1 00:00:05,235 --> 00:00:07,285 - This is the Becker's Healthcare Podcast, created 2 00:00:07,285 --> 00:00:08,445 by the team of Becker's Healthcare, 3 00:00:08,605 --> 00:00:10,325 a multimedia company devoted to the people 4 00:00:10,345 --> 00:00:11,645 who power us healthcare. 5 00:00:11,915 --> 00:00:14,765 Four new 15 minute episodes are released daily containing 6 00:00:14,925 --> 00:00:16,685 industry news analysis and thought leadership. 7 00:00:16,685 --> 00:00:19,605 From powerful healthcare decision makers Support our show 8 00:00:19,705 --> 00:00:22,525 by leaving it a five star rating and review on Apple Podcast 9 00:00:22,745 --> 00:00:24,005 or other platforms you use. 10 00:00:24,155 --> 00:00:26,005 It's a chance to tell us what you like about the show 11 00:00:26,025 --> 00:00:27,245 and act on your feedback. 12 00:00:27,265 --> 00:00:29,205 Thanks for listening. Now here's the episode. 13 00:00:30,115 --> 00:00:31,205 - Welcome everyone, 14 00:00:31,205 --> 00:00:33,085 to the Becker's Healthcare podcast series. 15 00:00:33,245 --> 00:00:34,405 I am Mariah Mohammed, writer 16 00:00:34,425 --> 00:00:35,845 and moderator with Becker's Healthcare. 17 00:00:36,305 --> 00:00:40,405 I'm absolutely thrilled to have with me today, Anne Dowdell, 18 00:00:40,435 --> 00:00:43,205 vice President and Chief Diversity and Equity 19 00:00:43,305 --> 00:00:45,885 and Inclusion Officer for Houston Methodist. 20 00:00:46,225 --> 00:00:47,645 Uh, it's very nice to have you on the 21 00:00:47,645 --> 00:00:48,765 podcast today. How are you? 22 00:00:49,265 --> 00:00:50,605 - I'm doing fine, thank you. How are you 23 00:00:50,605 --> 00:00:51,645 doing? Thanks for having me. Good. 24 00:00:51,945 --> 00:00:54,765 - Yes, absolutely. I know you've been on our podcast before 25 00:00:54,785 --> 00:00:56,165 and it's so nice to have you back. 26 00:00:56,705 --> 00:00:57,885 Um, to get us started, 27 00:00:57,885 --> 00:01:00,205 would you mind please sharing a quick introduction 28 00:01:00,425 --> 00:01:01,805 and a overview of your role? 29 00:01:02,675 --> 00:01:05,445 - Sure. So as you mentioned, my name is Arian Dowdell. 30 00:01:05,445 --> 00:01:07,445 I'm the Vice President and Chief Diversity Equity 31 00:01:07,445 --> 00:01:09,365 and Inclusion Officer for all 32 00:01:09,365 --> 00:01:10,925 of the Houston Methodist Hospitals. 33 00:01:11,185 --> 00:01:13,725 Um, in my role as DEI officer. 34 00:01:14,345 --> 00:01:15,845 Um, just to give a little context, 35 00:01:16,025 --> 00:01:18,125 our department was actually formed back in the 36 00:01:18,125 --> 00:01:19,205 summer of 2020. 37 00:01:19,345 --> 00:01:21,965 And so in my role, I'm actually responsible 38 00:01:21,965 --> 00:01:24,485 for leading the vision for unparalleled safety, 39 00:01:24,595 --> 00:01:25,925 quality service 40 00:01:26,025 --> 00:01:28,525 and innovation through the lens of diversity, equity, 41 00:01:28,545 --> 00:01:31,565 and inclusion, which really means, um, leading 42 00:01:31,565 --> 00:01:33,965 through system-wide, DEI strategies 43 00:01:34,065 --> 00:01:36,725 and implementations with our key partners both 44 00:01:36,725 --> 00:01:38,205 internally and externally. 45 00:01:38,265 --> 00:01:40,125 So that includes different events 46 00:01:40,185 --> 00:01:42,805 and programs around, uh, our employees, 47 00:01:43,505 --> 00:01:45,285 our patient experience, as well 48 00:01:45,285 --> 00:01:47,885 as our external DEI relationships and grants. 49 00:01:48,225 --> 00:01:50,245 And then also a lens on health equity as well. 50 00:01:52,505 --> 00:01:54,075 - Yeah, wonderful. Thank you so much 51 00:01:54,095 --> 00:01:55,395 for giving us that overview. 