Talking About Health Equity During the Hiring Process
As Becker’s Hospital Review recently pointed out, “health equity” is one of those buzzwords that is going from “an idea” to “a tangible change” in the industry. Healthcare leaders around the country are putting together strategic plans, processes, systems, and long-term goals to address health equity concerns in their communities.
But what is health equity, and what do C-Suite and HR leaders need to know about it? Read on for a quick primer on what health equity is, how different hospitals are approaching it, and how you can talk about health equity goals during the hiring process.
What is health equity?
According to the CDC, health equity is “the state in which everyone has a fair and just opportunity to attain their highest level of health.” Its main goal is to make healthcare more accessible and improve the overall health of all patient populations, across racial, gender, and socioeconomic classifications.
The CDC also notes that health equity efforts take special care to address historical and contemporary injustices and eliminate preventable health disparities.
Health equity efforts can take many forms, and efforts look very different from hospital to hospital. They may involve technology adoption, community outreach, special hiring efforts, and more. Read on for three specific approaches to health equity that are in action at hospitals across the United States.
3 Strategies for Operationalizing Health Equity Initiatives
1. Leveraging New Technology
Technology can help doctors and nurses care for patients like never before. In addition to offering virtual visits, many hospitals are leveraging remote patient monitoring systems to manage care for patients with chronic conditions like diabetes or high blood pressure. Technology can also improve access to care in indirect ways — for example, when digital EHR systems are adopted to support admin work, it often frees staff up to put more time toward patients instead of paperwork.
2. Community Outreach and Partnerships
A big part of health equity is reaching out to specific population groups who have historically faced disparities in access to and/or quality of care. Hospital leaders are connecting with these patient groups through on-the-ground outreach and community partnerships. This might look like information tables at libraries; health screenings at community centers and churches; and partnerships with local associations who have built trust in the community.
3. Addressing Barriers to Care
Every patient population faces different barriers to care, and this strategy works to reduce the specific barriers that patients in your community face. Some hospitals, for example, are making an effort to hire multilingual staff members so that patients who speak a different language are better able to communicate their health concerns. In rural areas, some hospitals are offering rideshare programs for patients who have trouble accessing transportation. While these efforts look different in every hospital, they all involve meeting patients where they are and addressing real-time barriers to care.
How to Talk About Health Equity During C-Suite Interviews
Health equity is a central part of any healthcare C-Suite strategy. It overlaps with many core tenants of hospital leadership, including quality, safety, patient care, process improvement, and more.
When you’re searching for a C-Suite candidate, consider discussing health equity with questions like:
1. How has health equity come up in your current role?
2. How do you think about health equity when putting together strategic initiatives and long-term goals?
3. Is there a health equity strategy your current hospital has implemented that you would like to bring with you to our organization?
4. What is the biggest barrier to quality patient care that you’ve witnessed in your current role? Do you have any thoughts on how to address it?
Health Equity is a Key Part of Strategic Planning
Health equity isn’t just a buzzword – it’s an integral part of hospital strategy and long-term planning. Starting the discussion about health equity early, during the hiring process, can open the door for faster innovation and process improvement that will benefit your patients, your staff, and your team of healthcare leaders.
Lauren Bencekovich is the founder and Managing Director of Lauren Recruiting Group, a boutique healthcare recruiting firm that matches healthcare executive candidates with hospitals and health organizations. Looking for an outstanding C-Suite candidate? Visit our contact page to schedule a 30-minute intro call with one of our team members. We look forward to connecting and matching you with a top-tier candidate!