Trust between patients and providers is the backbone of the healthcare industry, making it necessary for the healthcare workforce to reflect the breadth of backgrounds, races and creeds of the patient population. By investing in programs that reach and support all different pipelines of talent, hospitals and health systems can not only empower their colleagues to operate at the top of their license but also foster a new level of connection and trust between patients and the frontline workers caring for them.
From the staff at the front desk to the doctors and nurses providing treatment, patients are more inclined to trust their providers and report high satisfaction when they recognize themselves in the workforce. And yet, according to recent data from the HRSA, only about 38% of practicing physicians are female, and an even smaller percentage identify as non-White. The same report found that only 7% of physicians identify as Hispanic, 5% as Black, 21% as Asian, and 3% as other or mixed race.
Ongoing staffing shortages are exacerbated by slow talent pipelines caused by medical degree requirements and extended time-to-fill for healthcare positions that don’t necessitate these specializations. As a result, these gaps pose a notable barrier for many hospitals and health systems looking to develop a more diverse workforce pipeline. It’s in this increasingly complex healthcare landscape, however, that contingent workers have emerged as an appealing viable solution.
NEMT Partner Guide: Why Payers and Providers Should Choose MediDrive’s TMS
Alan Murray on improving access for medical transportation.
By adopting a contingent workforce model and investing in the right data tools to power better informed decision-making and talent strategy, healthcare organizations can begin to address staffing challenges and turn their talent goals into reality.
Diverse physician representation and the impact on patient outcomes
When it comes to patient experience, non-White patients in one study reported higher levels of satisfaction with doctors who were similar to them in race and ethnicity, and in post-visit surveys, gave those doctors higher ratings for overall experience. Additionally, when paired with a physician of the same ethnicity or race, patients are more likely to have candid discussions about their health and heed advice to seek preventive screenings.
The process of seeking care can be immensely stressful and often centers on sensitive subjects, so it’s of little surprise that patients would be more comfortable being treated by a healthcare provider with similar lived experiences and background, who they feel will understand their unique situation and needs on a more personal level.
RCM Outsourcing: Balancing Human Expertise & Smart Technology
Greenway Health blends smart technology with human expertise to elevate revenue cycle.
This doesn’t just apply to patients either. When a medical team understands the nuances of a demographic group, they are more empowered to provide optimal and more closely tailored care.
Of course, the patient journey extends beyond the treatment room. Hospital staff involved in each step of the care process should have the necessary tools to make patients and their families feel comfortable during their visit. Healthcare organizations should consider representation everywhere to optimize their impact, including positions that deal directly with patients and those that examine patient data behind the scenes.
The role of contingent talent and diversity in closing talent gaps
Contingent workers have been a critical piece of the healthcare industry for years, having long been utilized to fill in the gaps left behind by staffing shortages. Hospital spend on contingent workers more than doubled between 2011 and 2020, according to the AHA, and on the heels of the pandemic, it has only continued to grow. Contingent talent pools offer healthcare organizations access to a more diverse set of candidates, especially when those talent reserves include the local communities.
Every healthcare organization’s patient population comes with its own set of unique needs, ranging from family size to immigration trends. By tapping into this local talent, healthcare providers are granted access to a pool of candidates who bring an important strategic edge to their work: first-hand knowledge of what it is like to live, work and seek care in the community. Reaching these candidates is a step in the right direction in ensuring the workforce accurately reflects the local population and its needs.
And yet, a contingent workforce is only as strong as the implementation strategy behind it. Organizations aiming to improve the diversity of their pipelines must create a comprehensive strategy that includes contingent talent in addition to the full-time workforce. Contingent and full-time employees must work together on equal footings to ensure every employee has a strong framework for success.
Impacting representation with data and talent intelligence
Strengthening and diversifying hiring efforts is the first step many organizations make when trying to address their workforce diversity challenges. And while that is one crucial part of the equation, informed decision-making around talent investments is impossible without strong visibility into the trends driving the workforce.
There are a handful of talent intelligence metrics that companies can leverage to gain a more comprehensive understanding of the policies and practices that can potentially affect representation and equity. By carefully evaluating trends around promotions, which individuals are getting different assignments, or areas where turnover rates are high, healthcare organizations can identify where there may be disparities and, ultimately, opportunities to improve.
These kinds of insights are vital in identifying less overt barriers or challenges that can’t be solved by bringing in new hires alone. This practice also contributes to creating a culture based in data-driven decision-making, which can have a positive impact system-wide.
By utilizing talent intelligence and strategic workforce decision-making, organizations can better ensure candidate engagement, optimize hiring and manage skills. Only by determining which organizational needs are most critical and establishing tailored standards for progress can healthcare leaders begin to make real headway in helping everyone thrive and organizations succeed.
Photo: MixAll Studio, Getty Images
Rebecca Perrault, Global VP of Culture, Diversity and Sustainability at Magnit, has over 15 years of experience helping organizations harness the true power of the individual. As Magnit’s Global VP of Culture, Diversity and Sustainability, Rebecca has led the development of numerous policies, programs, educational resources and technologies that promote DE&I within Magnit and across the broader business community. Among her initiatives was the launch of Magnit’s VMS-agnostic self-identification campaign, which helps organizations understand where they have made progress toward DE&I goals and where there is more work to be done. Leveraging her years of experience both in and outside of the staffing industry, Rebecca has made it her mission to support inclusion programs that consider contingent talent alongside their full-time counterparts.
Maria Luoni, President of RightSourcing, has a proven track record of success in the healthcare community with more than a decade of leadership in consulting and services. Throughout her career, Maria has been instrumental in the development, oversight, direction and leadership for complex, large-scale professional services projects, teams, departments and divisions for inpatient and ambulatory solutions. Maria's experiences in Practice Optimization, Revenue Cycle Management, Coding/Denial Management, Strategic Planning, Electronic Health Records Implementation and Change Management play a crucial role as she oversees RightSourcing's Operations team.
This post appears through the MedCity Influencers program. Anyone can publish their perspective on business and innovation in healthcare on MedCity News through MedCity Influencers. Click here to find out how.