52 00:01:55,535 --> 00:01:58,235 So to really get into, uh, our topic 53 00:01:58,295 --> 00:02:00,795 and discussion for today, the first thing I wanted 54 00:02:00,795 --> 00:02:04,515 to ask you is how do you think the healthcare DEI landscape 55 00:02:04,575 --> 00:02:06,755 has changed over the past year or so? 56 00:02:06,755 --> 00:02:08,275 There have been many things that have changed in 57 00:02:08,315 --> 00:02:12,315 society-wise and organization-wise since your organization 58 00:02:12,315 --> 00:02:13,515 has started it's DEI journey. 59 00:02:14,585 --> 00:02:16,875 - Yeah, you know, I think for us, we really, uh, 60 00:02:16,875 --> 00:02:20,115 were strategic in how we laid out and thought about DEI. 61 00:02:20,135 --> 00:02:23,635 And I think for a lot of, uh, healthcare organizations 62 00:02:23,695 --> 00:02:26,715 and just in general in various industries, DEI has evolved. 63 00:02:26,855 --> 00:02:28,395 But for our department 64 00:02:28,395 --> 00:02:31,235 and at Houston Methodist, we wanted to make sure 65 00:02:31,335 --> 00:02:33,475 for like the first, you know, one to three years 66 00:02:33,625 --> 00:02:36,435 that we started this department, we spent a lot 67 00:02:36,435 --> 00:02:37,515 of time around awareness. 68 00:02:37,655 --> 00:02:39,555 You know, that was our awareness building time. 69 00:02:39,655 --> 00:02:41,875 And now that we're past year three 70 00:02:41,875 --> 00:02:44,675 and moving on, we're thinking about what's next for us. 71 00:02:44,675 --> 00:02:46,275 And that really is where you start to think about 72 00:02:46,275 --> 00:02:48,635 how do we embed those teachings 73 00:02:48,635 --> 00:02:51,715 and learnings into our primary business goals 74 00:02:51,735 --> 00:02:52,835 of our organization. 75 00:02:53,335 --> 00:02:55,195 Um, and we feel like we're really at 76 00:02:55,195 --> 00:02:56,555 that point now where we can do that. 77 00:02:56,615 --> 00:02:57,675 So, you know, the first couple 78 00:02:57,675 --> 00:03:00,245 of years we were building our employee resource groups. 79 00:03:00,705 --> 00:03:04,205 We were awarding the first of our $25 million grant, uh, 80 00:03:04,225 --> 00:03:06,605 for diversity, equity and inclusion and health equity. 81 00:03:07,025 --> 00:03:08,605 And now that's shifting a little bit. 82 00:03:08,705 --> 00:03:11,485 So we have data now, which we didn't have years ago, 83 00:03:11,545 --> 00:03:13,485 and we can look at outcomes, um, 84 00:03:13,485 --> 00:03:15,885 including our employee engagement and retention 85 00:03:16,025 --> 00:03:18,965 and promotions, um, to see how we're evolving 86 00:03:19,105 --> 00:03:20,405 to make sure the work we did 87 00:03:20,405 --> 00:03:22,765 and the foundation we laid for those first three years 88 00:03:23,305 --> 00:03:24,765 is really coming to fruition. 89 00:03:24,905 --> 00:03:26,965 So, um, you know, I say sometimes 90 00:03:27,035 --> 00:03:30,245 that if I change the words diversity, equity, and inclusion 91 00:03:30,305 --> 00:03:33,605 and change it to any other three words, the work we still do 92 00:03:34,135 --> 00:03:36,445 would be the same and the need is still there. 93 00:03:36,705 --> 00:03:39,645 So I think it's been a challenge for some organizations. 94 00:03:40,305 --> 00:03:42,285 I'm thankful that at Houston Methodist, you know, 95 00:03:42,285 --> 00:03:45,085 the work we do is still at the forefront of everything we do 96 00:03:45,505 --> 00:03:47,485 and it's aligned with our eyecare values 97 00:03:47,825 --> 00:03:50,365 and our goal to always stay ahead with innovation 98 00:03:50,365 --> 00:03:52,485 and keep that at the forefront of our patient care. 99 00:03:54,255 --> 00:03:55,745 - Yeah, absolutely. Thank you so much 100 00:03:55,745 --> 00:03:56,945 for giving us that insight. 101 00:03:57,045 --> 00:03:58,185 And like I said, 102 00:03:58,505 --> 00:04:00,785 a lot has changed over the past couple years. 