ACHE 2014 Survey Comparing Career Attainments of Healthcare - - PowerPoint PPT Presentation

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ACHE 2014 Survey Comparing Career Attainments of Healthcare Executives by Race/Ethnicity

• Diversity policy statements: 1990 … 2015
• First ACHE Race/Ethnicity Research Study

1992, 1997, 2002, 2008 & 2014

• Thomas C. Dolan Executive Diversity Program
• ACHE chapters diversity & inclusion initiatives
• ACHE strategic initiative to “Advance

Executive Diversity”

ACHE HE’s Diversity Commi

• mmitment

ment Established & Elevated

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• There were some positive results, but disparities still

exist among Asian, black, Hispanic and white executives with respect to:

• Career attainments
• Compensation
• Job satisfaction
• Perceptions of parity in the workplace
• Career experiences
• ACHE has come up with a short list of recommendations

for increasing inclusion in healthcare organizations based

• n the survey results

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Survey headlines

Career attainments

Source: 2014 Survey of the Career Attainments of Healthcare Executives, Tables 3,16

Percent of men and women currently in senior positions (CEO and COO/Senior VP)

Asian

26°/o

Black

36°/o

Hispanic

44°/o

White

51°/o

Men

Median years experience in healthcare management 9.0 13.0 13.0 20.8

Women

24°/o 19°/o 30°/o 32°/o

Median years experience 9.2 13.6 11.0 18.4 in healthcare management

Compensation

Median compensation controlling for education and experience ($)

• Controlling for education and experience, Asian and white men reported

approximately the same median salaries. black men earned 17% less than white men and Hispanic men earned 8% less.

• Controlling for education and experience, Asian, Hispanic and white women

reported approximately the same median salaries. Black women earned 13% less than white women

Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 9

Men Women

Asian Black Hispanic White Asian Black Hispanic White

191,961 153,004 169,829 184,444 143,577 123,131 141,899 141,563

Job satisfaction

Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 10

Percent Satisfied or Very Satisfied

Asian Black Hispanic White

Amount of job security I have 78% 74% 78% 78% Degree of respect and fair treatment I receive from the employees I supervise 88% 87% 90% 92% The degree of respect and fair treatment I receive from the employees I supervise 88% 87% 90% 92% Degree of respect and fair treatment I receive from those who supervise me 83% 76% 82% 82%* Overall, how satisfied are you in your present position 82% 78% 86% 84%

Perceptions of race relations

*Chi-square significant at p < .05

Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 6

Agree or Strongly Agree

Asian Black Hispanic White Race relations in my organization are good 76% 53% 76% 83%* In my organization, minority managers have to be more qualified than others to succeed 29% 69% 22% 6%* The quality of relationships between minorities from different racial/ethnic groups could be improved here 38% 52% 31% 22%* A greater effort should be made in my

• rganization to increase the percentage of

racial/ethnic minorities in senior healthcare management positions 59% 81% 53% 40%*

Career experiences in last 5 years

*Chi-square significant at p < .05

Source: 2014 Survey of the CareerAttainments of Healthcare Executives by Race/Ethnicity , T able 17

Asian Black Hispanic White

Failed to be hired because of your race/ethnicity 16% 29% 13% 2%* Failed to be promoted because of your race/ethnicity 23% 39% 19% 4%* Failed to receive fair compensation because of your race/ethnicity 19% 41% 20% 5%* Were evaluated with standards that you believe were inappropriate 17% 28% 15% 10%* Were discriminated against in career advancement because you have an accent or speak in a dialect 13% 7% 9% 2%*

Carolyn Caldwell – President and Chief Executive Officer IFD National Leadership Conference Panel Discussion Tuesday , June 21, 2016 - 1 1:00 AM – 12:15 PM

Creating a Diverse Leadership T eam and Board that Reflects Y

• ur Community

and the Population Y

• u Serve

Know Y

• ur Community
• Biking, golf, hiking, horseback riding, swimming, and tennis in the

nearby desert and mountain areas are major forms of recreation in Palm

• Springs. The city is also famous for its mid-century modern architecture

and design elements.

