Diversity amp Disparities A Benchmark Study of

US Hospitals httpwwwhpoeorgdiversity-disparities

Contents

1

bull Executive Summary2

bull Survey Methods4

bull Collection and Use of REAL Data5

bull Cultural Competency Training8

bull Leadership and Governance10

bull Summary Findings14

bull Appendix15

Executive Summary

2

bull In 2011 the Institute for Diversity in Health Management an affiliate of the American Hospital Association (AHA) commissioned the Health Research amp Educational Trust (HRET) of the AHA to conduct a national survey of hospitals to determine the actions that hospitals are taking to reduce health care disparities and promote diversity in leadership and governance Additional funding was made possible from the ARAMARK Charitable Fund at the Vanguard Charitable Endowment Program Health Forum and HRET

bull The survey results offer a snapshot of some common strategies used to improve the quality of care that hospitals provide to all patients regardless of race or ethnicity

Executive Summary (cont)

3

bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance

bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years

Survey Methods

4

bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey

bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals

bull All data are self-reported

Collection and Use of REAL Data

5

bull Overall hospitals appear to be actively collecting patient demographic data including

race (94)

ethnicity (87) and

primary language (90)

bull Use of REAL is just beginning

Data used to benchmark gaps in care for

bull race (26)

bull ethnicity (25) and

bull primary language (28)

Collection and Use of REAL Data (cont 1)

6

100

90

80

70

60

50

40

30

20

10

0

Collection and Use of Patient Demographic Data

94 90 88 87

70

51

44

19 26

28

15

25

17

10 15

6

32 28

16

31

14 12 12 7

Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation

Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Executive Summary

2

bull In 2011 the Institute for Diversity in Health Management an affiliate of the American Hospital Association (AHA) commissioned the Health Research amp Educational Trust (HRET) of the AHA to conduct a national survey of hospitals to determine the actions that hospitals are taking to reduce health care disparities and promote diversity in leadership and governance Additional funding was made possible from the ARAMARK Charitable Fund at the Vanguard Charitable Endowment Program Health Forum and HRET

bull The survey results offer a snapshot of some common strategies used to improve the quality of care that hospitals provide to all patients regardless of race or ethnicity

Executive Summary (cont)

3

bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance

bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years

Survey Methods

4

bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey

bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals

bull All data are self-reported

Collection and Use of REAL Data

5

bull Overall hospitals appear to be actively collecting patient demographic data including

race (94)

ethnicity (87) and

primary language (90)

bull Use of REAL is just beginning

Data used to benchmark gaps in care for

bull race (26)

bull ethnicity (25) and

bull primary language (28)

Collection and Use of REAL Data (cont 1)

6

100

90

80

70

60

50

40

30

20

10

0

Collection and Use of Patient Demographic Data

94 90 88 87

70

51

44

19 26

28

15

25

17

10 15

6

32 28

16

31

14 12 12 7

Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation

Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Executive Summary (cont)

3

bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance

bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years

Survey Methods

4

bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey

bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals

bull All data are self-reported

Collection and Use of REAL Data

5

bull Overall hospitals appear to be actively collecting patient demographic data including

race (94)

ethnicity (87) and

primary language (90)

bull Use of REAL is just beginning

Data used to benchmark gaps in care for

bull race (26)

bull ethnicity (25) and

bull primary language (28)

Collection and Use of REAL Data (cont 1)

6

100

90

80

70

60

50

40

30

20

10

0

Collection and Use of Patient Demographic Data

94 90 88 87

70

51

44

19 26

28

15

25

17

10 15

6

32 28

16

31

14 12 12 7

Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation

Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Survey Methods

4

bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey

bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals

bull All data are self-reported

Collection and Use of REAL Data

5

bull Overall hospitals appear to be actively collecting patient demographic data including

race (94)

ethnicity (87) and

primary language (90)

bull Use of REAL is just beginning

Data used to benchmark gaps in care for

bull race (26)

bull ethnicity (25) and

bull primary language (28)

Collection and Use of REAL Data (cont 1)

6

100

90

80

70

60

50

40

30

20

10

0

Collection and Use of Patient Demographic Data

94 90 88 87

70

51

44

19 26

28

15

25

17

10 15

6

32 28

16

31

14 12 12 7

Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation

Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Collection and Use of REAL Data

5

bull Overall hospitals appear to be actively collecting patient demographic data including

race (94)

ethnicity (87) and

primary language (90)

bull Use of REAL is just beginning

Data used to benchmark gaps in care for

bull race (26)

bull ethnicity (25) and

bull primary language (28)

Collection and Use of REAL Data (cont 1)

6

100

90

80

70

60

50

40

30

20

10

0

Collection and Use of Patient Demographic Data

94 90 88 87

70

51

44

19 26

28

15

25

17

10 15

6

32 28

16

31

14 12 12 7

Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation

Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Collection and Use of REAL Data (cont 1)

6

100

90

80

70

60

50

40

30

20

10

0

Collection and Use of Patient Demographic Data

94 90 88 87

70

51

44

19 26

28

15

25

17

10 15

6

32 28

16

31

14 12 12 7

Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation

Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Collection and Use of REAL Data (cont 2)

