How Do I Advance DE&I in My Practice?

Fostering and advancing diversity, equity, and inclusion in your practice is more important than ever before. From respecting pronouns and providing gender-neutral restrooms to the nuts and bolts of drafting a DE&I policy, our practice management pros have got you covered.

DE&I in Your Practice

Do your marketing materials appeal to a wide range of prospective patients?

If you’re not entirely sure, you probably need to review everything that goes out with your name and brand on it. It is critical to protect your practice from using the wrong phases or omitting the right ones.

Providing pronouns “She/Her,” “He/Him,” or “They/Them,” on LinkedIn profiles is now part of our culture. DEI stands for diversity, equity, and inclusion. In 2022, it is very important to keep up with the twists and turns of this movement. To clarify, diversity refers to the presence of differences within a given setting. Equity is about ensuring that processes and programs are impartial and fair and give every individual an equal chance. Inclusion is about ensuring that people feel a sense of belonging in the workplace. These are pretty feasible concepts to follow in your practice.

It is also wise to devise a brief statement for your practice on DEI and to cover all the bases in terms of employment. This statement should be revised as needed, as this is a rapidly evolving issue.

For example:

“XYZ Aesthetics is an equal opportunity employer and promotes a diverse and inclusive workplace. We consider all applicants without regard to race, color, religion, creed, national origin, age, sex, marital status, ancestry, disability, veteran status, gender identity, genetic information, sexual orientation, or any other status protected by applicable law.”

To maintain DEI in your practice:

• Be careful not to use stock images solely of Caucasian females in bikinis for your marketing materials, including your website and social media channels. Your patient population most likely includes diverse genders, skin types, hair colors, eye colors, age groups, etc.
• Don’t only display before/after photos of patients who are very similar in makeup. This may not instill confidence in new patients that you have expertise dealing with a wide range of patients who look like them.
• Take a walk through your facility to note any signage or patient-facing materials that may be deemed remotely offensive or tone deaf; for example, restroom signage that includes any icons can be a red flag. To keep it simple, use a sign that says “Restroom,” which is gender neutral.
• Pay attention to important dates that may resonate with your diverse population of patients and acknowledge them as you see fit. These may include: Black History Month (Feb), Celebrate Diversity Month (Apr), International Day Against Homophobia, Transphobia, and Biphobia (May 17), Juneteenth (June 19), LGBT Pride Month (June), Pride Day (June 28), etc. For a more complete list: med.upenn.edu/CPUPAntiRacism/dei-holidays-events-and-observances.html

Drafting a DE&I Policy

Currently, there is no law requiring an employer to implement a Diversity, Equity and Inclusion (DE&I) policy aside from anti-discrimination, sexual harassment, and equal pay. However, many lawmakers have been active with legislation promoting DE&I in the workplace. It can be expected that there will be legislation in the future requiring such a policy.

As existing, the Equal Employment Opportunity Commission (EEOC), mandates that workplaces are not allowed to discriminate against candidates or employees based on their race, age, color, natural origin, religion, sex, or disability. DE&I also incorporates other areas such as sexual orientation, socioeconomic status, gender identity, language, marital status, veteran status, and mental ability. DE&I promotes the representation and participation of different groups of individuals with diverse backgrounds, experiences, skills, and expertise in the workplace.

While you want to focus on DE&I, you also want to avoid creating a reverse discrimination situation. Any DE&I policy cannot exclude those employees who would otherwise be qualified for a job, but don’t fit into the “DE&I” category.

A DE&I policy is similar to an anti-discrimination/harassment policy and should be written in your employee handbook. When drafting a DE&I policy, include a mission statement that incorporates your Company’s goals to be an equal opportunity employer.

Some core elements of the policy should include:

• A statement that all employees will be treated with dignity and respect.
• A diversity training program.
• A reporting method if an employee witnesses or suspects discriminatory behavior and there is an investigation process commenced.
• Establish a single point person in your organization to accept reports of violations and route them to the appropriate parties for investigation.
• Have an open-door policy that encourages employees to go to their managers with concerns.
• Offer an anonymous reporting mechanism.

Along with having a written policy, there are practical ideas as well. For example, have “holiday” parties rather than singling out a particular religious/non-religious celebration. Incorporating “floating” holidays is also a good idea to enable an employee to take off on a holiday when the company may not be closed.

Political messages and statements should never be made in the workplace. All employers should refrain from making any comments or having any insignia in the workplace relating to politics.

Finally, every employer should take appropriate disciplinary action when employees, upper-level management, or vendors are intolerant of differences. These actions can include a formal written warning or termination.

There is not a one-size-fits-all approach when it comes to DE&I, however, it is safe to say that the general atmosphere of the company and hiring techniques should be all-inclusive and everyone should be treated equally.