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Diversity amp Disparities A Benchmark Study of
US Hospitals httpwwwhpoeorgdiversity-disparities
Contents
1
bull Executive Summary2
bull Survey Methods4
bull Collection and Use of REAL Data5
bull Cultural Competency Training8
bull Leadership and Governance10
bull Summary Findings14
bull Appendix15
Executive Summary
2
bull In 2011 the Institute for Diversity in Health Management an affiliate of the American Hospital Association (AHA) commissioned the Health Research amp Educational Trust (HRET) of the AHA to conduct a national survey of hospitals to determine the actions that hospitals are taking to reduce health care disparities and promote diversity in leadership and governance Additional funding was made possible from the ARAMARK Charitable Fund at the Vanguard Charitable Endowment Program Health Forum and HRET
bull The survey results offer a snapshot of some common strategies used to improve the quality of care that hospitals provide to all patients regardless of race or ethnicity
Executive Summary (cont)
3
bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance
bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years
Survey Methods
4
bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey
bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals
bull All data are self-reported
Collection and Use of REAL Data
5
bull Overall hospitals appear to be actively collecting patient demographic data including
race (94)
ethnicity (87) and
primary language (90)
bull Use of REAL is just beginning
Data used to benchmark gaps in care for
bull race (26)
bull ethnicity (25) and
bull primary language (28)
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Contents
1
bull Executive Summary2
bull Survey Methods4
bull Collection and Use of REAL Data5
bull Cultural Competency Training8
bull Leadership and Governance10
bull Summary Findings14
bull Appendix15
Executive Summary
2
bull In 2011 the Institute for Diversity in Health Management an affiliate of the American Hospital Association (AHA) commissioned the Health Research amp Educational Trust (HRET) of the AHA to conduct a national survey of hospitals to determine the actions that hospitals are taking to reduce health care disparities and promote diversity in leadership and governance Additional funding was made possible from the ARAMARK Charitable Fund at the Vanguard Charitable Endowment Program Health Forum and HRET
bull The survey results offer a snapshot of some common strategies used to improve the quality of care that hospitals provide to all patients regardless of race or ethnicity
Executive Summary (cont)
3
bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance
bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years
Survey Methods
4
bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey
bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals
bull All data are self-reported
Collection and Use of REAL Data
5
bull Overall hospitals appear to be actively collecting patient demographic data including
race (94)
ethnicity (87) and
primary language (90)
bull Use of REAL is just beginning
Data used to benchmark gaps in care for
bull race (26)
bull ethnicity (25) and
bull primary language (28)
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Executive Summary
2
bull In 2011 the Institute for Diversity in Health Management an affiliate of the American Hospital Association (AHA) commissioned the Health Research amp Educational Trust (HRET) of the AHA to conduct a national survey of hospitals to determine the actions that hospitals are taking to reduce health care disparities and promote diversity in leadership and governance Additional funding was made possible from the ARAMARK Charitable Fund at the Vanguard Charitable Endowment Program Health Forum and HRET
bull The survey results offer a snapshot of some common strategies used to improve the quality of care that hospitals provide to all patients regardless of race or ethnicity
Executive Summary (cont)
3
bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance
bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years
Survey Methods
4
bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey
bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals
bull All data are self-reported
Collection and Use of REAL Data
5
bull Overall hospitals appear to be actively collecting patient demographic data including
race (94)
ethnicity (87) and
primary language (90)
bull Use of REAL is just beginning
Data used to benchmark gaps in care for
bull race (26)
bull ethnicity (25) and
bull primary language (28)
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Executive Summary (cont)
3
bull The survey results highlight that while more work needs to be done advancements are being made in key areas that can promote equitable care such as collecting demographic data providing cultural competency training and increasing diversity in leadership and governance
bull This overview provides data to help the health care field focus attention on areas that will have the most impact and establish a benchmark to gauge hospitalsrsquo progress in the coming years
Survey Methods
4
bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey
bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals
bull All data are self-reported
Collection and Use of REAL Data
5
bull Overall hospitals appear to be actively collecting patient demographic data including
race (94)
ethnicity (87) and
primary language (90)
bull Use of REAL is just beginning
Data used to benchmark gaps in care for
bull race (26)
bull ethnicity (25) and
bull primary language (28)
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Survey Methods
