Company Statement on Diversity, Equity, and Inclusion

The commitment to Diversity, Equity, and Inclusion (DEI) is more than just a statement. It is a foundational principle that shapes the way organizations build their teams, interact with communities, and lead their industries. This commitment is rooted in the belief that a diverse and inclusive workforce not only mirrors the richness of the communities we serve but also drives innovation, resilience, and growth.

As a unified organization guided by the mission to shape the future of nursing and health care, we believe in fostering a culture where everyone belongs. We strive to empower our team members by honoring their identities, recognizing their contributions, and ensuring they have equal opportunities to succeed. This culture of inclusion allows every individual to show up authentically, contribute fully, and thrive collectively.

Celebrating the Power of Diversity

Diversity is at the heart of our values. We acknowledge that no two people are the same. Each person brings a unique blend of life experiences, cultural backgrounds, talents, perspectives, and aspirations. These differences, far from being barriers, are valuable assets that fuel innovation, creativity, and connection.

When we speak of diversity, we refer to more than race, ethnicity, or gender. We also recognize the importance of age, sexual orientation, disability, education, socioeconomic status, language, religion, and neurodiversity. By appreciating the breadth of diversity, we expand our understanding and improve our capacity to serve others more effectively.

Diversity begins with intentional hiring practices. By widening the lens through which we evaluate talent, we ensure that recruitment is inclusive and reflects the populations we aim to support. Our hiring teams are trained to identify and reduce unconscious bias and to value the unique strengths that each candidate brings to the table.

Once a diverse team is in place, the focus shifts to retention and engagement. Creating a safe, supportive workplace that values differences ensures that employees feel seen, respected, and valued. This fosters loyalty, motivation, and a sense of purpose that translates into better service for clients, patients, and communities.

Building a Culture of Equity

Equity goes beyond providing equal resources or opportunities. It requires an understanding of historical and systemic barriers that have created unequal starting points for many people. Promoting equity means identifying these obstacles and actively working to remove them so that every individual has what they need to thrive.

In practice, equity can take many forms. It may involve revising policies that inadvertently favor one group over another. It could include offering flexible schedules or remote work options for caregivers. It might mean creating mentorship programs for underrepresented staff or investing in professional development opportunities that align with individual goals.

Our equity work also involves data analysis. We continuously examine internal metrics related to hiring, promotion, pay equity, and retention. By comparing this data across different demographics, we can identify gaps and act on them. Equity is not static; it demands regular evaluation and a willingness to change.

Just as important is fostering psychological equity. Employees must feel they have a voice in decision-making, the freedom to express their opinions without fear, and the assurance that their concerns will be heard. Equity in the workplace leads to greater trust, higher morale, and stronger collaboration across teams.

Fostering True Inclusion

Inclusion is the practice of ensuring that all individuals, regardless of background or identity, are welcomed, respected, and able to contribute meaningfully. Unlike diversity, which focuses on representation, inclusion emphasizes experience. It asks whether people feel a genuine sense of belonging and participation in the workplace.

We take a proactive approach to building inclusion. From onboarding to team meetings, from leadership training to feedback loops, every aspect of the employee journey is infused with inclusive practices. We encourage open communication, collaborative problem-solving, and respectful dialogue, especially when differences arise.

Our inclusive practices extend to leadership development. We ensure that individuals from all backgrounds have access to mentorship, sponsorship, and advancement opportunities. We also make space for employee resource groups where staff can share experiences, build networks, and advocate for change.

Listening is central to inclusion. We conduct regular surveys and host listening sessions to understand what our employees need. We incorporate their feedback into policies, benefits, and workplace practices. This ongoing dialogue creates a culture of trust, where everyone knows their input matters.

An inclusive organization is one where team members support one another and where differences are embraced rather than minimized. It is one where innovation flourishes because individuals are not afraid to think differently or challenge the status quo.

Embracing Accountability in Our DEI Journey

Accountability is the engine that drives lasting change. Without it, even the most well-intentioned DEI commitments can fade into performative gestures. We hold ourselves accountable by setting measurable goals, tracking our progress, and remaining transparent with our stakeholders.

One of our guiding principles is that DEI work is never complete. It evolves with time, shaped by new insights, emerging challenges, and shifting societal needs. We embrace this evolution by maintaining a growth mindset and welcoming continuous learning.

Our leadership team plays a key role in this effort. They are responsible for modeling inclusive behaviors, aligning business strategies with DEI principles, and ensuring that all departments and functions are contributing to the shared vision. Every leader is expected to champion DEI as a core component of their role.

We regularly assess the impact of our DEI strategies. These assessments inform our decisions on policy adjustments, resource allocation, and program development. If we fall short of our goals, we take corrective actions and recommit to the journey.

Additionally, we seek out external perspectives. Engaging with partners, community leaders, and DEI experts helps us stay aligned with best practices and remain accountable to the broader mission. Being open to feedback—especially critical feedback—strengthens our organization and enhances our ability to serve.

Accountability also means celebrating success. When individuals or teams demonstrate exceptional commitment to DEI, we acknowledge and share their stories. Recognition reinforces positive behaviors and inspires others to take initiative.

In building a diverse, equitable, and inclusive organization, we recognize that success depends on collective effort. Every employee has a role to play in making our workplace welcoming and just. Our shared commitment to this goal unites us and propels us forward.

Integrating DEI Values into Everyday Operations

A strong commitment to diversity, equity, and inclusion is not limited to formal statements or isolated initiatives. It must be embedded into the everyday functions of the organization. This means making DEI an active, living principle that influences how teams work, how leaders lead, and how decisions are made at every level.

Operationalizing DEI begins with alignment. Leaders, managers, and employees must all understand that DEI is not a side project. It is a core element of organizational strategy. Every decision, from budget planning to team structure, should reflect inclusive and equitable thinking.

This integration also involves the tools and systems used daily. Are performance evaluations free from bias? Are job descriptions inclusive and accessible to all? Are team meetings structured in a way that allows all voices to be heard? These questions form the foundation for transforming DEI values from ideals into practical standards.

Workflows can be adapted to foster inclusion. For instance, project teams should be intentionally diverse in composition. Task assignments should consider equity of opportunity, not just availability. Feedback mechanisms should encourage honest reflection and ensure everyone has the chance to contribute.

When DEI is fully integrated into operations, employees are more likely to feel valued, customers and clients are more likely to feel respected, and the organization becomes more adaptive, effective, and socially responsible.

Building Inclusive Leadership at All Levels

True leadership includes the ability to create environments where people can thrive. Inclusive leadership is not just about having a diverse team; it is about ensuring that diversity is supported and empowered. It requires emotional intelligence, cultural competence, and a willingness to learn and unlearn.

Leaders play a vital role in modeling the behaviors that create inclusive workplaces. This includes active listening, acknowledging biases, addressing microaggressions, and making space for differing perspectives. Inclusive leaders also hold themselves and others accountable for actions that support or hinder DEI goals.

One way to build inclusive leadership is through education. DEI training programs should be more than annual checkboxes. They should be continuous, evolving to reflect current issues and tailored to meet the specific needs of teams and leaders. These programs should challenge assumptions, provide real-world examples, and include opportunities for reflection and dialogue.

Mentorship and sponsorship are also critical. Leaders should be intentional about identifying emerging talent from underrepresented groups and helping them access growth opportunities. This means going beyond informal relationships and establishing formal pathways for advancement.

Leadership evaluations should include DEI competencies. How does a leader support team diversity? How do they respond to conflict or discrimination? How do they create a psychologically safe environment? These are not secondary qualities—they are essential to leadership success in a diverse organization.

By developing inclusive leadership, the organization ensures that DEI is not only a top-down directive but a shared responsibility carried out at every level of the hierarchy.

Cultivating Inclusive Communication and Team Culture

Communication is the lifeblood of any organization. It shapes how people feel, how problems are solved, and how progress is made. An inclusive communication strategy prioritizes clarity, accessibility, and mutual respect. It ensures that all voices are heard and valued, especially those from historically marginalized backgrounds.

Inclusive communication starts with language. Words have power, and organizations must be mindful of how language can either uplift or exclude. Using gender-neutral terms, avoiding jargon, and being culturally sensitive are basic but vital practices.

It also involves the methods of communication. Some individuals may be more comfortable sharing ideas in writing rather than speaking in meetings. Others may need accommodations for language, hearing, or cognitive differences. Teams must adopt a flexible approach that allows everyone to participate in ways that suit their strengths.

Team culture is equally important. Culture is defined by daily interactions, shared values, and accepted norms. An inclusive team culture embraces diversity by recognizing the importance of different perspectives. It encourages curiosity, openness, and empathy.

