Inclusion Council Accomplishments
- Selected 18 leaders from the major service lines and facilities within Norton Healthcare to be members of the Norton Healthcare Inclusion Council. The council is responsible for ensuring that day-to-day inclusion-related work is completed across the system for patients, employees, suppliers and the community, as outlined in the 2010 Inclusion Strategic Matrix.
- Norton Healthcare’s Diversity and Inclusion Department was awarded the A.O. Sullivan Award for Excellence in Education. The award is presented to an individual or organization that has developed and implemented programs that increase the level of knowledge, education and career opportunity in health care.
- Developed the 2010 Inclusion Strategic Matrix, which was approved by the senior leadership team for implementation. The matrix includes the organization’s definition of inclusion, guiding principles, the business case and key long-term objectives. This is the second strategic planning document developed for Diversity and Inclusion; the first was developed in 2007.
- Reported to the Tri-State Minority Supplier Development Council spending more than $26 million with diversity suppliers. This is the highest amount ever reported to that organization by Norton Healthcare.
- Conducted an ethics symposium titled “Meeting the Needs of Diverse Cultures.” The event speaker was Josepha Campinha-Bacote, Ph.D., president of Transcultural C.A.R.E. Associates, www.transculturalcare.net. The event had a record attendance.
- Partnered with Norton Healthcare Women’s Services to conduct the first on-site business opportunity event for diverse suppliers. Members of the National Association of Women Business Owners and the Tri-State Minority Supplier Development Council were invited to meet with leaders of 10 different business areas within Norton Healthcare. The event was very well attended by minority-owned and women-owned business enterprises.
- Designed and began conducting instructor-led cultural competence sessions for Norton Healthcare nursing staff. The training was awarded continuing education units by the American Nurses Credentialing Center. Diversity and Inclusion staff also presented a cultural competency workshop for nursing students at Spalding University’s School of Nursing.
- Conducted monthly “Lunch and Learn” presentations on cultural topics ranging from generational diversity, gender differences, Islamic perspectives, obesity, Latino culture and race relations. The sessions were well attended and received good evaluations.
- Participated in the Tri-State Minority Supplier Development Council’s annual Business Opportunity Fair through an information booth. Staff from Norton Healthcare’s Purchasing Department also participated in a networking event with diverse suppliers at the fair.
- Two Norton Healthcare vice presidents and three directors attended the Tri-State Minority Supplier Development Council’s 25th Anniversary Gala.
- The Diversity Advisory Council recommended specific diversity metrics to senior leadership to use in developing a diversity “scorecard” that applied to Norton Healthcare. The purpose of the scorecard was to give leadership a quick snapshot of Norton Healthcare’s progress on the strategy of inclusion and increased cultural diversity. Meetings were held with internal stakeholders that would be accountable for various measures on the scorecard. The stakeholders included Human Resources, Norton University, Materiel Management, Information Services and Service Excellence. The diversity scorecard was designed and drafted by Kelly Park, Clinical Information Analysis Department, for review by the Diversity Steering Committee. The scorecard was designed to help Norton Healthcare track progress and set future goals. Reports were designed and generated to produce all of the diversity scorecard metrics.
- As part of a research study, Norton Healthcare conducted an assessment to determine the level of cultural competence among registered nurses. Registered nurses were assessed because most experts believe that, due to nurses’ continuous interaction with patients, they are the most culturally competent employees in a hospital setting. The assessment was conducted as an authorized research study by the Norton Healthcare Office of Research Administration and University of Louisville Institutional Review Board. It was determined that there was not a relationship between a nurse’s years of experience and his/her level of cultural competence.
- Norton Healthcare’s first Diversity Advisory Council drafted a diversity statement for the organization, along with key diversity objectives, and recommended them to senior leadership. The 2007 council had 21 members nominated by their hospital president or organizational leaders and approved by the senior leadership team. The group represented a cross-section of Norton Healthcare employees and included executives, management and non-management staff.
- Conducted a business opportunity exchange for minority- and women-owned businesses interested in bidding on projects related to the construction of Norton Brownsboro Hospital. Similar business opportunity exchanges were held for Kosair Children’s Medical Center – Brownsboro and Norton Cancer Institute – Downtown.
- Norton Healthcare staffed a booth at the Kentucky Minority Business Council’s Business Opportunity Fair. The council is a regional business development board for minority-owned business enterprises. Scott Watkins, vice president of Operations, attended and highlighted Norton Healthcare business opportunities for minority- and women-owned businesses.
- A Norton Healthcare representative was elected to the Kentucky Minority Business Council’s executive committee.
- Norton Healthcare was awarded the 2007 Kentucky Minority Business Council Impact Award. The award is given to an organization that has significantly impacted the minority business community.
- Norton Healthcare accomplished a 158 percent increase in its minority-owned business enterprise spend amount since 2005. Norton Healthcare was added to the “Million Dollar Round Table” of the Kentucky Minority Business Council.
- Norton Healthcare was the only health care organization with staff members included in the “Who’s Who in Black Louisville” publication – a fact noted by black community leaders.
- Developed a business case for a Diversity Strategy, which was ultimately approved for implementation by the senior leadership team.
- Contracted with a nationally known consulting firm to perform a cultural assessment of Norton Healthcare. The group, Gardenswartz and Rowe, www.gardenswartzrowe.com, was selected through the request for proposal process.
- A cultural assessment was completed and presented to the senior leadership team and to Norton Healthcare’s Leadership Council. Two days of diversity training was conducted for the senior leadership team.
- Created and began using a new diversity presentation during new employee orientation. Also created and began using a new diversity presentation during Leadership On-boarding classes and developed an online diversity training module for Norton Healthcare’s annual Essential Staff Training (EST).
- Developed a four-hour, instructor-led Beginning Diversity Training course, which was established as mandatory for all positions and was incorporated into Norton Healthcare’s strategic goals.