7

Hospitals Analysis of Data by RaceEthnicity to Identify Patterns

25

20 20

15 1415

10 8

5

0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Cultural Competency Training

8

bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities

bull 61 of hospitals require all employees to attend diversity training

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Cultural Competency Training (cont 1)

9

100

90

80

70

60

50

40

30

20

10

0

Cultural Content Areas Included in Hospital Orientation

90

75 70 68

64

58

Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient

populations

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Leadership and Governance

10

bull Although minorities represent a reported 29 of patients nationally they comprise only

14 of hospital board members

an average of 14 of executive leadership positions and

15 of first- and mid-level management positions

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Leadership and Governance (cont 1)

11

100

90

80

70

60

50

40

30

20

10

0

Minority Representation in Hospital Leadership and Governance

Patients

86 86 Hospital board membership

C-suite positions

71

12 9

2 2 1 1

6 3 2 2 1 0

7 3 2 1 1 0

White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther

Native Pacific Islander

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Leadership and Governance (cont 2)

12

Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)

140

120 120

105

100

080

060

046 044

040 031

020

000 White Two or more Asian American Native BlackAfrican Hispanic or

096

055

races IndianAlaska HawaiianOther American Latino Native Pacific Islander

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Leadership and Governance (cont 3)

13

70

60

50

40

30

20

10

0

Minority Representation in Executive Leadership Positions

60

16 14 14

10 9 7

Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Summary Findings

14

bull Collection of all REAL data ndash 77

bull Use of all REAL data to benchmark gaps in care ndash 18

bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)

bull Diversity in governance ndash 14 minority

bull Diversity in management ndash 15 minority

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix A Data Utilization

15

Hospitalsrsquo Utilization of Data to Address Health Care Disparities

Hospital has analyzed the supply and demand for language services

Hospital has a mechanism for measuring the quality of cultural and linguistic services

Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care

Hospital has analyzed variations in clinical management of preventable and chronic diseases 26

30

32

60

0 10 20 30 40 50 60 70

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix B Strategic Goals

16

Inclusion of Goals within Hospitals Strategic Plans

Improving quality of care for culturally and linguistically diverse patient populations

Collection of race ethnicity and language preference data for communitypatient population assessments

Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments

Hospital recruitment and retention of minority and underrepresented groups in the workforce

Guidelines for incorporating cultural and linguistic competence into operations

Use of reports for measuring progress on diversity-related goals 30

32

38

44

51

54

0 10 20 30 40 50 60

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix C Strategic Goals

17

Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal

35

30

25

20

15

10

5

0

Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status

33 33 32

28

26 24 23

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix D Reducing Disparities

18

Hospitals Efforts to Reduce RacialEthnic Health Care Disparities

Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80

visitors and patients

Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62

populations

Standardized system to collect feedback from patients with 61language needs

Standardized system to collect feedback from patients for 59improving services for diverse patient populations

Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations

Standardized system to collect feedback from staff for 47improving services for diverse patient populations

0 20 40 60 80 100

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix E Reducing Disparities

19

Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities

35

30

25

20

15

10

5

0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic

heart failure myocardial obstructive infarction pulmonary

disease

29 27

22 22 21 20 20

19 18

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix F Reducing Disparities

20

Hospitals Collaboration with External Organizations to Reduce Disparities

Community agenciesadvocacy organizations 55

Schoolsuniversities 47

Other community organizations 47

Faith-based organizations 40

Relevant government agencies and organizations 39

State hospitalhealth care associations 36

Corporate partnerscollaborators 31

Regional hospitalhealth care associations 29

Homeless shelters 25

National hospitalhealth care associations 25

0 10 20 30 40 50 60

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix G Reducing Disparities

21

Does Your Organization Have a Community-based Diversity Advisory Council or Committee

80

72

70

60

50

40

30

20 20

810

0

Yes No Not Sure

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix H Cultural Competency

22

Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years

70

61 60

50

40

30 30

20

910

0 Yes No Not Sure

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix I Cultural Competency

23

100

90

80

70

60

50

40

30

20

10

0

Types of Interpreters Used by Hospitals

93

75

41

Agency or third-party interpreters Informal interpreters Formal interpreters

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix J Cultural Competency

24

Hospitalsrsquo Verification of Interpreter Quality

53

52

51

50

49

48

47

46

52

48

All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix K Leadership

25

Hospitalsrsquo Leadership Goals

Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable

Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of

the hospitalrsquos patient population

Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation

process

Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving

on the senior leadership team

Hospital governing board members are required to demonstrate that they have completed diversity training

Hospital ties a portion of executive compensation to diversity goals 10

15

23

30

33

45

0 10 20 30 40 50

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Appendix L Diversity Management

26

Percentage of Hospitals Participating in Diversity Improvement Plans

Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89

communities

Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81

of diverse patients and communities

Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75

educational programs in the communities served

Hospital requires all employees to attend diversity training 61

Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population

Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion

Hospital hiring managers have a diversity goal in their performance 16expectations

0 20 40 60 80 100

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg

Copyright Notice

27

Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg

copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg