How data are collected, how datasets are sometimes “scrubbed” and how data is eventually presented and interpreted are also structured by biases, and the best way to uncover these biases is to bring a qualitative perspective to bear on quantitative approaches and claims.

As a leader, you can’t be everywhere all the time, but you can influence at least a few of your organization’s micro-cultures. Done right, you can use these interventions to have a positive and pervasive impact across the organization.

Succession planning is often viewed as the job of human resources. However, if you want your succession plan to reflect a robust DEI mandate, it needs to be viewed as part of everyone’s work.

If you want to change your organization’s DNA, expect to be in it for the long haul, but don’t rule out some quick gains. With the right stimulus, you may discover that your organization’s DNA is more changeable than imagined.

Making an effort to promote authenticity in the workplace is valiant and even necessary. However, companies must recognize that it isn’t a one-size-fits-all project. To truly commit to authenticity, it's vital to ensure all employees, regardless of their demographic, are supported.

Written by Carol J. Geffner, Ph.D. and Chris Corwin, M.P.H., this white paper discusses the challenges hospital C-suites face in leading disruptive change as the healthcare system transitions to value-based care. The insights are based on interviews with 20 hospital CEOs.