Creating such a culture takes intentional effort. Team leaders should set expectations for respectful behavior, model vulnerability by acknowledging their learning curves, and celebrate team members who demonstrate inclusive actions.

Conflict is inevitable, but how it is handled determines whether the team grows stronger or becomes divided. Inclusive teams address conflict through open dialogue and shared problem-solving. They see disagreement as an opportunity to understand different experiences and build better solutions.

Inclusive communication and culture strengthen team cohesion, increase engagement, and create an environment where creativity and collaboration flourish.

Designing Equitable Policies and Practices

Policies are the backbone of organizational structure. If DEI is to be taken seriously, policies must reflect its principles. This means reviewing existing policies with a critical eye, identifying gaps, and making necessary changes to promote equity and fairness.

Equitable policies go beyond compliance. They look at real-world outcomes. A policy may appear neutral on paper but still result in unequal treatment if not thoughtfully designed. For example, a time-off policy that penalizes those with caregiving responsibilities disproportionately affects women and underrepresented groups. Revising such a policy to allow flexibility is a step toward equity.

Hiring and promotion practices are key areas for reform. Organizations should implement structured interviews, use diverse hiring panels, and monitor demographic data to ensure fair treatment. Promotion criteria should be transparent and consistent, with opportunities communicated to all staff.

Compensation equity is another critical area. Regular audits should be conducted to ensure that pay is fair across race, gender, and other identity categories. If disparities are found, they must be addressed swiftly and transparently.

Accessibility should also be a guiding principle. This includes physical accessibility for people with disabilities, as well as digital accessibility for remote work environments. Technology platforms, communication tools, and workplace layouts should be evaluated regularly for inclusiveness.

Employee feedback should be central to policy development. Too often, policies are made without consulting those most affected by them. Creating advisory groups, conducting anonymous surveys, and holding open forums allows employees to voice concerns and suggest improvements.

Equitable policies create a sense of fairness, build trust, and empower employees to perform at their best. They are not only a reflection of organizational values but a key driver of long-term success.

The Impact of DEI on Organizational Performance

The influence of diversity, equity, and inclusion extends far beyond individual behavior or workplace culture. DEI plays a direct and measurable role in organizational performance. When DEI is a priority, teams work more effectively, innovation increases, and outcomes improve across all levels.

Organizations that value diversity gain access to a broader range of experiences, ideas, and approaches. These diverse perspectives lead to better decision-making, as team members are more likely to identify risks, propose alternative solutions, and challenge outdated assumptions. This diversity of thought fosters creativity and innovation.

Equity ensures that talent is nurtured across all demographics. When individuals have equal access to mentorship, training, and advancement opportunities, they are more motivated to excel. Performance improves when employees believe that effort and merit will be rewarded fairly.

Inclusion ensures that everyone feels empowered to contribute. Inclusive environments reduce turnover, improve morale, and create stronger collaboration. When people feel respected and heard, they are more committed to shared goals.

Research consistently shows that organizations with strong DEI practices outperform those without them. This applies to profitability, productivity, employee retention, and customer satisfaction. DEI is not only a moral obligation but a strategic advantage that enhances long-term sustainability and success.

Strengthening Community Engagement Through DEI

Organizations do not operate in isolation. They exist within communities, and their actions affect the lives of people beyond their internal teams. A commitment to DEI includes engaging with communities in ways that are respectful, inclusive, and responsive to their needs.

Community engagement through a DEI lens begins with listening. Understanding the needs, challenges, and values of different communities requires humility and openness. It means involving community members in conversations about programs, services, and priorities.

Effective engagement also requires representation. Teams that interact with the public should reflect the diversity of the populations they serve. This builds trust and fosters relationships based on mutual respect.

Partnerships with community organizations can strengthen DEI efforts. These partnerships allow for the sharing of knowledge, resources, and experiences. They also help identify gaps in services and opportunities for collaboration that benefit both the organization and the community.

Cultural competence is critical when working with diverse populations. Staff must be trained to understand and respect cultural differences in communication, beliefs, and practices. This ensures that services are delivered in a way that is accessible and appropriate for everyone.

Accountability is also essential. Community members should have opportunities to provide feedback, express concerns, and hold the organization responsible for its impact. Transparent communication and responsiveness help build credibility and long-term engagement.

By prioritizing DEI in community engagement, organizations demonstrate that they are not only committed to internal equity but also to advancing social justice and health equity more broadly.

