Gill Gurwinder Kaur, McNally Mary Jane, Berman Vin
1 William Osler Health System, Brampton, Ontario, Canada.
Healthc Manage Forum. 2018 Sep;31(5):196-199. doi: 10.1177/0840470418773785. Epub 2018 Aug 16.
Demographics in Canada, and the workplace, are changing. These include population changes due to race, ethnicity, religion/faith, immigration status, gender, sexual identity and orientation, disability, income, educational background, socioeconomic status, and literacy. While this rich diversity can present challenges for patient experiences/outcomes and working environments, it can also present opportunities for positive transformation. For successful transformation to take place, strategies should focus on "Diversity, Equity, and Inclusion" (DEI) versus "diversity" alone and on creating inclusive team environments for positive staff experiences/engagement. There is a growing understanding of the relationship between the providers' work environments, patient outcomes, and organizational performance. This article leverages the principle of improving the healthcare provider's experience based on Health Quality Ontario's Quadruple Aim ("people caring for people"). Based on learnings/experiences, the top three successful practices from the organization's DEI strategy have been outlined in this article.
加拿大以及职场的人口结构正在发生变化。这些变化包括因种族、族裔、宗教/信仰、移民身份、性别、性取向和身份认同、残疾、收入、教育背景、社会经济地位以及读写能力导致的人口变化。虽然这种丰富的多样性可能给患者体验/结果以及工作环境带来挑战，但它也可能带来积极变革的机遇。为实现成功转型，策略应聚焦于“多元化、公平与包容”（DEI）而非仅仅是“多元化”，并致力于营造包容性的团队环境，以获得积极的员工体验/参与度。人们越来越认识到医疗服务提供者的工作环境、患者结果和组织绩效之间的关系。本文借鉴了安大略省卫生质量局的四重目标（“人照顾人”）中改善医疗服务提供者体验的原则。基于经验教训，本文概述了该组织DEI战略中三大成功实践。