4
bull Data for this project were collected through a national survey of hospitals mailed to the CEOs of 5756 institutions which represented all US registered hospitals at the time of the survey
bull The response rate was 16 (924 hospitals) with the sample generally representative of all hospitals
bull All data are self-reported
Collection and Use of REAL Data
5
bull Overall hospitals appear to be actively collecting patient demographic data including
race (94)
ethnicity (87) and
primary language (90)
bull Use of REAL is just beginning
Data used to benchmark gaps in care for
bull race (26)
bull ethnicity (25) and
bull primary language (28)
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Collection and Use of REAL Data
5
bull Overall hospitals appear to be actively collecting patient demographic data including
race (94)
ethnicity (87) and
primary language (90)
bull Use of REAL is just beginning
Data used to benchmark gaps in care for
bull race (26)
bull ethnicity (25) and
bull primary language (28)
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Collection and Use of REAL Data (cont 1)
6
100
90
80
70
60
50
40
30
20
10
0
Collection and Use of Patient Demographic Data
94 90 88 87
70
51
44
19 26
28
15
25
17
10 15
6
32 28
16
31
14 12 12 7
Race Primary Religion Ethnicity Disability Veteran Other Sexual language status status orientation
Data collected at first patient encounter Data used to benchmark gaps in care Data used to analyze demographics of patient satisfaction surveys
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Collection and Use of REAL Data (cont 2)
7
Hospitals Analysis of Data by RaceEthnicity to Identify Patterns
25
20 20
15 1415
10 8
5
0 Clinical quality indicators CMS core measures Hospital readmissions Medical errors
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Cultural Competency Training
8
bull 81 of hospitals educate all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care of diverse patients and communities
bull 61 of hospitals require all employees to attend diversity training
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Cultural Competency Training (cont 1)
9
100
90
80
70
60
50
40
30
20
10
0
Cultural Content Areas Included in Hospital Orientation
90
75 70 68
64
58
Available language Familycommunity Languages spoken by Religious beliefs Diverse health beliefs Other services interactions patients affecting health care held by patient
populations
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Leadership and Governance
10
bull Although minorities represent a reported 29 of patients nationally they comprise only
14 of hospital board members
an average of 14 of executive leadership positions and
15 of first- and mid-level management positions
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Leadership and Governance (cont 1)
11
100
90
80
70
60
50
40
30
20
10
0
Minority Representation in Hospital Leadership and Governance
Patients
86 86 Hospital board membership
C-suite positions
71
12 9
2 2 1 1
6 3 2 2 1 0
7 3 2 1 1 0
White BlackAfrican Hispanic or Asian Two or more American Native American Latino races IndianAlaska HawaiianOther
Native Pacific Islander
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Leadership and Governance (cont 2)
12
Ratio of Board Representation to Patient Population (A group is underrepresented if the value is less than one)
140
120 120
105
100
080
060
046 044
040 031
020
000 White Two or more Asian American Native BlackAfrican Hispanic or
096
055
races IndianAlaska HawaiianOther American Latino Native Pacific Islander
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Leadership and Governance (cont 3)
13
70
60
50
40
30
20
10
0
Minority Representation in Executive Leadership Positions
60
16 14 14
10 9 7
Chief Diversity Chief Medical Chief HR Chief Operating Chief Nursing Chief Executive Chief Financial Officer Officer Officer Officer Officer Officer Officer
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Summary Findings
14
bull Collection of all REAL data ndash 77
bull Use of all REAL data to benchmark gaps in care ndash 18
bull Cultural competency training ndash 45 train in all five cultural competency areas (languages spoken by patients available language services diverse health beliefs held by patient populations religious beliefs affecting health care and familycommunity interactions)
bull Diversity in governance ndash 14 minority
bull Diversity in management ndash 15 minority
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix A Data Utilization
15
Hospitalsrsquo Utilization of Data to Address Health Care Disparities
Hospital has analyzed the supply and demand for language services
Hospital has a mechanism for measuring the quality of cultural and linguistic services
Hospital has analyzed the percentage of clinical staff trained in culturally and linguistically appropriate care
Hospital has analyzed variations in clinical management of preventable and chronic diseases 26
30
32
60
0 10 20 30 40 50 60 70
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix B Strategic Goals
16
Inclusion of Goals within Hospitals Strategic Plans
Improving quality of care for culturally and linguistically diverse patient populations
Collection of race ethnicity and language preference data for communitypatient population assessments
Collection of race ethnicity and language preference data for the hospitalrsquos workforce assessments
Hospital recruitment and retention of minority and underrepresented groups in the workforce
Guidelines for incorporating cultural and linguistic competence into operations
Use of reports for measuring progress on diversity-related goals 30
32
38
44
51
54
0 10 20 30 40 50 60