103 00:04:01,255 --> 00:04:03,105 What do you think is the biggest opportunity 104 00:04:03,165 --> 00:04:06,505 for healthcare organ organizations when it comes to DEI? 105 00:04:07,515 --> 00:04:09,415 - You know, I think there's a lot, you know, as you said, 106 00:04:09,415 --> 00:04:10,415 the landscape has changed. 107 00:04:10,735 --> 00:04:13,615 A lot of organizations have taken a huge hit, right? 108 00:04:13,735 --> 00:04:18,135 Whether it's from downsizing to mandated requirements, um, 109 00:04:18,155 --> 00:04:19,695 but not enough resources. 110 00:04:20,155 --> 00:04:22,735 But I think, um, one of the biggest opportunities is 111 00:04:22,735 --> 00:04:25,535 for organizations to understand that DEI has 112 00:04:25,535 --> 00:04:28,175 to remain a core business imperative in all that we do. 113 00:04:28,675 --> 00:04:30,655 Um, and the big thing is understanding 114 00:04:30,765 --> 00:04:33,615 that the work we do doesn't cost anything, right? 115 00:04:33,615 --> 00:04:37,655 There's not a dollar figure associated with making sure 116 00:04:37,655 --> 00:04:39,895 that we're providing opportunities to people 117 00:04:40,035 --> 00:04:42,015 to grow within the organization 118 00:04:42,395 --> 00:04:45,015 or making sure that we're understanding the individuality 119 00:04:45,045 --> 00:04:46,135 that comes with everyone. 120 00:04:46,155 --> 00:04:48,855 So there's a lot that we do when you think about DEI 121 00:04:48,855 --> 00:04:50,695 that really doesn't cost anything. 122 00:04:51,275 --> 00:04:52,935 And so I think that's one of the things 123 00:04:52,935 --> 00:04:54,295 that we've lost focus on. 124 00:04:54,895 --> 00:04:56,815 I also think one of the biggest opportunities 125 00:04:56,955 --> 00:04:59,455 for healthcare organizations when I think about this is 126 00:04:59,475 --> 00:05:02,495 to make sure that their DEI leaders 127 00:05:03,085 --> 00:05:05,855 have truly an opportunity to be at the forefront 128 00:05:05,855 --> 00:05:07,095 of the change that's happening. 129 00:05:07,095 --> 00:05:10,055 Because without that, and with so many DEI leaders 130 00:05:10,735 --> 00:05:13,215 actually not staying in positions more than two years, 131 00:05:13,365 --> 00:05:15,495 it's become, you know, increasingly difficult. 132 00:05:15,875 --> 00:05:18,375 Um, and I'd also say the political landscape, you know, 133 00:05:18,375 --> 00:05:20,695 makes things tough as well with new requirements, 134 00:05:20,795 --> 00:05:23,895 not enough resources for organizations, they're struggling 135 00:05:23,895 --> 00:05:27,215 to figure out health equity, um, and how to move forward 136 00:05:27,315 --> 00:05:29,255 and make changes in patient access 137 00:05:29,315 --> 00:05:32,335 and patient outcomes if they don't have the resources. 138 00:05:32,355 --> 00:05:34,575 And so I think there's a lot of different things 139 00:05:34,575 --> 00:05:37,015 that we have to think about, you know, as organizations 140 00:05:37,595 --> 00:05:40,175 to make sure that we do keep it at the forefront of 141 00:05:40,175 --> 00:05:43,375 what we do because the reality is that our patients as well 142 00:05:43,375 --> 00:05:46,175 as our employees, have options right when it comes 143 00:05:46,175 --> 00:05:47,335 to healthcare at this point. 144 00:05:47,435 --> 00:05:50,375 And so this really needs to continue to be at the forefront 145 00:05:50,835 --> 00:05:52,335 of the work that we do every day. 146 00:05:55,275 --> 00:05:57,245 - Yeah, I completely agree. Agree. 147 00:05:57,245 --> 00:05:59,725 Would you be able to share a few programs 148 00:05:59,865 --> 00:06:02,805 or initiatives Houston Methodist is focusing on 149 00:06:02,825 --> 00:06:04,245 as we enter 2024? 150 00:06:05,315 --> 00:06:06,845 - Sure. You know, we have a couple of things 151 00:06:06,845 --> 00:06:08,365 that we're super excited about. 152 00:06:08,435 --> 00:06:10,045 I'll name maybe just a few for you, 153 00:06:10,105 --> 00:06:11,725 but one of the things we're very proud 154 00:06:11,725 --> 00:06:14,845 of is our DEI Summer Scholars Program. 