Office of Diversity & Inclusion Diversity & Inclusion 9500 Euclid Avenue/UA20 Annual Report Cleveland, Ohio 44195 clevelandclinic.org Dear Friends Cleveland Clinic: One of America’s top 5 Cleveland Clinic has made diversity an enterprise-wide strategic goal. We are determined to make hospital systems Cleveland Clinic a place where all are welcome to work, visit and be healed. We offer this 2009-2010 Diversity Annual Report to measure our progress and share our hopes. Cleveland Clinic is proud to honor diversity in all its forms: Not only race and gender, but age, class, disability, ethnicity, religion, sexual orientation and family life. As Northeast Ohio’s largest employer, we recognize our responsibility to develop a workforce that reflects our communities. As a leading provider of patient care, we are building multicultural awareness into our patient experience. As serving leaders, we seek a wider dialogue with our neighbors, vendors and communities. Our organization is fortunate to have Anthony Stallion, MD, to serve as chief community relations and diversity officer. He leads our Office of Diversity & Inclusion, which oversees innovative programs and initiatives designed to enhance diversity and multiculturalism across the Cleveland Clinic system. I congratulate them on their excellent work. Diversity and multicultural awareness will be of ongoing concern as we develop the healthcare system of the future. Thank you for sharing our interest in this topic. I hope you will find much to encourage you in this Diversity Annual Report. Sincerely, Delos M. Cosgrove, MD CEO and President 3 Annual Martin Luther King Jr. Holiday Celebration and Interfaith Service Life’s most persistent and urgent question is, What are you doing for others?” The Reverend Dr. Martin Luther King Jr. Employee Resource Groups Employee Resource Groups (ERGs) help drive “ Reconciliation and the opportunity for the mission, vision and values of Cleveland change are brought forth in this continued effort Clinic. ERGs welcome all employees to by Cleveland Clinic and the community.” participate in programs sponsored by these groups that nurture the networking of people The Reverend Dr. Charles A. Bowie who have the same diversity dimension. The Pastor, East Mt. Zion Baptist Church ERGs tie their activities and initiatives to the “W hat you see here at Cleveland Clinic is not only enterprise strategic plan. the diversity of our patients who come from nearly 100 different countries, but employees from all over the world. We gain fulfillment from seeing employees • African American Employees enlightened through professional and personal • A frican American Physicians and development as they learn to apply and integrate Professional Staff their spirituality with their work and their service • C ircle of Healers Native American “ It is wonderful to minister in a city where a as caregivers.” • C linicPride - Gay, Lesbian, Bisexual and renowned healthcare institution like Cleveland Don Sinko Clinic understands and invests in such a Transgender Employees Chief Integrity Officer holistic gospel tradition and partnership.” • I nterfaith Network • I nternational Employee Resource Group The Reverend Max Rodas • M ilitary Veterans’ Employee Resource Group CEO, Nueva Luz Urban Resource Center • P an-Asian Employees • S ALUD-Hispanic/Latino Employees • W ISE (Women in Search of Excellence) Female Employees 4 5 Cultural Competence Cleveland Clinic created the Office of Diversity & Inclusion as a key resource to meet the needs of our patients, their families and our employees – our caregivers. We start with a diverse and culturally sensitive workforce – one that is aware of the differences among us, and respects and appreciates those differences. Next, we recognize our ongoing work, which is building skills, knowledge and understanding of differences known as cultural competency. Having the most culturally competent caregivers will provide the best care and experience for our patients, their families and our employees. We dedicate ourselves to practicing this every day. Finally, we want to create an inclusive organization: An organization where our caregivers represent the community we are a part of and the patients we serve. Inclusion is intentional and is CAREGIVERS the planning and practice of our diversity and cultural competency initiatives. It encompasses all aspects of Cleveland Clinic and is a necessary component of our world-class care. “ When you walk into a service organization and the caregivers working there are engaged and bringing all of themselves to work, everyone feels that. We recognize building the best culturally competent caregivers requires skill building. We support that and have opportunities to do that every day.” Joe Patrnchak Chief Human Resources Officer “ Cleveland Clinic is a leader in patient satisfaction because we make it a priority. We are all caregivers - we care for our patients and we care about them.” James Merlino, MD Chief Patient Experience Officer 6 7 Mentoring Circles brings together a diverse 21 Diversity Councils group of employees, identified by their managers as capable future leaders, for informal talks with senior leaders to The bottom-up leadership of Diversity Councils provides a vehicle for discussions of diversity issues, support the professional development of peer-to-peer engagement, learning and accountability. The insight that they bring provides enormous value the participants. to the organization. Their constant focus on raising the bar in service to others exemplifies them as true serving leaders. “ We think of ourselves as change agents. It’s our responsibility to help sustain a high-performing and inclusive work environment. Our pool of knowledge and experience comes from all over the world. We are able to share the perspectives of many different cultures and viewpoints.” Olga Stenina, PhD Member, Diversity Council Lerner Research Institute Mentoring Circles Pictured: Front row of 3: Linda McConnell, Metin Aytekin, Maricruz Rivera; Second row of 4: Jeanne Mattern, Sudesh Agrawal, Olga Stenina, Natalia Lerner; Back row of 3: Mike Berk, Kylie Drake, Antoinette Hillian “T he support, encouragement and candid advice that I receive from trusted mentors build confidence. I am now better prepared to navigate the