In This Issue
Messages from Chapter Leadership
Message from the Regent
Message from the Chapter President
Articles of Interest
New CMS Requirement for Advanced Imaging Orders: Appropriate Use Criteria (AUC)
Healthcare Sustainability
Learn the Art of Dialogue and Have Open, Productive Conversations
Perspectives on Diversity and Inclusion
Calendars and Recent Events
Calendar of Events
Calendar of Educational Events
News & Committee Updates
News from the Education Committee
News from the Guam Local Program Chapter
Student Corner
Membership Report: New Fellows, Members, and Recertified Fellows
ACHE Resources
ACHE National News
Career Corner
Access Complimentary Resources for the BOG Exam
Ensure delivery of Chapter E-newsletter (Disclaimer)
Thank you to all our Sponsors
Perspectives on Diversity and Inclusion
Major Jackie Kim

According to the Pew Research Center, America’s racial and ethnic diversity has grown tremendously, and is projected to grow even more in the future.  As healthcare executives, we know firsthand that change is constant and the ability to adapt in a rapidly changing environment is crucial in how we do business and take care of our patients. 

In thinking about your current position and organization, how much have diversity and inclusion been a part of your work ethic or leadership style? Are they something you’re mindful of? Are they something you proactively try to incorporate into your daily lifestyle? Whether you think they should be or not, we are all in the business of taking care of people --- our patients and don’t you forget, each other. For most organizations, the terms diversity and inclusion mean similar things. I like how Kim Crayton from Quartz at Work defines these terms:
Diversity is about variety. I like to use the example of a crayon box. Someone with a great amount of skill could be really creative if given only a box of four crayons, but the average person would feel pretty limited. But if given a box of 64 crayons, most people would feel unlimited in their ability to create, including the ability to create additional colors by blending what they have together. And this is the idea of diversity in the workplace. The ability to create together what could never be created from the perspective of only one or two homogenous groups. It’s this variety and the ability to blend for the purpose of creating that enables business leaders to innovate, differentiate, and gain a competitive advantage. 
Finally, there’s inclusion, which is about experience—the experience of a person, a group, or a community. It is how fully I feel that I can show up as my authentic self in the spaces that I enter. It’s how safe and welcomed I feel. It’s whether my ideas are supported and included in decisions and whether I am given credit for them. It’s demonstrated in the expectation that, rather than requiring me to assimilate to the current culture and environment, what makes me unique will instead be absorbed, thereby creating an entirely different experience for everyone. Inclusion is not about the person changing to fit in, but rather about the environment shifting to accommodate those things that make each person unique. Inclusion is the holy grail. It is the end game. It’s not about the individual but the collective experience. But when we focus our attention on ensuring that only those with privilege feel included, we miss out on opportunities to create better products and services for a global consumer or client.
Does your current organization’s mission, vision, or values incorporate diversity and inclusion? The American College of Healthcare Executives, as well as many healthcare organizations today, recognize the value of embracing diversity and inclusion in the way we do business and serve our patients. According to ACHE’s statement on Diversity:

“ACHE values diversity and initiatives that promote diversity because they can improve the quality of the organization's workforce. ACHE also values and actively promotes diversity in its leaders, members, and staff because diverse participation can serve as a catalyst for improved decision making, increased productivity, and a competitive advantage.”

Here are some statements from our chapter leaders on their views on diversity and inclusion:

“Diversity/inclusion is treating everyone as equals, and providing opportunity to all, regardless of race, religion, age, etc.”
“It is including those of various races, backgrounds, genders, orientation, ages, etc to represent the organization as whole so that all points of views are taken into consideration”
“Different perspectives and skill sets, allows for a more well-rounded organization.”


By 2055, the Pew Research Center predicts the US will not have a single racial or ethnic majority. As the American landscape continues to diversify, our hospital staff and patient population will also. Here in Hawaii, this dramatic shift in population is already a reality.
Diversity and inclusion are in many ways a great thing. For the past several years, many studies have shown how diversity improves innovation, business performance, and team performance.
2010: Kellogg School of Management published “Better Decisions through Diversity” in which it linked heterogeneity to innovative ideas and better team performance.
2013: Deloitte published “Waiter, is that inclusion in my soup?” in which they tied diversity and inclusion to better business performance (83%), responsiveness to customer needs (31%), and team collaboration (42%).
2015: McKinsey & Company publishes “Why Diversity Matters,” in which it notes that “Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.”
2017: Cloverpop published a whitepaper “Hacking Diversity with Inclusive Decision-Making” in which they analyzed 600 business decisions made by 200 different business teams in various companies for over a two year period. Their research found that inclusive teams make better business decisions up to 87% of the time, teams that follow an inclusive process made decisions twice as fast with half the meetings, decisions made by diverse teams delivered 60% better results, and decision-making improves as team diversity increases.
In order to help you incorporate diversity and inclusion in your organization and/or leadership practice here are some tips for organizations and individuals:
  • Commit to and instill a culture of diversity and inclusion
  • Communicate a commitment to diversity and inclusion; include in organizational values and strategic plan
  • Educate, train, and equip your leaders and staff (diversity, inclusion, and cultural competence)
  • Create mentoring/coaching programs that embrace diversity and inclusion
  • Hire and create diverse leaders and teams that are reflective of the patient population and that demonstrate your organization’s mission, vision, and values
  • Foster an organizational culture where every voice is welcomed, respected, and heard


  • Make diversity and inclusion a priority
  • Create and foster a culture of respect; do not tolerate inappropriate behavior/discrimination
  • Connect with your employees and find out what motivates them and validates their needs
  • During meetings, encourage an environment of safety and willingness to listen; encourage open communication
  • Get out of your office, walk around, and get to know your people and patients; be genuine in communication and follow up when necessary
  • Educate yourself on unconscious biases; take self-assessments to understand where you can understand your strengths and weaknesses

As a chapter, we are always looking at ways to improve our diversity and inclusion. One of the ways we’re looking for input is through a chapter diversity and inclusion survey! We will be emailing this early next year. Additionally, we’d love to have you on our team! If you’re interested in joining our diversity committee, please email me at