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Taking Concrete Steps to Improve Diversity & Inclusion

CQuence Health Group recently gathered team members from across the business for an all-day session geared toward asking a fundamental question: how can we improve diversity and inclusion across our family of companies?

Facilitated by an expert in planning and strategy, the session found employees having frank, sometimes difficult conversations about what we’ve done in the past and how we could be doing more in the future to support diversity in all areas of our organization. It’s clear that improving diversity is going to be a lengthy process, but we’re committed to fostering conversation and taking steps that will make a real difference.

At the end of the day, diversity and inclusion aren’t just a competitive advantage (which they certainly are). Welcoming and creating a sense of belonging among people of different races, genders, sexual orientations, cultures and backgrounds is simply the right thing to do.

The group that convened earlier this year, supported by anonymous interviews with dozens of additional team members from around the country, had many ideas for what we could do to immediately improve diversity and inclusion in 2020 and 2021. Here is the plan we’ve come up with for the foreseeable future.

Diversity and Inclusion Committee
We have determined the need for a cross-functional task force to oversee and implement our diversity and inclusion efforts moving forward. To do this, we need our team members’ voices, participation and positive actions to continue to address equity.

Floating Holidays
We also intend to clarify the use of our floating holidays. These may be used on any alternative day to allow everyone to celebrate and commemorate occasions according to their own beliefs.

Unconscious Bias Training
In the near future, all employees, including the executive team, will participate in unconscious bias training. The hope is that this will help us all learn more about the personal and institutional blind spots we have that can condition us to act in a prejudiced manner even when we may not realize it’s happening.

Anonymous Surveys
In order to generate more honest feedback, we will continue to ask our employees how we are doing in this area. Based on feedback, these surveys will be anonymous. These are the types of initiatives that our Diversity and Inclusion Committee will help us with.

Revisiting Our Cultural Beliefs
Our Cultural Beliefs are a critical part of how we conduct ourselves. It matters how we’re living these values every day and that our current values are as accepting of differing views and beliefs as we ultimately want them to be. We will work to incorporate into the framework and definitions areas around diversity and inclusion. We need to clearly state what embracing the principles around diversity and inclusion looks like related to our Cultural Beliefs.

Communications
Finally, one through-line that’s become clear is that communication about issues of diversity is an important part of the process. We will continue to update all team members about our efforts to promote diversity and inclusion.

Stay tuned. The best is yet to come!

Bruce Stec
About Bruce Stec

Bruce Stec is Vice President of Human Resources for CQuence Health Group and its partner companies. Bruce joined CQuence in 2013 with nearly 20 years of human resources management and consulting experience. Bruce graduated from the University of Nebraska at Kearney and has earned both his Senior Professional in Human Resources (SPHR®) certification and his Society for Human Resource Management Senior Certified Professional (SHRM-SCP) certification.

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