As a representative of diversity and inclusion in Taiwan, women's fans are committed to introducing DEI awareness to enterprises and promoting a corporate culture of diversity and inclusion. This article will take you through the workplace dilemmas faced by the healthcare industry and understand why the introduction of DEI's culture of diversity and inclusion is important for all companies.
Text & Speaker|Chief Producer Zhang Wanyun
Good afternoon everyone, I'm Wanyun, the chief producer of women's fans.
As a social enterprise, over the past 12 years, based on the largest women's community in Taiwan, we have worked with the government and enterprises to create a diverse and inclusive ecosystem.
Last year, we went a step further by promoting a culture of diversity and inclusion with leading companies in nine industries through the inaugural Diversity and Inclusion Vision Awards.
The insights and sharing of diversified and inclusive trends in the medical industry will be divided into three dimensions: first, start from the global trend and see the global challenges of the medical industry. Next, share local data observations, from the 2022 Women's Fan Survey of 2,000 people, further introduce what is DEI? Why it matters, the benefits of organizational implementation. Finally, it is the solution to localization, DEI multi-inclusive I model.
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Before looking at the global trend, let me first introduce with the distinguished guests how women are fascinated by diversity and inclusion, from local to international, from private to government.
Taiwan's representative of diversity and inclusion from the United Nations to APEC
In 2023, women fans were invited to attend a parallel conference of the United Nations to speak to share the successful experience of women fans practicing DEI in Taiwan, and were also invited to the APEC Asia-Pacific Economic Forum for two consecutive years. In the past 12 years, DEI large-scale lecture forums have been held with government units and private enterprises, and more than 5 million people have been touched on the initiative of DEI in 2022 alone.
Moreover, driven by technology, the gender hackathon of women's fans has been shortlisted by the United Nations Plan in Geneva and certified as a "model of the United Nations Sustainable Development Goals".
With many years of practical experience in the implementation of global DEI practice in Taiwan, women fans can serve as consultants for the development of diversity and inclusion according to the stages and attributes of different organizations, provide education and training, theme forums, and content reports, so that organizations that do well can be seen, and organizations that want to do better can be better.
Why is DEI so important at this time?
Why is DEI so important at this time? Covid is an important key.
First, let's look at global healthcare trends, according to the American Association for Human Resource Management, about 30% of people around the world have actively or passively left healthcare jobs under the epidemic, and employee engagement and satisfaction have continued to decline.
So, what about the current situation in Taiwan?
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According to the 2022 nursing staff statistics of the Ministry of Health and Welfare, as of May last year, the turnover rate of new nursing staff in medical centers was as high as 27%, and that in regional hospitals was as high as 39%.
New recruits cannot be retained, and the nursing ratio has always been much higher than the international standard consensus of 1:6, resulting in a vicious circle.
In addition to the annual medical student quota and rural problems, according to the 2022 survey of Tianxia Magazine, if Taiwan adds one regional hospital every year, there will be a shortage of 3,500 doctors in 2030.
What will the world look like in 2030?
According to a 2022 WHO report, in 2030, the world is about to meet a shortage of 10 million medical talents.
From the world to Taiwan, the shortage of medical care is becoming more and more serious, what can be the solution between now and 2030? Why is DEI coming to be more critical?
In Taiwan, according to the survey of women who are obsessed with diversity and inclusion, 96% of people believe that diversity and inclusion are the key factors in whether they want to join and stay in the same workplace. However, in Taiwan, only 20% of subjects currently said that their organizations have policies related to diversity and inclusion.
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To put it another way, interpreting the numbers positively, which means starting to practice DEI, an organization that can win among its peers and better retain talent. But from this data, we also see challenges, there are do, but employees don't know, or employees don't notice, this is where women's fans can help. Only when the current line also has a sense of organizational practice DEI can we truly retain talent.
From the world to Taiwan, the call for diversity and inclusion is getting higher and higher, and the challenge of labor shortage will be more arduous, and DEI is a singularity to stabilize the next decade.
Discover the benefits of practicing DEI across industries
According to a McKinsey report, across fields and industries, organizations practice DEI diversity and inclusion with three significant benefits:
First, it is 4 times more efficient performance.
Second, nearly 64% of participants said they would improve their sense of belonging.
Third, the top quartile of diverse team composition is 36% more profitable than the bottom quartile.
In addition, promoting DEI can also align with the United Nations Sustainable Development Goals, a total of nine items, which is also in line with the S&G aspect of ESG corporate responsibility indicators, and at the same time, responds to the B-type enterprise inspection.
(In the same session: How is CSR, ESG, SG, SG, and DEI (diversity and inclusion)?) Understand the strongest way to understand the sustainable operation of enterprises at one time! ）
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The healthcare industry practices the three benefits of diversity and inclusion DEI
In the medical industry, DEI can also promote three major directions of progress.
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Members of different cultures, genders, and ethnicities can provide diverse perspectives, thinking and experiences, enhance each other's learning, and contribute to innovation.
