I. RECRUITMENT AND RETENTION
II. CLIMATE AND CULTURE
III. PROFESSIONAL DEVELOPMENT
Promoting DEI activities to raise awareness and develop actions such as utilizing speakers, seminars or workshops to introduce new models and strategies for achieving diversity; coordinating diversity training programs to enable professionals at all levels to engage in DEI specific to their work; or sponsoring or featuring DEI at conferences or annual meetings.
Contributing to the advancement of knowledge concerning issues facing diverse populations or that of concern to or designing programs to support researchers from historically underrepresented groups support DEI in research or creative work. Other examples include initiating and performing groundbreaking research that advances understanding of DEI in a respective field of study or has potential to improve quality of life for targeted populations. Research engagement that enhances understanding DEI and improves access and opportunity is considered as a valuable contribution.
Evidence of identifying and addressing patient care disparities, utilizing health information data to formulate action plans, and training employees in DEI and cultural competency are examples to consider. Increasing diversity in leadership and governance, strengthening community partnerships, and improving services to increase access and enhance care for diverse and underserved patient populations are also identified as best practices.
Collaborating with external partners or entities to meet culturally-relevant needs, provide resources and support, information-sharing, advocacy, or services that align with the institutional mission.
Engaging in actions that impact change in practice on a broader level with DEI in mind. Examples may include new or enhanced policies or processes, data collection and utilization methods, purchasing practices to improve supplier diversity, marketing or brand expansion, product development, or new partnerships to improve DEI within the institution.