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Press Ganey Report Highlights Strong Correlations Between Perceptions of Diversity and Inclusion and Clinician and Employee Engagement

Analyses of feedback from 113,800 caregivers at 533 facilities underscore the importance of data segmentation to better understand differences across workforce populations.

Press Ganey released its newest white paper, Diversity and Inclusion: Building Workforce Engagement and Improving Outcomes in Health Care, an extension of the company’s ongoing research into identifying and understanding the needs of the health care workforce and key variables that improve caregiver engagement and health care outcomes. Press Ganey researchers analyzed responses to engagement surveys from 113,000 caregivers, including nearly 3,000 physicians. All the surveys included the company’s proprietary Diversity module, which assesses employees’ perceptions of equality of treatment by managers, organizational commitment to workforce diversity, equality of growth opportunities, and organization and co-worker valuing of differences.

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“Listen to your caregivers, respond with authenticity to their concerns, and forge a path forward together.”

“To ensure equitable health care for all, we must accelerate progress toward creating an equitable, inclusive culture that supports a diverse workforce,” said Patrick T. Ryan, Chairman and CEO, Press Ganey. “The individuals and teams that deliver care should be a reflection of our society and the populations we serve. Making diversity, equity, and inclusion an enterprise priority creates visibility and accountability at the highest levels and ensures that all employees, regardless of their role or position within the enterprise, feel valued and respected.”

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The report focuses on the association between employee engagement and perceptions of diversity, as well as the influence of race, gender, and job type on that association. Key findings include the following.

  • Different racial groups perceive diversity and inclusion very differently.
  • Higher engagement levels are achieved when individuals have more favorable views of diversity and inclusion. This is true across racial groups.
  • Male and female physicians have divergent perceptions of how well their health systems model and support workforce diversity and inclusion.

“Organizations can address gaps in DEI efforts first by having an authentic and genuine interest in addressing the gaps. Doing it for the wrong reason or being disingenuous might cause more harm than good in the long run,” said Casey Willis-Abner, Chief Human Resources Officer, Press Ganey. “Listen to your caregivers, respond with authenticity to their concerns, and forge a path forward together.”

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