization: An organization where
our caregivers represent the community
we are a part of and the patients we
serve. Inclusion is intentional and is
CAREGIVERS
the planning and practice of our
diversity and cultural competency
initiatives. It encompasses all aspects
of Cleveland Clinic and is a necessary
component of our world-class care.
“ When you walk into a service organization and the caregivers working there are engaged and bringing
all of themselves to work, everyone feels that. We recognize building the best culturally competent
caregivers requires skill building. We support that and have opportunities to do that every day.”
Joe Patrnchak
Chief Human Resources Officer
“ Cleveland Clinic is a leader in patient satisfaction because
we make it a priority. We are all caregivers - we care for our
patients and we care about them.”
James Merlino, MD
Chief Patient Experience Officer
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Mentoring Circles brings together a diverse 21 Diversity Councils
group of employees, identified by their
managers as capable future leaders, for
informal talks with senior leaders to The bottom-up leadership of Diversity Councils provides a vehicle for discussions of diversity issues,
support the professional development of peer-to-peer engagement, learning and accountability. The insight that they bring provides enormous value
the participants. to the organization. Their constant focus on raising the bar in service to others exemplifies them as true
serving leaders.
“ We think of ourselves as change agents. It’s our responsibility to help sustain a high-performing
and inclusive work environment. Our pool of knowledge and experience comes from all over the
world. We are able to share the perspectives of many different cultures and viewpoints.”
Olga Stenina, PhD
Member, Diversity Council
Lerner Research Institute
Mentoring Circles
Pictured: Front row of 3: Linda McConnell, Metin Aytekin, Maricruz Rivera;
Second row of 4: Jeanne Mattern, Sudesh Agrawal, Olga Stenina, Natalia Lerner;
Back row of 3: Mike Berk, Kylie Drake, Antoinette Hillian
“T he support, encouragement and candid advice
that I receive from trusted mentors build
confidence. I am now better prepared to navigate
the professional world. I have a greater ability to
see beyond my present to unlimited possibilities
in the future. So many people have helped me
along my journey. The best way for me to show
my gratitude is to help others in the same way.”
Toya Gorley
Program Manager, Service Excellence
Office of Patient Experience
“I n my career, I’ve had several mentors who
have been invaluable to me. They have guided,
counseled and advised me and given their time
with no expectations of getting something back.
I’ve always had the desire to do this for others.”
Cindy Hundorfean
Chief Administrative Officer
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Supplier Diversity
We have a three-pronged approach
to attracting more minority-owned
business enterprises (MBEs) and
women-owned business enterprises
(WBEs) while supporting the
development of a skilled trades
workforce for the healthcare industry.
Cleveland Clinic works to widen the
vendor pool by connecting existing
qualified WBEs and MBEs to current
bidding opportunities. We encourage
vendors not currently certified as
Cleveland Clinic suppliers to work with
our community partners who have
created training programs specifically
for our hospital system.
“ The Union Construction Industry
Partnership-Apprenticeship Skills
Achievement Program (UCIP-ASAP) at
Cleveland Clinic was a key to boosting
my career as a locally employed, union
commercial painter. A company with a
solid foundation of being a culturally
diverse employer took a chance on
me because of the good reputation of
Cleveland Clinic’s program.”
partners
Cinnamon Carswell
Participant, UCIP-ASAP
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Minority Men’s
Health Fair
Minority Men’s Health Fair is
a unique culturally sensitive
community benefit open to all
men. Participants have the
opportunity to undergo free
comprehensive health screenings
Universal Sisters to aid in the elimination of health
disparities especially observed
in minority males. After the event,
patients have the option of
follow-ups in our weekly clinics.
“ It was a Saturday morning and I just didn’t
feel like going to the conference. But I made
myself go and it might have saved my life. “ Doctors at the Minority Men’s Health
I discovered at Universal Sisters that I am Center diagnosed me with both prostate
a diabetic. I also learned I have diabetes, it cancer and kidney cancer. Thankfully
does not have me.” we caught my conditions in time.”
Alexandria Johnson Boone Larry L. Jackson
Patient Patient
Women of color have unique health concerns. Each
President & CEO, GAP Communications Group
year, this program educates, informs and motivates
women to make life altering changes in diet, exercise
and spirit that will improve their health.
“ So many of these men who come to
“ Universal Sisters makes a difference in the Fair have not had regular visits to a
the lives of African American women, their doctor. Our health screenings can help
families and their communities by promoting prevent the onset of serious medical
self-care reform.” conditions or detect conditions while
in early treatable stages.”
Linda Bradley, MD
Co-Chair Charles Modlin, MD
Universal Sisters Executive Director
Minority Men’s Health Center
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Language Enrichment Programs
Communication is a
common challenge. This issue
can be especially complex
in a clinical setting as diverse
as Cleveland Clinic.
“C ommunication for Impact
helps physicians and research
scientists modify their speech
patterns and foreign accents.
This helps them improve their
communication with patients and
families, with colleagues during
rounds and in meetings, and with
students in teaching. We custom-
tailor our program for a variety of
accents from around the world.”
Amee Shah, PhD
Communication for Impact
“ It’s made a big difference. I believe
that people like me who trained
in this program have benefited
greatly, and prospective learners
will be substantially rewarded.”
Qingping Yao, MD, PhD
communicate
Employees whose primary language is Spanish can enhance their workplace
English. Non-Spanish speaking employees can receive training that covers frequently
used healthcare terms and expressions with translations and easy pronunciations.
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Clinic Solutions:
Mini–case competition
“Clinic Solutions brings students
from a variety of schools right to
Cleveland Clinic to discuss and
contribute unique ideas that help
further the organization.”
Monyett Moragne
System Analyst
Clinic Solutions ‘08
“ We choose a relevant management
topic each year for the students to
explore and we often focus on
emerging global trends. The program
provides our leaders with an
opportunity to hear fresh perspectives
and hear what up-and-coming
management professionals are thinking.”
Marc Harrison, MD
CEO, Cleveland Clinic Abu Dhabi
leadership
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“ At Cleveland Clinic, we view
diversity as a core value. It applies
to the work we do every day as we
Cleveland Clinic Young Business Leaders (CCYBL)
strive to provide world-class care
to all of our patients.”
For 8-weeks in the summer, high school summer interns gain experience working in Cleveland Clinic’s finance, Eric Mayer, MD
marketing, human resources, law, innovations, operations, community outreach and diversity & inclusion
departments. Students are tracked throughout high school and beyond with a longitudinal goal of conversion
back to Cleveland Clinic after college graduation.
“C CYBL helped me understand how business leaders work closely with physicians and other clinicians, to provide
the best in healthcare delivery.”
Carlos Bravo
Lincoln West High School, ‘12
Residents/
Fellows
Pictured: Front Row (from left): Jasmyn Shumate, Nicole Rhode, Julian Turner, Brittany Jones.
Back Row (from left): Shereena Johnson, Carlos Bravo, Breanna Aponte, Morgann Davis The Mentorship Program
for Residents and Fellows
“matches” underrepresented
physicians and medical and
research students at Cleveland
Clinic. This network supports
the recruitment efforts of
the offices of Professional
Staff Affairs and Diversity
& Inclusion as awareness is
raised about opportunities at
Cleveland Clinic.
“ These types of multicultural interactions will provide tools that, in
the long term, will benefit the care that patients with multicultural
backgrounds receive. Being part of a minority group not only
empowered me but also helps other clinicians to learn through me
from my culture.”
Lucy Beth Nieves Arriva, MD
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