IMPOWER Initiatives

FY22 Goals and Key Initiatives

Leadership Engagement, Development, and Accountability

Objectives

  • Actively engage DOIM leadership to promote a culture of inclusive leadership and accountability in prioritizing and advancing DEI and well-being initiatives

Key Initiatives

  • Inclusive Leadership Curriculum
  • Leadership 360 feedback

Develop People

Objectives

  • Bolster recruitment, retention & promotion practices to create, sustain and advance a diverse workforce
  • Provide development and advancement opportunities to promote equitable achievement of career goals

Key Initiatives

  • Curate, develop, and disseminate holistic, standardized recruitment best practices to support recruitment for diversity and excellence
  • Pilot formalized peer networks for women, clinical, underrepresented in medicine (URiM) faculty
  • Review and refine holistic processes for annual individual faculty and staff reviews

Improve Environment

Objectives

  • IMPOWER leadership, faculty, trainees, and staff to create and promote a more diverse, inclusive, safe, and healthy work culture
  • Promote efficiency of practice to achieve fulfilling and productive work environments

Key Initiatives

  • IMPOWER Grand Rounds Series and training opportunities to promote and advance an inclusive, anti-racist, anti-harassment culture
  • Develop consistent vacation and coverage policies for faculty and staff
  • Champion efforts to understand indirect patient care EHR workload, identify EHR-based metrics that correlate to clinician burnout/well-being, and model various team-based care interventions aimed at right-sizing clinical workload, optimizing access, quality, and clinician well-being

Build Partnerships

Objectives

  • Initiate active partnerships to synergistically align and prioritize efforts to advance DEI and well-being goals
  • Partner with local and national organizations to test and disseminate best practices

Key Initiatives

  • IMPOWER Council (Divisions)
  • DOIM Faculty Affairs
  • DOIM Clinical Experience & Quality
  • Pursue relevant internal and external scholarship and funding opportunities, as well as meetings and site visits

Track and Communicate Results

Objectives

  • Promote transparency in continuously evaluating culture change progress and improvement opportunities
  • Develop a multi-modal IMPOWER marketing and communication strategy in partnership with DOIM Marketing & Communications Team

Key Initiatives

  • Develop dashboards and mechanisms to share IMPOWER progress, engagement data and action planning, etc.
  • Website revamp to ensure promotion of DEI and well-being efforts and priorities; develop robust internal resources page; and divisional IMPOWER Council web presence

Measuring Progress

At the Individual Level

We want to improve actual diversity of our workforce, equity in resources, perceptions of inclusion, satisfaction, and well-being, and opportunities to achieve goals.

At the System Level

We want to look downstream and project that the IMPOWER initiatives will enhance recruitment and retention of a diverse workforce, quality and safety, productivity, innovation, civility, and accountability.