• Palm Springs has one of the highest concentration of same-sex couples
• f any community in the United States. In the city

, 7.2% of households belong to a same-sex couple compared to the national average of 1%. Palm Springs has the fifth-highest percentage of same-sex households in the nation

• Insignificant number of primary care physicians to cover the population.

Slide 4

PSAPopulationAge and Race/Ethnicity

Source: Truven Market Expert

PSA has a larger percentage of seniors than US average and a significantly different racial makeup than US average

Administrative Team

Carolyn Caldwell

President & Chief Executive Officer

Judi Stimson

Chief Financial Officer

Kristin Schmidt

Chief Nursing Officer Jim Santucci Chief Operating Officer

Randy Culbertson, D.O.

Chief Development Officer Associate Administrator, Director Medical Education

Charles Anderson, M.D.

Chief Medical Officer

Fred Owusu

Chief Human Resources Officer

Arthur Dominguez,

Assistant Chief Nursing Officer

Ashley Vertuno

Associate Administrator

Cheryl Busch

Market Compliance Officer

Slide 6

Governing Board Diversity

2012: 15 Members

• 11 Males & 4 Females
• 11 White, 2 East Indian, 1 African American, 1

Syrian 2016: 15 Members

• 8 Males & 7 Females
• 9 White, 2 Hispanic, 1 African American, 1

Iranian, 2 Indian

Medical Residencies Started Since July 2015

• Family Medicine
• Internal Medicine
• Neurosurgery
• Neurology
• Emergency Medicine

Desert Regional – Charitable Support

• Desert AIDS Project
• Get T

ested Coachella V alley

• Desert Cancer Foundation
• Desert ARC
• Hanson House
• American Heart Association
• Clinton Foundation Health Matters

Initiative

• Coachella V

alley Economic Partnership

• United Way
• …and many more

Lead Sponsor - Get T ested Coachella V alley

• $1.5 million, three-year

commitment

Get T ested mobile HIV testing clinic

• • DESER

TREGIONAL

1•1MEDICAL CENTER

ThtHospitalYouTrustToCartForThoseYouL D v e

IFD National Leadership Conference

Success Strategies for Diverse Leadership and Inclusion Panel Discussion Thomas F . Zenty III Chief Executive Officer, University Hospitals

• Founded in 1866
• University Hospitals Case Medical

Center, major academic medical center

• 1

1 wholly-owned community medical centers in Northeast Ohio

• 4 joint venture hospitals
• 40 major outpatient centers
• 4,700 affiliated providers
• Revenues $4 Billion
• 26,000 Employees

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UH Medical Centers (12)

• 1. Case Medical C e n t
• 2. Ahuja Medical C e n t
• 3. UHRH - Bedford Campus+
• 4. Conneaut Medical Center
• 5. Geauga Medical Center

6.Geneva Medical Center

• 7. UHRH - Richmond Campus+

8. Elyria Medical Center 9.Parma Medical Center 1O

• a. Portage Medical Center
• 1Ob. Samaritan Hospital
• 11. St. Jolm Medical Center

UH Health Centers (36) 0

16.UH & PortageAurora Health Centers

• 17. Bainbridge Health C e n t
• 18. Chagrin Highlands Health Cent
• 19. Chesterland Health Center

20.Concord Health Center

• 21. Euclid Health C e n t
• 22. Hudson Health C e n t
• 23. Landerbrook Health C e n t
• 24. Madison Health C e n t
• 25. UH & PollageManlua Health CenLc1s

26.Mayfield Village Health Cent

• 27. Medina Health Cent
• 28. Mentor Health C e n t
• 29. OtisMoss Jr. Health Center
• 30. Solon Health Cent

Joint Ventures (2) e

• 12. Southwest General Health Center

13.UH Rehabilitation Hospital

Affiliations (2) e

• 14. Seidman Cancer Center Sandusky
• 15. Seidman Cancer Center Elyria

39.Wel!Pointe Health Center

• 40. _".shtabula Health Center

4 1 . f airla\ n Health Center

• 42. Southwest Brook Park Urgicare
• 43. Southwest Brunswick Medical C e n t
• 44. Southwest Strongsville Medical Center

