00:05
I'm a visual person so I created an inclusive excellence model, which you already
glanced inclusive excellence model. And just to show people and I guess they help
you embrace more of what each of those concepts should include to actualize and
operationalize inclusive excellence and so remember the components for DEIB
when they thread it together and done in ways that work well, then we achieve that
inclusive excellence that I just spoke of. So, it has to include diversity, equity and
equality, inclusion and belonging, and what holds all that together is cultural and
emotional intelligence. So we don't want to ever forget that and just remember it's
going to continue to be contextual. So I'll talk about each one of those concepts in
detail in terms of how we achieve inclusive excellence. With diversity, it has to be
a priority and so we might ask ourselves why. Well, to ensure a societal reflection
number 1 so that we operationalize those position statements and mission
statements that you keep hearing me talk about and organizational values because
yes it's important to have things written and statements that we stand by but
what's most important is, like I said, yesterday when we make those things actionable
and put some legs on them. And it has to be intentional so targeted hiring, targeting
admissions, that's okay. As long as it's not done in a way that's just the checking of
box and having a person sitting there that does reflect tokenism. So the needs of
the school, the population needs, organizational needs is what should drive that.
01:46
So for instance, in nursing, we know that there is a shortage of men in nursing.
01:51
Well then if we know that, then we can allot so many positions to the admission
of men into our nursing programs. If there's a shortage of women in any other
discipline but when we think about medical programs, then it's okay to allot so many
slots for women in medicine. And then we can also think about all the other things
that make us diverse so that's when we can start looking at some of those extrinsic
features if someone's from an underrepresented population and we need more
people to reflect. As I said, what the global population looks like, then that's who
we should target until we get that good depth and breadth of diversity that we're
looking for. And then recruitment has to be purposeful. So I just talked about that.
02:42
I hear a lot of people talk about recruitment just in isolation and then talk about
retention as something separate. We need to start seeing recruitment and retention
as a package deal, those 2 are married. And so when you're recruiting people from
marginalized or underrepresented populations no matter what it is, then we need to
also have a plan for how we're going to support people so that they are successful
and we're talking about faculty, students, staff, whoever it is and then also how
we're going to retain people in those spaces. So that requires time and effort, as I've
said before in one of the previous sessions and that's the part that's the hardest.
03:22
Because we're all overworked, I just want to acknowledge that, but it's okay.
03:26
We're committed to this. Right? If we're committed to the transformation, we
definitely have to put in the time and the effort and know that this is not going to be
an overnight change, but we have to make continuous steps, ongoing steps,
to continue that transformation. And when I talk about retention plans, they
can be generalized but also keeping in mind that people are still individuals no matter
what space we're in so some of us may need something extra and we need to have
the resources to support people who needs something extra. In terms of equality
and equity, I mentioned before that we talk a lot about equity these days and we
leave out the equality but we need both of those things. So thinking about equality
and equity again as a marriage, a package deal. And in terms of egalitarianism,
what is that? It's a belief in human equality especially with respect to social,
political, and economic affairs and a part of that is also social justice. Going back
to what I'm going to keep repeating throughout the series is that every human has
the right to live in peace. So when we think about social justice, think about that.
04:39
Equal and equitable opportunities for securing positions no matter what it is, a
space as a student, a space in an organization, the opportunity to secure leadership
positions beyond just entry level or midlevel, being able to achieve those positions
in the C suite because you are qualified for that regardless of what your ethnic
religious ratio. All those things that we tend to show bias to it, it doesn't matter.
05:06
If a person is qualified to do the job, we need to be able to have space that people
have equal and equitable opportunities for jobs and also for positions in these academic
programs when we think about political justice. So, people think political politics
is a bad word. Well, it's bad because some of us make it bad but it's definitely
necessary for us to be able to have spots where we are included in those
decision-making processes and when I say we I mean all human beings. Right?
We all occupy this space so we should be able to have a voice and we have to
again make every space diverse and every space, a space of inclusive excellence.
05:51
And so when we talk about policy change, especially health policy, I like to focus on
that a lot because obviously it's what I do as a healthcare provider. So, my focus is
usually on that and in nursing, we are so low arch, we have a lot of power.