155 00:06:14,975 --> 00:06:16,525 We're going into our third year 156 00:06:16,545 --> 00:06:19,325 and we've awarded, um, money to students 157 00:06:19,465 --> 00:06:20,605 to do a 10 week program. 158 00:06:20,865 --> 00:06:24,285 And so those are for non, uh, clinical careers in healthcare 159 00:06:24,385 --> 00:06:26,285 and they're for rising juniors and seniors. 160 00:06:26,285 --> 00:06:28,245 So we're excited to go into this third year 161 00:06:28,265 --> 00:06:29,845 and see that momentum continue. 162 00:06:30,385 --> 00:06:32,725 We also are focusing on our physicians 163 00:06:32,785 --> 00:06:35,845 and our physician communication going into 2024. 164 00:06:36,305 --> 00:06:38,725 And what's really nice about that is that we're partnering 165 00:06:38,725 --> 00:06:40,045 with a lot of different departments, 166 00:06:40,045 --> 00:06:42,925 including our spiritual care department, our quality 167 00:06:42,985 --> 00:06:45,085 and patient safety, and other groups 168 00:06:45,085 --> 00:06:47,245 around the organization, uh, to make sure 169 00:06:47,245 --> 00:06:50,965 that when patients come in, even that communication piece 170 00:06:50,965 --> 00:06:52,005 between our physicians 171 00:06:52,025 --> 00:06:55,925 and patients is really at its maximum to ensure, um, 172 00:06:56,115 --> 00:06:57,485 that our patients continue 173 00:06:57,485 --> 00:06:59,605 to have fantastic health outcomes. 174 00:07:00,215 --> 00:07:02,405 We're also continuing to work on health equity 175 00:07:02,745 --> 00:07:04,125 to reduce health disparities. 176 00:07:04,125 --> 00:07:05,565 And so we have several committees 177 00:07:05,565 --> 00:07:07,365 that we're focused on health equity 178 00:07:07,365 --> 00:07:08,965 and have done a fantastic job as well. 179 00:07:09,025 --> 00:07:11,325 But this year we'll actually be putting out a report 180 00:07:11,465 --> 00:07:14,525 for the first time to talk about the work that's being done, 181 00:07:14,525 --> 00:07:17,365 because tackling health equity is so complex, 182 00:07:17,465 --> 00:07:19,965 and so we hope to use that as a guide, um, 183 00:07:20,025 --> 00:07:21,445 not just at Houston Methodist, 184 00:07:21,785 --> 00:07:23,965 but for other organizations to use on 185 00:07:23,985 --> 00:07:25,285 how we're addressing health equity. 186 00:07:25,665 --> 00:07:27,205 And I think the last one, um, 187 00:07:27,545 --> 00:07:30,445 to mention is we've also set up a partnership 188 00:07:30,445 --> 00:07:33,765 with Best Buddies International, where we're making sure 189 00:07:33,765 --> 00:07:36,285 that we're providing individuals that have intellectual 190 00:07:36,285 --> 00:07:37,765 and developmental disabilities 191 00:07:37,765 --> 00:07:39,525 and opportunity to work in healthcare. 192 00:07:40,025 --> 00:07:43,285 You know, we talk oftentimes about other areas of, um, 193 00:07:43,285 --> 00:07:44,565 groups that we need to employ, 194 00:07:44,625 --> 00:07:48,485 but making sure that we have candidates of all backgrounds, 195 00:07:48,945 --> 00:07:51,565 um, as well as those that have intellectual 196 00:07:51,565 --> 00:07:54,005 and developmental disabilities to make sure they're, 197 00:07:54,005 --> 00:07:56,365 they know that they can be employed at Houston Methodist. 198 00:07:56,425 --> 00:07:58,685 And so those are just a couple of the programs 199 00:07:58,685 --> 00:07:59,805 and initiatives that we're doing. 