1 Executive Vice President for Medical Affairs Senior Staff Meeting June 19, 2001 D i v e r s i t y

2 Diversity Planning Team Michelle Aebersold, RN, Manager, Clinical Nursing David Bloom, MD, Associate Dean for Faculty Affairs Cathy Frank, Human Resources Consultant David Gordon, MD, Assistant Dean for Diversity and Career Development Joe Katulic, Human Resources Director, MCARE Shelley Morrison, Personnel Officer, Medical School Leslie Krauz Stambaugh, President, RLS Associates Laurita Thomas, Administrator for Human Resources

3 Current Challenges Perception of unfair and/or discriminatory behavior Frustration related to: promotions, pay rates, career development Higher turnover rates for minority personnel Scarcity of minorities in higher-level positions Belief that problems are addressed ineffectively

4 Options presented in February for Strategic Initiatives Invest in supervisory development Improve employee problem solving Implement strategic mentoring

5 Objectives Impact the greatest number of people over the short term Save time/money and improve performance Demonstrate significant responsiveness to diversity Make significant contribution to UMHS culture and the ability to achieve its mission Ensure leadership commitment to the strategy Impact the current situation

6 1Educate faculty and staff about the organization’s commitment to diversity and behavioral expectations 2Train faculty, staff and post doctoral fellows who have supervisory responsibility and who have not received diversity training. 3Develop a Diversity Champion Network 4Promote effective conflict resolution procedures Recommendations Four Primary Activities

7 Proposed Activities Year 1: Hold kick-off for Diversity Champion Network. Plan and implement system-wide awareness campaign. Train new and previously untrained supervisors. Develop broader conflict resolution strategies.

8 Proposed Activities Year 2: Coordinate Diversity Champion Network activities. Continue awareness efforts. Train new and previously untrained supervisors. Implement a broader range of conflict resolution processes.

9 Proposed Activities Year 3: Continuation of Year 2 activities concluding with an assessment of the progress that has been made over the 3-year period.

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11 Expected Outcomes at the end of three years Effective procedures for conflict resolution will be widely used to handle conflicts that arise within the organization. Our focus on diversity will help us recruit minority faculty and staff and retain them over the long term.

12 Barriers/Challenges Includes some incremental cost Faculty involvement and buy-in Mandatory versus voluntary participation Further stretching current resources Constituency endorsement yet to be secured

13 Aids/Drivers Recommendations are consistent with national trends. Efforts are focused Utilizes lessons learned

14 SHRM ® /Fortune Survey* on Impact of Diversity Initiatives on the Bottom Line (6/11/01) *FORTUNE 1000 Companies and Companies listed on FORTUNE’s “Top 100 Companies to Work For” List, 3/01. N=121.

15 Estimated Cost/Investment to Successfully Implement Plan Initial development costs: $50,000 Year 1:$150,000 Year 2:$150,000 Year 3:$150,000 Total:$500,000 assumes that approximately 2000 supervisors will complete proposed training covers vendor-developed and delivered training will pay for.5 FTE for Medical School to coordinate their efforts. does not cover supervisors’ time away from the job to attend training includes costs for subscription/licensing fees for e-learning web-based resources, outside speakers, awareness campaigns, awards, web-page development, etc.

16 Next Steps Take recommendations out to constituents for endorsement. –UMHHC –Medical School –MCARE