Commitment to diversity. A system's diversity program prepares it for the future.
Three years ago the president/chief executive officer of Franciscan Health System of Cincinnati, Inc., developed a vision in which diversity would be the key to a major cultural shift of the organization. In April 1993 the system formed a Diversity Steering Committee to establish an infrastructure for a healthy, multicultural environment. The committee outlined two key objectives: to develop consensus around a vision of diversity for the organization, and to conduct research to determine the organizational culture with regard to diversity issues. By 1994 diversity had become one of the system's 10 strategic initiatives, and a Diversity Department had been added to the corporate structure. The Diversity Steering Committee developed a three-year management action plan that includes seven major goals: Demonstrate the corporate commitment to diversity Educate, train, build, and support a diverse organization Communicate the importance of diversity Create a diverse work force Track diversity progress Establish accountability for diversity implementation Build loyalty with diverse external customers.
Cornelison
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Franciscan Health System of Cincinnati, Inc., USA.
D003258:Consumer Behavior; D005006:Ethnicity; D015285:Hospital-Patient Relations; D016519:Hospitals, Religious / Q000458:organization & administration / Q000592:standards*; D006801:Humans; D007318:Inservice Training; D007400:Interprofessional Relations; D008913:Minority Groups; D009096:Multi-Institutional Systems / Q000458:organization & administration / Q000592:standards*; D009820:Ohio; D015279:Organizational Culture; D009937:Organizational Objectives