2009 Best in Class: Workforce Diversity - Nonprofit/Government

 

The MetroHealth System serves a diverse population in its provision of critical care, rehabilitation, commMetroHealthunity and senior health services. MetroHealth recognizes the essential need to maintain a diverse workforce at all levels of its clinical and non-clinical workforce. Its repeat success in workforce diversity is reflected in its numbers.

 

Minority individuals make up 31 percent of MetroHealth’s workforce, compared to an average of 24.6 percent for all nonprofit and government survey participants. MetroHealth also exceeds its comparison group in minority individuals as a percentage of new hires and of full time employees. Effective strategies include: 

  • To increase retention and promotion of minority employees, MetroHealth’s Employee Mentoring program provides an intense development experience through pairings with senior managers.
  • In response to the need for a more diverse physician workforce (underrepresented minorities), MetroHealth added the following: (1) contracted with a minority search firm that specializes in recruiting minority physicians; (2)  reached out to Cleveland Medical Association (African American physicians in private practice or affiliated with healthcare institutions in the Cleveland area; (3) recruited at the National Medical Association annual educational conference; (4) produced specialized minority recruitment materials for residents.
  • MetroHealth’s Diversity Advisory Council, chaired by the hospital’s president and CEO, is composed of a select group of senior managers and public health experts. The mission of the council is to help MetroHealth identify best practices to increase its workforce diversity and cultural competence.
  • MetroHealth’s Diversity Action Committee, chaired by the hospital’s director of diversity, is composed of diverse employees, management and non-management, who can leverage their positions of influence and credibility, to make change.
  • The hospital instituted a broad partnering effort with youth organizations as a workforce strategy for future MetroHealth employees. In 2009, more than 180 students participated in paid and unpaid work experiences, shadowing opportunities, volunteer assignments and internships in allied health fields and in inpatient and outpatient settings at MetroHealth. Partners included Youth Opportunities Unlimited, Cleveland Metropolitan School District, Northeast Ohio Nursing Initiative, Lincoln West High School, and West Side Ecumenical Ministry.
  • Organizational diversity audits are conducted throughout the year to monitor the effectiveness of diversity activities and to target areas of under representation. Data collected includes minority hiring, promotions and terminations. Audit results are reported to the Board of Trustees and senior management.
  • Managers are responsible for MetroHealth’s organizational goal of increasing diversity among management staff, nurses and physicians, in addition to ensuring an inclusive work environment.    

  

Mark Moran“At MetroHealth, our employees and their passion are among our greatest strengths. We have a deep commitment to creating an environment of respect and inclusion by allowing the best people to do their best work, which is characterized by their respect for lifestyle, cultural and ethnic differences.” 
Mark Moran, president and CEO, The MetroHealth System