Diversity @ LifeBridge Health

Diversity Vision Statement At LifeBridge Health, we embrace a culture of inclusion and mutual respect by valuing the unique attributes of each member of our workforce, business partners, and the communities in which we serve. Mission Statement Promote a visible commitment to diversity and inclusion that guides our values, behaviors, and business strategies in a manner that maximizes our ability to care for our communities and each other. The Diversity Council Vision and Mission were updated in 2013 by the Council to include our business partners and the community- highlighting our more external focus.

LifeBridge Employees Total Number of Employees: 10,288 78% Female 74% Full Time 14% Part Time 12% PRN (as needed) 78% Female Born Prior to 1946 (Traditionalists) = 1.4% Born 1946 to 1963 (Baby Boomer) = 31.3% Born 1964 to 1981 (Gen X) = 41.9% Born 1982 to 2000 (Millennial) = 26.3% We are a very diverse organization! The addition of Carroll Hospital Center had an impact on the demographics of the organization as a whole, adding another layer to our cultural makeup. This data was updated at the end of September, 2015.

The Diversity Iceberg

We all view the world from different filters We can all look or listen to the same thing and interpret it differently. What we “see” or “hear” is a result of our own different experiences, beliefs, assumptions, and values.

What do you see?

Implications of our filters… How do they impact a team or department? How can we use filters to build a more inclusive work environment?

Building Inclusion One key area to focus on is how we interact and communicate with one another, day to day It’s the small, often unintended things which can make a huge difference… Our default behavior is to favor people like ourselves, often unconsciously

Transmitting Messages Every day, we all “transmit” hundreds of tiny messages by: What we say How we say it How we look (our body and facial language) Who we look at (eye contact) Who we greet Who we acknowledge and praise…

Building Inclusion Likewise, we “receive” hundreds of messages from other people, through what we hear, see and experience… Sending and receiving these “micro-messages” is normal, every day behavior

Tune into micro-inequities: Subtle behaviors It’s these “micro-messages”, the small, subtle, often unspoken and unconscious behaviors, that communicate attitudes and biases. Micro-behaviors with positive impact on the receiver are called Subtle-Benefits Micro-behaviors with negative impact on the receiver are called Subtle-biases.

Building Inclusion Tune into micro-inequities: Subtle behaviors in action She never says hello to me… even though she greets everyone else? He never copies me on emails He always interrupts me mid sentence Problems arise at work when people who are different from the majority constantly receive negative messages as a result of bias or prejudice of which the “sender” is usually completely unaware These negative messages are sometimes called “micro-inequities” TIP: Either read through the sentences one at at time in slide show or ask two of the delegates to play the role of the man and woman and read them out “she never says hello to me, even through she greets everyone else” “he always interupts me mid sentence” “she never explains the insider jokes” “he never copies me in on e mails” “if I say I dont understand, she always just says it again and louder!” “he acknowledges my idea but only when someone else restates it” ASK : How do you think these people are feeling ? EXPLAIN: Emphasise the wording in blue: it is often people who are different from the majority that constantly receive negative messages as a result of bias and prejudice but the sender is often unaware... These negative messages are call micro-inequeties...

Make individuals feel less valued Erode Confidence Restrict Creativity Tune into micro-inequities: The “Downward Spiral” Receiving a drip-feed of negative micro-messages can: Make individuals feel less valued Erode Confidence Restrict Creativity Decrease Engagement Reduce Productivity and Performance

Building Inclusion Slow down your responses to things that look familiar, or you think you understand to be sure you are correct before acting. It is helpful to always assume that others have positive intent even when something has a negative impact on you.

Micro messages in action http://www.youtube.com/watch?v=RxPZh4AnWyk