At RivExcel Health, building organizational diversity, equity, and inclusion (DEI) is a process that has seen us invest commitment, strategy, and ongoing effort. Here are some steps we take to foster DEI within our organization:

1. Leadership Commitment: Top leadership is genuinely committed to DEI efforts. Leadership buy-in sets the tone for the entire organization.
2. Assessment and Benchmarking: We assess the current state of diversity, equity, and inclusion within our organization. We collect data on employee demographics, engagement, and representation at various levels.
3. Clear Goals and Metrics: We define specific and measurable goals for improving diversity and inclusion. These goals pertain to recruitment, retention, promotions, and representation at all levels of the organization.
4. DEI Strategy: We develop a comprehensive strategy that outlines the steps, initiatives, and programs we will implement to achieve our DEI goals. From hiring practices, training programs, mentorship initiatives, and more.
5. Training and Education: We provide ongoing training for employees to raise awareness about unconscious bias, cultural competence, and inclusive behaviors. This helps to create a more inclusive work environment.
6. Recruitment and Hiring: We review and revise our recruitment and hiring processes to minimize biases. Implement diverse candidate slates and use inclusive language in job descriptions.
7. Inclusive Policies and Practices: We review and update our policies to ensure they promote equity and inclusion. This includes addressing issues like pay equity, accommodations, and work-life balance.
8. Employee Resource Groups (ERGs): We establish and support ERGs that provide a space for employees with shared identities or experiences. These groups contribute to a sense of belonging and offer insights to leadership.
9. Feedback and Listening Mechanisms: We create channels for employees to provide feedback anonymously and openly about their experiences. We further gather feedback and use it to make improvements.
10. Accountability and Transparency: We hold leadership accountable for meeting DEI goals and communicate progress transparently to all employees.
11. Partnerships and Collaborations: We collaborate with external organizations, experts, and communities that focus on diversity and inclusion, learning from their experiences and best practices.
12. Promote Inclusive Leadership: We train managers and leaders to be inclusive and equitable in their management styles which plays a crucial role in creating an inclusive culture within their teams.
13. Regular Evaluation and Adjustment: We continuously assess the effectiveness of our DEI initiatives. If certain strategies are not yielding desired outcomes, we look into adjusting our approach.
14. Long-Term Commitment: Building a diverse and inclusive culture is an ongoing process that requires sustained effort. It’s not a one-time project but a continuous journey