2022 Accomplishments

• Established new Employee Resource Groups (ERGs); LGBTQ, Black/African American, LatinX
• Trained 100% workforce in unconscious bias training
• Leadership completed LGBTQ Patient-centered Care Executive Training
• Provided nine cultural diversity lunch & learns
• Increased agree & strongly agree results +17% in past year; “Meritus Health cultivates a culture where people of all backgrounds are welcomed, heard and valued.” (63% > 80%)
• We applied the Rooney Rule 92% for vacant leadership recruitment
• Total number of diverse employees (self-disclosed) increased 2% (16.6% total)
• Total number of diverse team members supervisor and above (self-disclosed) increased 1.3% (10.2% total)
• Significant progress on three quality measures;
  • Sepsis core measure non-compliance disparity eliminated between Black/LatinX and White patients
  • Decrease in early birth rate of Black/LatinX compared to White patients
  • Decrease in early birth rate of Spanish language persons compared to White persons
• IHEM workgroups taking active steps to address other identified health disparities

An update on the goals that we committed to reaching by July 1, 2022:

1. Establish Employee Resource Groups to include persons who identify with Black/African-American, LatinX, and LGBTQ by June 30, 2022; Met

2. Develop implicit bias training and provide to 100% of our staff, then continue ongoing education for all team members. Met;
   • Interactive unconscious bias training with 986 team members April, 2022
   • CBT completed by team members on June 30, 2022 (100%)
   • A total of 3,064 team members completed unconscious bias training during FY22
3. LGBTQ Patient-Centered Care: An Executive Briefing by June 30, 2022. Met; 60 Leaders received certificate of completion (goal 50)

4. Encourage a culture of diversity and respect
   • Strongly Agree & Agree Survey Results: Meritus Health cultivates a culture where people of all backgrounds are welcomed, heard and valued. Met; Increased 17%; from 63% to 80%
   • Completed nine of ten scheduled cultural diversity lunch and learns; Not Met goal of 10

5. Examine and report the diversity of leadership and workforce as compared to that of the community;
   • Implemented the Rooney Rule; met 92% rate during recruitment process; Met;
   • Total number of diverse team members supervisor and above (self-disclosed); 16.6%; Increased but Not Met (goal 24%)
   • Total number of diverse team members supervisor and above (self-disclosed); 10.2%; Increased but Not Met (goal 24%)

6. Identify health quality measures stratified by race/ethnicity that demonstrate disparities and implement improvement initiatives;
   • Significant progress on three quality measures; Met
     • Sepsis core measure non-compliance disparity eliminated between Black/LatinX and White patients; -9%, disparity eliminated (monitoring)
     • Decrease in early birth rate of Black/LatinX compared to White patients; 45%
     • Decrease in early birth rate of Spanish language persons compared to White persons; 33%
   • IHEM workgroups taking active steps to address other identified health disparities
     • Newborns exclusively breast fed in Black newborns
     • Opioid administration in the emergency department for Black/LatinX
     • Poorly controlled diabetes for Black/LatinX
     • Time spent in the emergency department for Spanish speaking patients

7. Share our progress toward meeting these commitments on our website and update at least annually; Met;
   • Completed year-end review
   • Post updates on website and new goals, August 2022
   • Health Equity Report 2022 expected by end of 2022

Outcomes

• FY 2022 Completed Dashboard