DHM Quality Post - July 2020 thequalitypostGreetings from Cat, Saj, Ari and Jenica Welcome to the 112th edition of The Quality Post! In this issue, we feature how to improve quality and eliminate disparities. We explore guidelines to prevent racial bias in work assignments; provide tips and tricks for our DHM True North Quality Metrics; and update you on our metric performance. inthisissue Improving Quality and Eliminating Disparities
HBR Tip: Take Meaning Action Against Racism
Tips and Tricks: Team Guide to True North Quality Metrics
FY20 DHM True North Quality Metric Performance
Improving Quality and Eliminating Disparities, Twin Goals for Improvement – The Commonwealth Fund In this article, the authors acknowledge racial and ethnic minorities have poorer outcomes than whites, spanning various domains from clinical performance and patient experience to health care outcomes. For example, minorities report more problems communicating with physicians and having care expectations met while hospitalized. The authors suggest the following QI interventions to help address disparities:
Don’t Let Racial Bias Creep into Work Assignments When trying to address racial disparities, managers often focus on recruiting and hiring. But if you want to create a truly diverse, equitable, and inclusive workplace, you have to go further. Specifically, managers need to think about how they assign work. Be careful not to let any bias emerge around assignments: Research shows that employees of color are expected to repeatedly prove their abilities, while white employees are more likely to be evaluated on their potential. Managers should not make unilateral decisions about which projects their Black employees should or should not do during this time. Collaborate, instead, letting your Black employees express how they need to be supported right now. And be sure not to penalize those choices when the time comes for performance reviews. Giving people much-needed leniency now, only to punish them later, will create further inequity. This tip is adapted from “Restructure Your Organization to Actually Advance Racial Justice,” by Evelyn R. Carter |