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix C Strategic Goals
17
Percentage of Hospitals Using Patient Characteristics Data to Establish a Disparities Reduction Goal
35
30
25
20
15
10
5
0
Race Ethnicity Primary Disability Religion Sexual Veteran language status orientation status
33 33 32
28
26 24 23
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix D Reducing Disparities
18
Hospitals Efforts to Reduce RacialEthnic Health Care Disparities
Standardized mechanism to translate hospital-related documents into languages that are most prevalent among 80
visitors and patients
Conducts patient interviews or surveys to obtain patient satisfaction data for improving services for diverse 62
populations
Standardized system to collect feedback from patients with 61language needs
Standardized system to collect feedback from patients for 59improving services for diverse patient populations
Performance improvement projects aimed at improving the 54quality of care provided to diverse patient populations
Standardized system to collect feedback from staff for 47improving services for diverse patient populations
0 20 40 60 80 100
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix E Reducing Disparities
19
Disease-Specific Interventions Planned or Implemented by Hospitals to Reduce RacialEthnic Disparities
35
30
25
20
15
10
5
0 Other Diabetes Congestive Cancer Hypertension Stroke Acute Pneumonia Chronic
heart failure myocardial obstructive infarction pulmonary
disease
29 27
22 22 21 20 20
19 18
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix F Reducing Disparities
20
Hospitals Collaboration with External Organizations to Reduce Disparities
Community agenciesadvocacy organizations 55
Schoolsuniversities 47
Other community organizations 47
Faith-based organizations 40
Relevant government agencies and organizations 39
State hospitalhealth care associations 36
Corporate partnerscollaborators 31
Regional hospitalhealth care associations 29
Homeless shelters 25
National hospitalhealth care associations 25
0 10 20 30 40 50 60
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix G Reducing Disparities
21
Does Your Organization Have a Community-based Diversity Advisory Council or Committee
80
72
70
60
50
40
30
20 20
810
0
Yes No Not Sure
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix H Cultural Competency
22
Has Your Hospital Conducted an Assessment of the Racial and Ethnic Demographics of Your Community in the Past Three Years
70
61 60
50
40
30 30
20
910
0 Yes No Not Sure
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix I Cultural Competency
23
100
90
80
70
60
50
40
30
20
10
0
Types of Interpreters Used by Hospitals
93
75
41
Agency or third-party interpreters Informal interpreters Formal interpreters
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix J Cultural Competency
24
Hospitalsrsquo Verification of Interpreter Quality
53
52
51
50
49
48
47
46
52
48
All interpreters are formally trained in clinical translation All interpreters are tested to ensure competency
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix K Leadership
25
Hospitalsrsquo Leadership Goals
Funding resources allocated for hospitals cultural diversitycompetency initiatives are sustainable
Hospital governing board has set goals for creating diversity within its membership that reflects the diversity of
the hospitalrsquos patient population
Hospital incorporates diversity management into the organizationrsquos budgetary planning and implementation
process
Hospital has a plan to specifically increase the number of ethnically culturally and racially diverse executives serving
on the senior leadership team
Hospital governing board members are required to demonstrate that they have completed diversity training
Hospital ties a portion of executive compensation to diversity goals 10
15
23
30
33
45
0 10 20 30 40 50
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Appendix L Diversity Management
26
Percentage of Hospitals Participating in Diversity Improvement Plans
Hospital has a nondiscrimination policy that includes the ethnic racial lesbian gay bisexual transgender and transsexual 89
communities
Hospital educates all clinical staff during orientation about how to address the unique cultural and linguistic factors affecting the care 81
of diverse patients and communities
Hospital collaborates with other health care organizations on improving professional and allied health care workforce training and 75
educational programs in the communities served
Hospital requires all employees to attend diversity training 61
Hospital has a documented plan to recruit and retain a diverse 48workforce that reflects the organizationrsquos patient population
Hospital has implemented a program that identifies diverse talented 42employees within the organization for promotion
Hospital hiring managers have a diversity goal in their performance 16expectations
0 20 40 60 80 100
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg
Copyright Notice
27
Suggested Citation American Hospital Association and Institute for Diversity in Health Management Diversity and Disparities A Benchmark Study of US Hospitals Chicago June 2012 Accessed at wwwhpoeorg
copy 2012 Health Research amp Educational Trust All rights reserved All materials contained in this publication are available to anyone for download on wwwhretorg or wwwhpoeorg for personal noncommercial use only No part of this publication may be reproduced and distributed in any form without permission of the publisher or in the case of third party materials the owner of that content except in the case of brief quotations followed by the above suggested citation To request permission to reproduce any of these materials please email HPOEahaorg