& Urgicare 45.Portage Brimfield & Kent Health Centers

• 46. Portage Garrettsville Health Center

4 7 . _...scUH Lyndhurst S u r g Center 1.Sharon Health Center

• 32. Twinsburg Health Center

33.Unn· sity Suburban Health Center

• 34. Westlake Health Center

3 5 .Amh st Health Center 36.A\·on Health Center

• 37. Sheffield Health Center
• 38. UH & Portage Streetsboro Health Centers

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Part of UH Regional Hospita l s which includes two campuses - Bedford and Richmond

Our Mission:

• T
• Heal.
• T
• T

each.

• T
• Discover.
• T
• Heal.
• T
• T

each.

• T
• Discover.

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Our Values:

 Excellence  Diversity  Integrity  Compassion  T eamwork

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Diversity Strategic Plan - Goals

• 1. Board Inclusion
• 2. Senior Leadership Inclusion
• 3. Workforce & Medical Staff Inclusion
• 4. Supplier Diversity Spend
• 5. Addressing Regional Health Disparities
• 6. Community Outreach & Engagement

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Diversity Strategic Plan - Goals

• 1. Board Inclusion
• 2. Senior Leadership Inclusion
• 3. Workforce & Medical Staff Inclusion
• 4. Supplier Diversity Spend
• 5. Addressing Regional Health Disparities
• 6. Community Outreach & Engagement

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Board Diversity

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• Recognized by local Chamber of Commerce for Board Diversity

– Currently in Hall of Fame

*Diversity , Inc T

• p 10

African American Caucasian Asian Latino Female University Hospitals Parent Board 19% 73% 8% 0% 23% T

• p 10 Companies*

9.2%

• 5%

6.6% 28.6% Fortune 500 7.4%

• 2.6%

3.3% 18.5%

Considerations

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• Foundational principles in identifying candidates:

– Expertise as defined – Capable of becoming Board Leader / Chair

• Community benefit findings
• Pursue additional diversity characteristics

– Age, thought, geography , subject matter – Example – Amish population at Geauga

• Cascade throughout organization

– Parent Board is diverse but Community Boards have opportunity

• Conduct skills and gap analysis of Boards and Committee

Diversity Strategic Plan - Goals

• 1. Board Inclusion
• 2. Senior Leadership Inclusion
• 3. Workforce & Medical Staff Inclusion
• 4. Supplier Diversity Spend
• 5. Addressing Regional Health Disparities
• 6. Community Outreach & Engagement

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Medical Staff Diversity

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• Patients in every racial and gender group prefer to see a

physician from their own demographic

African American Caucasian Asian Latino UH Physicians 3.8% 76.5% 17.7% 2.3% Cleveland 53% 33% 2% 1 1%

Advancing Equity through Diverse Perspectives

• Edgar B. Jackson, MD, Endowed Chair

for Clinical Excellence and Diversity

• Dr. David Satcher Clerkship
• Minority Faculty Development Award
• Henry Meyer III KeyBank Minority

Faculty and Administrative Fellowship Program

• KeyBank Minority Physician Loan

Forgiveness Program (employed physicians only)

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2/0 6/7 8/2 /2010 6 Univ Universi rsity ty Hos Hospi pita tals ls 14 14

Strategies to Improve Diversity

Strategic goals to increase diversity Executive position responsible for diversity Diverse representation on boards Succession planning and internal promotions

with diversity as a key consideration

Portion of executive compensation tied to

achieving diversity-related goals

Effective mentoring programs Affinity groups and diversity-related events

that bring all employees together

Lessons from Executive Search Firms

Nearly 70% of executive search firms: Most of

their healthcare clients request diverse slates of candidates for senior leadership positions

About 50% of respondents: Generally

, it has been challenging for their firm to identify slates of candidates for senior healthcare leadership positions

“T

• remain competitive in an environment of changing

demographics, organizations need to make sure they are positioned to attract, retain and develop talented, diverse staff in leadership roles.”