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Then reach the second point, expand the application, touch more diversified markets, so that more diverse patients can obtain accurate diagnosis and treatment.
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Increase patient engagement: DEI strategies not only allow more diverse people to adapt to the medical scene, but also help patients feel comfortable and willing to actively participate in the treatment process. This helps doctors to provide more effective treatment.
(In the same scene: Create talent sustainability, first understand what DEI is!) Give strategic guidance to enterprises and HR, and grasp the four major trends)
As an example, after modern medical research became more diverse, the UK National Study in 2012 found that up to three-quarters of girls with ADHD had not been diagnosed in the past. Because past clinical studies have targeted hyperactive boys, girls are not so active, but lack of organization and have a loose and introverted personality.
If there is a diversified medical team formed earlier, there is also an opportunity to see the gender medical data gap earlier, and it can also innovate diagnosis and treatment methods earlier to reach and expand its application.
What does DEI mean? How to practice?
Diversity is the actual state of society. This society is made up of a wide variety of people of different genders, sexual orientations, religions, races, body shapes, educational backgrounds, physical and mental states, and so on. This is our true state.
Inclusion is the goal. All kinds of people can be welcomed in this society and an organization, feel their own value, and be able to play their role. Equity, on the other hand, is fairness, the way to achieve the goal of "inclusion".
This figure is a good illustration of the difference between equity fairness and equality.
Equality is to ration to everyone with a tool that only one person can use, and expect them to reach the goal together. Equity is to enable all people to have the tools to reach the goal.
(Same screening: DEI's 3 myths: "fairness" does not equal "equality", "inclusion" is better than "inclusion")
How can DEI respond to the challenges facing the healthcare community?
Human beings have entered the era of aging and chronic diseases, and there is a shortage of medical manpower. Institutions have been in crisis mode, struggling to function, and it's hard not to feel physically and mentally exhausted.
According to a study published in the Journal of the American Medical Association, in 2022, 40% of doctors and 49% of nurses felt physically and mentally exhausted.
In Taiwan, a similar situation exists. In the 2022 Workplace Survey of Women Fans, 66.5% of medical practitioners are thinking of leaving.
The top ten reasons are all related to diversity and inclusion: including age bias, whether working hours can support their other roles, opinions are not heard, gender, marital and childbearing status, physical appearance, sexual harassment, etc.
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Ten different questions, however, can be summarized into three if you ask about the desired improvement methods.
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【DE&I Communication】Establish a pluralistic and inclusive system and open communication environment
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【DE&I retention】Regardless of the employee's personality and background, there are fair benefits
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DE&I Scheduling supports scheduling of life stage roles
We also found that this is almost identical to the first three solutions proposed by USC Medical School study. USC's research adds a little bit to the fact that diversified recruitment is also crucial.
Three major pain points and challenges in organizing the practice of pluralistic and inclusive DEI
Such a good method, leaders, is willing to do this, but to start practice, we observe that there are three common pain points in Taiwan at present, which are the challenges for leaders when they want to practice DEI.
(Screening: Top 3 Challenges Enterprises Typically Encounter in Implementing DEI)
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In response to the above challenges, women's fans summarized 12 years of local practical experience and developed the multi-cultural inclusion I model, whose full name is multicultural empowerment and talent sustainability model.
I model can solve for organizations, in an era of rapid change: positive medical relationship, organizational cultural adaptability, and team effectiveness; Problems that can be solved for individuals: realizing potential, improving work recognition, motivation and satisfaction.
So this I represents not only inclusion, but also impact impact, and I, starting from each me, so that everyone is willing to participate, not just the responsibility of the leader.
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Through the Type I modules, we have developed a series of content, courses and workshops to help organisations practice diversity and inclusion.
Specifically, empower key roles: such as preparing leaders, increasing inclusive leadership, and promoting accessibility, positive doctor-patient relationships through the lens of DEI. It also assists the organization, starting from the basic consciousness building, so that everyone recognizes the unconscious bias that everyone has.
Recently, California, Washington and other places have passed laws requiring medical professionals to be trained in unconscious bias. As of June 2022, doctors in Massachusetts will need to receive unconscious bias training to obtain a new license or regain professional certification.
develop trend skills, such as effective communication methods, including nonviolent communication; and resilience, how to help with energy management in a high-pressure busy schedule. And then achieve everyone's self-realization.
Through I model, it is also possible to create the circular momentum of the organization: individuals are willing to devote themselves to the organization, the organization strengthens individuals, creates a positive circle of influence, and strengthens each other.
Welcome everyone to apply for the award, so that everyone can see the efforts of all VIPs, so that Taiwan Medical is also among the world's DEI advanced ranks.
More welcome to join the Vision Meeting, to help organizations effectively and effortlessly promote DEI, there are two specific and more labor-saving approaches:
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Cross-industry exchange gatherings to share best practices every six months
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The practice principle manual and white paper of diversity and inclusion give clear guidance and direction forward
This year is a crucial year for women fans to join hands with the medical industry, and together we are committed to making Taiwan a representative of diversity and inclusion in the Asia-Pacific region.