200 00:07:59,805 --> 00:08:01,125 There's a lot more, but I'd say those 201 00:08:01,125 --> 00:08:02,205 are probably some of the top ones. 202 00:08:03,685 --> 00:08:06,055 - Yeah. How amazing are those partnerships 203 00:08:06,155 --> 00:08:08,215 and avenues your DEI are going to, 204 00:08:08,595 --> 00:08:10,215 that's absolutely amazing to hear. 205 00:08:10,675 --> 00:08:12,055 Um, and before I let you go 206 00:08:12,075 --> 00:08:13,735 and, you know, enjoy the rest of your day, 207 00:08:13,795 --> 00:08:15,335 the last thing I wanted to ask you is 208 00:08:15,565 --> 00:08:16,935 what keeps you motivated 209 00:08:16,995 --> 00:08:19,495 or engaged in the work that you do every single day? 210 00:08:20,945 --> 00:08:22,405 - Um, that's a good question as well. 211 00:08:22,545 --> 00:08:25,445 Um, you know, this work is both emotionally 212 00:08:25,545 --> 00:08:27,845 and mentally challenging on a daily basis 213 00:08:27,845 --> 00:08:30,925 because we don't always get to see, you know, those results 214 00:08:31,065 --> 00:08:33,645 of the hard work that we put in day in and day out. 215 00:08:33,705 --> 00:08:35,605 But I think, you know, one of the things 216 00:08:35,605 --> 00:08:38,965 that makes me the happiest is when I hear the stories about, 217 00:08:39,385 --> 00:08:41,405 um, how great the members of my teams are 218 00:08:41,545 --> 00:08:43,725 and how they've made a difference in someone's life. 219 00:08:43,865 --> 00:08:47,045 We have employee resource groups, uh, we have 10 of them, 220 00:08:47,235 --> 00:08:49,725 five of our chairs have received promotions, 221 00:08:49,825 --> 00:08:52,965 and that's part of the reason we've created those ERGs 222 00:08:52,965 --> 00:08:55,485 to make sure that people have leadership opportunities. 223 00:08:56,105 --> 00:08:57,845 Uh, you know, when I walk through the halls 224 00:08:57,845 --> 00:09:01,285 and see us celebrating various cultures in an open 225 00:09:01,355 --> 00:09:03,685 environment where everyone is accepted, you know, 226 00:09:03,685 --> 00:09:05,445 those are the things that keep me motivated. 227 00:09:05,825 --> 00:09:07,285 And then also, you know, when people 228 00:09:07,285 --> 00:09:09,885 that are coming into the industry now have this strong 229 00:09:10,205 --> 00:09:13,965 interest in DEI and health equity, that keeps me motivated. 230 00:09:13,985 --> 00:09:17,525 And knowing that the work I'm doing now will continue on 231 00:09:17,585 --> 00:09:20,485 for many years to come long after, you know, I'm gone. 232 00:09:20,705 --> 00:09:22,165 So not just one thing, 233 00:09:22,185 --> 00:09:24,605 but lots of things, um, among the fact 234 00:09:24,605 --> 00:09:25,725 that we do stay tired, 235 00:09:25,865 --> 00:09:28,125 but we do stay motivated and keep pressing on. 236 00:09:29,605 --> 00:09:32,625 - Yes, absolutely. Thank you so much, folks. Final thoughts. 237 00:09:32,705 --> 00:09:34,505 This has been definitely an amazing 238 00:09:34,725 --> 00:09:36,145 and informative discussion. 239 00:09:36,325 --> 00:09:37,465 So again, I wanna thank you so much 240 00:09:37,465 --> 00:09:39,305 for coming back on Becker's Healthcare 241 00:09:39,325 --> 00:09:41,145 and I look forward to connecting with you again soon. 242 00:09:41,445 --> 00:09:43,225 - Thanks so much. I look forward to speaking 243 00:09:43,225 --> 00:09:44,585 with you soon, and thanks for having me. 244 00:09:44,845 --> 00:09:45,845 - Of - Course, 245 00:09:47,775 --> 00:09:50,265 - It's so important for leaders at the top of organizations 246 00:09:50,265 --> 00:09:53,065 to keep learning, stay sharp, grow their networks, 247 00:09:53,455 --> 00:09:55,905 help our audience better do this in a more simplified, 248 00:09:55,905 --> 00:09:57,585 personalized, and meaningful way. 249 00:09:58,145 --> 00:10:00,625 Becker's Healthcare has launched my bhc, 250 00:10:01,095 --> 00:10:03,105 it's your trusted Becker's healthcare experience 251 00:10:03,105 --> 00:10:04,825 and more with content, connections, 252 00:10:04,825 --> 00:10:06,225 events and learning opportunities. 253 00:10:06,895 --> 00:10:08,025 Join the community free 254 00:10:08,025 --> 00:10:12,985 of charge@www.my dot becker's hospital review.com 255 00:10:13,085 --> 00:10:13,945 and we'll see you there.