Advancing Health Equity Through DEI

In healthcare and related professions, DEI is not only an internal priority but also a driving force for better patient care and health outcomes. The connection between equity and health is clear: when care is delivered equitably and respectfully, patients experience better results.

Health equity means that everyone has a fair and just opportunity to be as healthy as possible. This requires removing obstacles such as poverty, discrimination, and lack of access to quality care. DEI plays a critical role in achieving this by ensuring that healthcare organizations are prepared to meet the needs of all patients.

Culturally responsive care is a key aspect of DEI in healthcare. Providers must understand how cultural background influences patients’ beliefs, preferences, and behaviors. This understanding allows for more effective communication, accurate diagnoses, and better adherence to treatment plans.

Language access is another vital component. Patients who do not speak the primary language of care must be provided with qualified interpreters and translated materials. Language barriers can lead to miscommunication, lower patient satisfaction, and harmful medical errors.

Equity also involves addressing social determinants of health. These are the conditions in which people live, learn, work, and play. Organizations committed to DEI recognize that improving health outcomes means tackling these broader issues through policy advocacy, outreach programs, and cross-sector partnerships.

Staff training is essential. Healthcare professionals must learn how to recognize their own biases, understand systemic disparities, and respond with empathy and respect. This training should be continuous and include opportunities for reflection and dialogue.

By embedding DEI into every level of the healthcare system, organizations contribute to a more just and effective approach to patient care. Health equity is not a separate goal—it is a direct outcome of inclusive, equitable practices.

DEI as a Foundation for Long-Term Organizational Growth

Organizations that embrace DEI are not only doing the right thing—they are preparing themselves for future challenges and opportunities. DEI creates a foundation for sustainable growth by building resilience, agility, and adaptability in a changing world.

Workplaces today are more diverse than ever, and this trend will continue. Organizations that do not invest in DEI risk falling behind in recruitment, retention, and reputation. By contrast, those that prioritize DEI attract top talent, increase employee engagement, and remain competitive in a global market.

Adaptability is also enhanced by DEI. Diverse teams are better equipped to navigate uncertainty because they bring varied experiences and solutions to complex problems. Inclusive environments encourage experimentation, learning from failure, and iterative improvement.

DEI supports ethical leadership. Leaders who are guided by equity and inclusion are more likely to make decisions that consider long-term impact, stakeholder trust, and community well-being. This leads to more stable and responsible governance.

Consumer expectations are evolving. People increasingly seek out organizations that align with their values. Transparency, accountability, and commitment to justice are no longer optional—they are expected. DEI helps organizations meet these expectations and build stronger relationships with customers, patients, and clients.

Finally, DEI fosters innovation. New ideas often come from the margins. When people with different perspectives are encouraged to contribute, organizations discover creative solutions and breakthroughs that would not emerge in homogeneous environments.

By investing in DEI, organizations ensure that they are not only addressing today’s issues but also preparing for the future. DEI is not a temporary initiative—it is a core strategy for building a better, stronger, and more inclusive tomorrow.

Sustaining DEI: From Initiatives to Everyday Habits

Sustaining diversity, equity, and inclusion requires more than one-time training or isolated programs. It calls for a shift in mindset and behavior across the entire organization. DEI must become a continuous, evolving process rooted in everyday habits, decisions, and interactions.

The first step to sustaining DEI is consistency. Values must be reinforced through policies, practices, and communication. Employees need to see that the organization is serious about DEI, not only during cultural observances or in public statements, but in daily operations. When DEI is integrated into hiring, project planning, evaluation, and leadership development, it becomes part of the organizational DNA.

Sustainability also depends on leadership. Leaders at every level must serve as champions for inclusion. They set the tone, model inclusive behavior, and create space for learning. This includes openly acknowledging mistakes, addressing feedback constructively, and showing a willingness to grow.

Empowering employee resource groups can also help maintain momentum. These groups offer support, visibility, and advocacy for underrepresented voices. They contribute to the sense of belonging and help organizations identify emerging needs or areas for improvement.

Ongoing education is critical. DEI is not static; it must respond to changes in the workforce, community, and broader society. Organizations should offer continuous learning opportunities that go beyond basic awareness and into deeper skill-building. This includes workshops on inclusive leadership, anti-bias training, and cultural competence.

When DEI becomes a habit—something people do instinctively rather than only when prompted—it becomes sustainable. The organization transforms from one that simply reacts to injustice to one that actively builds fairness and inclusion into everything it does.

