AHA and the Institute for Diversity and Health Equity today released the second of its five-part DEI Data Insights series, which highlights results from the last DEI Benchmark Survey.
As hospitals and health systems continue to grapple with financial constraints, members of the Leadership Council from AHA’s Institute for Diversity and Health Equity share their expertise about how organizations can continue to advance diversity, equity and inclusion efforts.
In a new video for Hispanic Heritage Month, José R. Sánchez, CEO of Humboldt Park Health in Chicago, reflects on rising from humble beginnings as a Latino immigrant to lead an organization that serves a diverse minority community.
The president should create a permanent federal body responsible for advancing racial, ethnic and tribal equity across the federal government, according to recommendations released July 27 by the National Academies of Sciences, Engineering, and Medicine.
Health care leaders should consider what they can do to create more opportunities for women throughout the field, particularly for women of color, writes Stacy Garrett-Ray, M.D., Ascension’s senior vice president and chief community impact officer.
For Women’s History Month, we turn the spotlight to a female-led venture capital firm that is out to change women’s lives for the better.
What can be done to attract, recruit and train more talented young Black men to the practice of medicine?
AHA and its Institute for Diversity and Health Equity are providing social media assets that hospitals and health systems can use throughout February to highlight Black contributions to health care.
The latest AHA podcast on leading initiatives to transform care and advance equity looks at Jefferson Health’s success in expanding diversity at the supervisory level, an initiative recognized by AHA’s 2022 Carolyn Boone Lewis Equity of Care Award.
How to Elevate Diversity, Equity, and Inclusion Work in Your Organization -The Wharton School, University of Pennsylvania
This article looks at DEI and how it is valued or unvalued in organizations. It is more common for employees who are attempting to do DEI work to be penalized or disregarded. The article offers a the "MERIT" framework to guide leaders in making their employees feel valued to do the work for DEI.