Addressing Structural Racism Using a Whole-Scale Planning Process in a Single Academic Center

Addressing Structural Racism Using a Whole-Scale Planning Process in a Single Academic Center

Blog Article

Purpose: The murder of George Floyd in 2020 prompted a national demand for cultural transformation to confront the systemic racism prevalent in the country.Academic medical centers were not exempt from this urgent call.This article evaluates the efficacy of a strategic process in fostering cultural transformation within an academic medical system.Methods: A whole-scale strategic planning process was implemented over 13 months, involving multiple working groups representing key stakeholders from each entity across the system, an anonymous survey, a communication plan, and a balanced scorecard to monitor progress.

More than 5500 voices, 160 recommendations, 122 data gathering sessions, and town hall Transport Wheel meetings contributed to the creation and implementation of vital action items and a strategic framework.The Diversity Engagement Survey (DES) was administered 18 months following the process launch.Results: Of the 45,554 employees, students, faculty, and trainees, Pant 96.5% completed unconscious bias education within the fiscal year and 76% of action items, termed ?Just Do Its,? were completed.

Mission, vision, values, and strategic priorities were crafted to serve as a framework for intermediate and long-term actions.The DES revealed improvement in the ?respect? attribute of an inclusive culture, and 64% of respondents confirmed that action for cultural transformation is addressing racism both within and outside of the institution.Conclusion: Implementing a shared purpose, engaging multiple working groups representing key stakeholders, and empowerment of stakeholders to implement changes, in conjunction with the development of a strategic framework addressing structural racism, resulted in the completion of vital action items to initiate cultural change.