06:07
And if we have the interprofessional relationships with other disciplines and we
think about the overall goal, which is health equity and equitable health outcomes
for all human beings, if we partner together just imagine how much change in political
justice we can impact. And then there are all those other little subsets of that justice,
economic justice. When you look at the determinants of health, fair and equitable
pay based on qualifications in married and not nepotism. So when we think about
that even in terms of being in the space of healthcare, how are we assigning raise
percentages? Are they truly based on qualifications in married and not on
nepotism? We have to look at all those things and think about those cultural
values, preferences that we talked about previously in some of those series and think
about how our own preferences and biases. Remember, bias is not always negative,
sometimes it gives us a preference towards our friends or people for whatever
reason but beyond preference, look at the qualifications in the married and that's
when we achieve justice in so many areas because we're focusing not on
necessarily individuals but actually the characteristics and qualifications of that
person. So even if I never saw him, I'm looking at what someone may have
achieved and that's what I'm basing that on. In terms of ethics, integrity is a
keyword when we think about that. Right? And we have to be ethical when you're
in the healthcare space and truly in any organization. So, consistently doing the
right thing, not sometimes, not for some people, but we have to do it all the time in
all circumstances and then in terms of healthcare provides values are so important.
07:57
If we're going to achieve those humanitarian principles and really stand by that
humanitarian ethos, those standards should always reflect excellence, right,
especially when we think about health equity and health outcomes. If we're not
focusing on respect, honesty, accountability and integrity, we're going to miss the
mark every time. Inclusion. It's being authentic, we talked about that before.
08:23
So, authentically accepting people as they show up for who they are and authentic
opportunities not only to exist but to thrive within every environment. So when I
think about that even with the patient and a family, how do I include them in their
plan of care? Because even though I may not agree and I've given examples before,
we've made some rituals or some things, some belief this person has. If it's not
causing harm, I need to go ahead and integrate that because it's a partnership
with patients and families. The belonging piece of that is people needing to feel like
they are part of that and that they don't have to change who they are. I can just
show up and be comfortable and know that I won't be judged and even beyond
being judged, mistreated because of how I show up and who I am and I mean that
in the space of within reason. It doesn't mean we show up and take over a place at
all because we know if we're not the owner of an organization that there are some
rules that we will have to abide by, you can voice your opinion about whether you
agree or disagree but we don't want to disrupt the environment because we want
everything to be our way. Remember, emotional and cultural intelligence. So when
you think about developing a framework, there are several different things that you
have to consider and that is even like when we think about it from a partnership
standpoint. Think about your own individual DEIB or inclusive excellence plan.
09:54
How am I going to be that person, that healthcare clinician that shows up and
patient shows up that I have no clue about their cultural background and we start
talking, develop a relationship and in these moments of patient and provider
relationships we don’t have a whole large window of time to develop trust but
remember I said people know when you're authentic and when you're sincere so
you have to be real because first impressions truly are lasting. I bet in situations
where it has changed for the good, thank God. Because sometimes we
misunderstand but having conversations and asking questions is how we get to that
inclusive excellence peace and our implementation of our plan has to be noble, like
I just said it can't be performed and if it means I am truly showing up authentically
and I truly am showing whoever it is I'm interacting with that I'm truly concerned
about making sure that they feel safe in the space especially when I know that the
patient or the family that I'm caring for is depending on me to feel that sense of
safety because they're in a vulnerable state. So remember that culture is a set of
living relationships working toward a shared goal. And I want to pause there for a
minute, just think about that. And you can also sit and write about how do you feel
in terms of the culture that you're a part of, what goals are you working toward
and when I say culture I don't just mean your individual identities. Also, your identity
as a student. Your identity and whatever healthcare discipline you're a part of, what
is the shared goal? Now, say for me is health equity in the space of healthcare and
in the space of humanity, it's just making sure everybody feels safe in this world of
being themselves. So, "Culture is not something you are, it's something you do."
And that's a great quote by Daniel Coyle. Just remember that.