Measuring DEI Progress with Purpose

Measurement is essential for meaningful DEI work. Without data, it is impossible to know what is working, what needs improvement, or where inequities persist. A robust measurement strategy ensures that DEI efforts are accountable, strategic, and results-driven.

The first step in measuring DEI is identifying key metrics. These may include demographic representation across job levels, pay equity, promotion rates, retention statistics, and engagement survey results. Qualitative data, such as focus groups and open-ended feedback, provide context and reveal the lived experiences behind the numbers.

Setting clear goals is also important. Targets should be ambitious but realistic, informed by data, and aligned with organizational values. For example, a goal to increase leadership diversity must be paired with strategies such as talent development, succession planning, and equitable promotion practices.

Transparency builds trust. Sharing DEI goals, progress, and challenges with staff shows a commitment to honesty and accountability. Regular updates, dashboards, or reports can help keep everyone informed and engaged.

Measurement should also be intersectional. Looking at race, gender, ability, and other factors separately may hide important disparities. By examining how these identities overlap, organizations can develop a deeper understanding of who is being underserved or left behind.

Evaluation is not only about outcomes but also about processes. Are decision-making structures inclusive? Are hiring panels diverse? Are workplace policies accessible? Reviewing systems helps identify the root causes of inequity.

Most importantly, measurement should lead to action. Data should inform strategy and drive continuous improvement. When organizations commit to measuring with purpose, they are better equipped to build a more equitable and inclusive future.

Creating a Culture of Feedback and Learning

A healthy DEI culture depends on feedback—both giving it and receiving it. Constructive feedback creates growth opportunities, increases accountability, and builds a more respectful workplace. A learning culture embraces this feedback and treats it as a gift, not a threat.

Organizations must create safe channels for feedback. Employees should feel comfortable raising concerns or offering suggestions without fear of retaliation or dismissal. This may include anonymous surveys, one-on-one conversations, listening sessions, or dedicated ombuds services.

Feedback should not be limited to problems. Positive reinforcement is equally important. Recognizing inclusive behavior encourages others to follow suit. Celebrating success stories, big or small, creates momentum and builds morale.

Training in feedback skills is essential. Not everyone knows how to give or receive feedback constructively. Workshops or coaching on active listening, non-defensive communication, and empathy can help build these capabilities across the organization.

Leaders must model openness to feedback. When leaders show humility, admit mistakes, and act on feedback, they set the tone for others. This reinforces a culture where feedback is not personal criticism but a shared tool for improvement.

Learning also comes from reflection. Encouraging teams to regularly assess their DEI progress helps reinforce accountability. This could be through quarterly reviews, project debriefs, or team check-ins focused specifically on inclusion and equity.

A culture of feedback and learning does not happen overnight. It requires patience, consistency, and trust. But when established, it becomes a powerful engine for innovation, resilience, and equity.

Looking Ahead: The Future of DEI

The future of DEI depends on sustained commitment, innovation, and the courage to challenge the status quo. As the world becomes more interconnected and diverse, organizations must evolve to remain inclusive and equitable.

Technology will play a growing role. From using AI to detect bias in hiring to deploying inclusive design in digital products, technology can both solve and create equity challenges. Organizations must approach tech with an ethical and inclusive lens, ensuring that digital solutions serve all users fairly.

The concept of inclusion is also expanding. Neurodiversity, age diversity, and other dimensions of identity are gaining recognition. This broadening understanding requires organizations to continuously update their policies, language, and practices to reflect emerging needs.

Globalization adds another layer of complexity. As teams span multiple regions and cultures, DEI strategies must be adaptable. What inclusion looks like in one country may differ from another. Local context must inform global DEI goals to ensure relevance and effectiveness.

Employee activism will continue to shape the DEI landscape. Staff members increasingly expect their organizations to take public stands on social justice issues, align with ethical practices, and create transparent, accountable cultures. Ignoring these expectations can damage trust and brand reputation.

Leadership development will become more inclusive. Organizations will need to identify and elevate talent from all backgrounds, creating pipelines that reflect the diversity of the communities they serve. This means rethinking how leadership potential is defined and nurtured.

Sustaining DEI into the future requires more than following trends. It demands leadership, investment, and courage. Organizations that stay true to DEI values will not only adapt to change—they will shape it, creating workplaces and communities that are fair, inclusive, and thriving.