Black History Month is coming to a close, but AHF is committed to continuing to highlight, further, and champion the diversity of our membership and member teams. We want to celebrate by highlighting a few of our many diverse leaders and discuss how we can all continue to increase diversity, equity, and inclusion at all levels of our organizations. We asked some of our leaders what Diversity, Equity and Inclusion (DE&I) meant to them, and how leaders can increase DE&I in their staff team.
SPECIAL RELEASE: AHF is also pleased to release its Diversity & Inclusion session, recorded during our 2020 Virtual Conference, for public viewing until the end of March. Watch the session here or below (embedded): https://vimeo.com/454780462
Patrick LaMont, MBA
Director of Food & Nutrition
Brookdale Hospital and Medical Center
What does Diversity, Equity, and Inclusion mean to you?
The idea behind this Diversity, Equity and Inclusion was how little growth there is behind our Middle Management level positions to get into the C-suite. There are many overachievers that are not given the opportunity to get to the next level and this is a very large untapped resource in my opinion. Our counterparts look to us to prepare and educate them for the positions we were never given serious consideration… Something that makes me scratch my head. This is not always the case but there seems to be a glass ceiling.
How do you feel leaders can strengthen inclusion and representation in their staffing teams?
The first thing comes to my mind is: One must be mindful of their own biases and heuristics which, sometimes can force you to make decisions with only your limited experiences and exposures to certain cultures. This can make your decision heavily reliant on your sphere of influence. If you do not have the experience or exposure to make thoughtful rational decisions, this could lead to an imbalance in diversity, equity, and inclusion. Once people are aware of their biases and heuristics, they can be more thoughtful in their decisions and actions.
Please note that these biases have no boundaries when it comes to color as we all have these heuristics and biases but knowing you do makes all the difference in the world. Having open dialogues with trained professionals and or psychologist would be a game changer.
Leisa Bryant, RD, MA, MBA
Director, Food & Nutrition Services
Clinical Nutrition, Dining Service, Room Service
The University of Texas MD Anderson Cancer Center
What does Diversity, Equity, and Inclusion mean to you?
For me DE&I is the celebration of the differences in people such as language, race, ethnicity, culture, gender, sexual orientation, ability, and beliefs. Celebrating and respecting each person’s differences creates inclusivity, leading to empowerment and the sense of being heard and valued.
How do you feel leaders can strengthen inclusion and representation in their staffing teams?
It starts with leaders reflecting, and what I call “having an honest conversation with oneself”. Identifying ones strengths, weaknesses, opportunities and threats with regards to DE&I. Leaders must take action and model the way through continuous learning and sustainable strategies to create a culture that boldens DE&I. These actions can be as simple as starting a conversation, providing training or more thoughtful such as assessing and improving workplace recruitment, development and retention strategies.
Antoinette “Toni” Watkins M.S., RDN
System Director of Food and Nutrition Services
Riverside Health System
What does Diversity, Equity, and Inclusion mean to you?
DEI is the ability to have a culturally and inclusive community or organization. Equity references the need to make adjustments as needed in order to ensure that overall fairness exist. An individual’s sense of belonging is key to the overall DEI perspective. This African proverb provides a key perspective personally for me:” If you want to go quickly go alone, if you want to go far, go together.”
How do you feel leaders can strengthen inclusion and representation in their staffing teams?
Leaders can strengthen inclusion and representation by gaining knowledge to educate themselves. Gaining an understanding related key aspects of DEI. For example knowledge of unconscious bias and micro-aggressive behaviors are just 2 key areas for leaders to focus on for future success. Leaders are encouraged teach and help change behaviors within their domain. Working also with talent and acquisition, in order to recruit from diverse communities will help to ensure that they are able to obtain well-rounded perspectives. DEI initiatives that are implemented and measured into the mission of the organization have a positive track record for improving the performance of the organization. It just makes sense!
Simone Nicolas, MS RDN CDN
Corporate Director of Culinary Service
National Healthcare Association Inc.
What does Diversity, Equity, and Inclusion mean to you?
Diversity can be interpreted in different ways. Being of mixed ethnicity, I immediately think of my Caribbean heritage as a symbol of diversity. Age, gender, sexual orientation, culture, language and religious beliefs are all important aspects of diversity, which when positively acknowledged promote equity and inclusion.
Within our organization, the core mission hinges on principles of kindness, compassion, service and excellence to residents and peers which transcends our many differences.
How do you feel leaders can strengthen inclusion and representation in their staffing teams?
Leaders can strengthen inclusion and representation among employees by ensuring that all are aware of equal access to resources as well as acknowledging varied personal experiences, knowledge, unique approaches to tasks all of which should be encouraged and fostered to result in operational and personal successes.
Veronica McLymont, PhD, RD, CDN
Director of Food and Nutrition Services
Memorial Sloan Kettering Cancer Center
What does Diversity, Equity, and Inclusion mean to you?
I am a strong believer that Diversity, Equity and Inclusion is critical to the success of any organization. While Diversity is focused on the representation of various identities and differences, Equity and Inclusion ensures everyone has a voice, feels valued, appreciated and included. Everyone is treated with courtesy, respect and dignity and employees are encouraged to be who they are. Focusing on Diversity, Equity, and Inclusion by an organizational community can be a major driving force for creativity, innovation and excellence.
How do you feel leaders can strengthen inclusion and representation in their staffing teams?
A sense of inclusion is strongly linked with employee engagement. Leaders can create and commit to a culture of accountability and ensure that inclusion practices are fully integrated into all aspects of their staffing teams’ mission. Leaders can recruit and build a robust and diverse candidate pipeline that reflects the client population they serve. The more leaders retain and invest in their staffing teams, the more contributions the team will make to the organization. Leaders can offer internal and external training and development as well as help staff navigate workplace opportunities. Leaders can create well-orchestrated inclusion campaigns that include training, mentoring, frequent communication, leadership modeling and support. Ultimately, leaders should understand their inclusion metrics and assess the progress they make as they work to create a more inclusive workplace.
Diversity & Inclusion Session
Watch our Diversity & Inclusion session from AHF 2020 Virtual Conference below for free until March 31st. Share with friends and colleagues.