+Integrative Emergency Services

The Challenge

Lead IES in becoming a diverse, equitable, and inclusive employer of choice by addressing biases through establishing a robust – and first-of-its-kind– diversity, equity, and inclusion program highlighted by ongoing training, support, and employee resources.

Strategy

  • Assess current DEI efforts and culture with listening sessions and a company-wide DEI survey
  • Curate IES’ DEI identity and leverage it with internal and external stakeholders via DEI statements and executive communications
  • Establish accountability around DEI by creating an internal DEI Committee
  • Encourage a culture of continuous learning with an annual DEI training and internal programming calendar
  • Use IES’ social media to demonstrate their actionable and ongoing commitment to DEI and its people-centered approach to patient care
  • Establish relationships with potential local and national third-party partners

Execution

ASSESSMENT
Conducted an organization-wide employee assessment of the organization’s policies and practices.

STRATEGIC PLANNING
Oversaw the strategic planning and goal setting for the implementation of a comprehensive DE&I program, including training and recruitment plans.

LEADERSHIP DEVELOPMENT
Facilitated the formation of a company DE&I advisory committee.

PARTNERSHIP DEVELOPMENT
Worked to develop strategic partnerships with aligned organizations.

ROBUST TRAINING
Facilitated a robust and comprehensive DE&I training series to address assessment findings.

Outcome

250 EMPLOYEES
engaged through IES’s first-ever company-wide DE&I assessment.

1 ADVISORY COMMITTEE
stood up, made up of 15 employees from diverse backgrounds

6 PARTNERSHIPS
cultivated with local and national organizations committed to IES’s DEI success

3 EMPLOYEE-FOCUSED CAMPAIGNS
executed to increase cultural awareness among employees