professional world. I have a greater ability to see beyond my present to unlimited possibilities in the future. So many people have helped me along my journey. The best way for me to show my gratitude is to help others in the same way.” Toya Gorley Program Manager, Service Excellence Office of Patient Experience “I n my career, I’ve had several mentors who have been invaluable to me. They have guided, counseled and advised me and given their time with no expectations of getting something back. I’ve always had the desire to do this for others.” Cindy Hundorfean Chief Administrative Officer 8 9 Supplier Diversity We have a three-pronged approach to attracting more minority-owned business enterprises (MBEs) and women-owned business enterprises (WBEs) while supporting the development of a skilled trades workforce for the healthcare industry. Cleveland Clinic works to widen the vendor pool by connecting existing qualified WBEs and MBEs to current bidding opportunities. We encourage vendors not currently certified as Cleveland Clinic suppliers to work with our community partners who have created training programs specifically for our hospital system. “ The Union Construction Industry Partnership-Apprenticeship Skills Achievement Program (UCIP-ASAP) at Cleveland Clinic was a key to boosting my career as a locally employed, union commercial painter. A company with a solid foundation of being a culturally diverse employer took a chance on me because of the good reputation of Cleveland Clinic’s program.” partners Cinnamon Carswell Participant, UCIP-ASAP 10 11 Minority Men’s Health Fair Minority Men’s Health Fair is a unique culturally sensitive community benefit open to all men. Participants have the opportunity to undergo free comprehensive health screenings Universal Sisters to aid in the elimination of health disparities especially observed in minority males. After the event, patients have the option of follow-ups in our weekly clinics. “ It was a Saturday morning and I just didn’t feel like going to the conference. But I made myself go and it might have saved my life. “ Doctors at the Minority Men’s Health I discovered at Universal Sisters that I am Center diagnosed me with both prostate a diabetic. I also learned I have diabetes, it cancer and kidney cancer. Thankfully does not have me.” we caught my conditions in time.” Alexandria Johnson Boone Larry L. Jackson Patient Patient Women of color have unique health concerns. Each President & CEO, GAP Communications Group year, this program educates, informs and motivates women to make life altering changes in diet, exercise and spirit that will improve their health. “ So many of these men who come to “ Universal Sisters makes a difference in the Fair have not had regular visits to a the lives of African American women, their doctor. Our health screenings can help families and their communities by promoting prevent the onset of serious medical self-care reform.” conditions or detect conditions while in early treatable stages.” Linda Bradley, MD Co-Chair Charles Modlin, MD Universal Sisters Executive Director Minority Men’s Health Center 12 13 Language Enrichment Programs Communication is a common challenge. This issue can be especially complex in a clinical setting as diverse as Cleveland Clinic. “C ommunication for Impact helps physicians and research scientists modify their speech patterns and foreign accents. This helps them improve their communication with patients and families, with colleagues during rounds and in meetings, and with students in teaching. We custom- tailor our program for a variety of accents from around the world.” Amee Shah, PhD Communication for Impact “ It’s made a big difference. I believe that people like me who trained in this program have benefited greatly, and prospective learners will be substantially rewarded.” Qingping Yao, MD, PhD communicate Employees whose primary language is Spanish can enhance their workplace English. Non-Spanish speaking employees can receive training that covers frequently used healthcare terms and expressions with translations and easy pronunciations. 14 15 Clinic Solutions: Mini–case competition “Clinic Solutions brings students from a variety of schools right to Cleveland Clinic to discuss and contribute unique ideas that help further the organization.” Monyett Moragne System Analyst Clinic Solutions ‘08 “ We choose a relevant management topic each year for the students to explore and we often focus on emerging global trends. The program provides our leaders with an opportunity to hear fresh perspectives and hear what up-and-coming management professionals are thinking.” Marc Harrison, MD CEO, Cleveland Clinic Abu Dhabi leadership 16 17 “ At Cleveland Clinic, we view diversity as a core value. It applies to the work we do every day as we Cleveland Clinic Young Business Leaders (CCYBL) strive to provide world-class care to all of our patients.” For 8-weeks in the summer, high school summer interns gain experience working in Cleveland Clinic’s finance, Eric Mayer, MD marketing, human resources, law, innovations, operations, community outreach and diversity & inclusion departments. Students are tracked throughout high school and beyond with a longitudinal goal of conversion back to Cleveland Clinic after college graduation. “C CYBL helped me understand how business leaders work closely with physicians and other clinicians, to provide the best in healthcare delivery.” Carlos Bravo Lincoln West High School, ‘12 Residents/ Fellows Pictured: Front Row (from left): Jasmyn Shumate, Nicole Rhode, Julian Turner, Brittany Jones. Back Row (from left): Shereena Johnson, Carlos Bravo, Breanna Aponte, Morgann Davis The Mentorship Program for Residents and Fellows “matches” underrepresented physicians and medical and research students at Cleveland Clinic. This network supports the recruitment efforts of the offices of Professional Staff Affairs and Diversity & Inclusion as awareness is raised about opportunities at Cleveland Clinic. “ These types of multicultural interactions will provide tools that, in the long term, will benefit the care that patients with multicultural backgrounds receive. Being part of a minority group not only empowered me but also helps other clinicians to learn through me from my culture.” Lucy Beth Nieves Arriva, MD 18 19