May 11 2022 COVID-19 ECHO Slides

1. 11 May 2022
Inclusive Strategies for Workforce
Retention and Engagement

2. 82,094,310 cases on 5/10/22 with 998,250 deaths
https://coronavirus.jhu.edu/us-map
COVID-19 in the United States: TOTAL

3. https://www.nytimes.com/interactive/2021/us/covid-cases.html
COVID-19 Hot Spots
4 weeks ago

4. COVID-19 Hot Spots
Today
https://www.nytimes.com/interactive/2021/us/covid-cases.html

5. www.cdc.gov

6. https://www.nytimes.com/interactive/2020/us/coronavirus-us-cases.html

7. https://www.nytimes.com/interactive/2020/us/coronavirus-us-cases.html

8. New Daily Hospitalizations by age –
affecting the elderly
www.cdc.gov

9. The future
• Biden Administration:
– Predicted 100 million new infections (Fall, Winter)
• “All adults need a 3rd shot”
– Only about 1/3 of US population 1 booster
– Only ~ 10 million 2nd booster
• Indicated for:
– 50 and older
– 12 and older if moderately – severely immunocompromised

10. Immunology 201
www.nature.com
Shen X. 2022 “Boosting immunity to Omicron”. Nature Medicine 28. 445 -6.

11. The future
• 4th dose of vaccine:
– Well tolerated, boost immunity
• Significant fold change in
antibodies
• Increase in T-cell response
– Side effects:
• Nothing major
– Arm pain
– Fatigue
• FDA to meet in late June for
next mRNA vaccines

12. Trusted Resources
• Johns Hopkins
https://coronavirus.jhu.edu/map.html
• CDC
https://www.cdc.gov/coronavirus/2019-ncov/index.html
https://emergency.cdc.gov/coca/calls/2020/
• WHO:
https://www.who.int/emergencies/diseases/novel-coronavirus-2019
• Others
https://www.nytimes.com/interactive/2021/us/covid-cases.html
https://www.thelancet.com/coronavirus
https://covidactnow.org/

13. Inclusive Strategies for Workforce
Retention and Engagement
May 11th, 2022

14. Organizational Challenges During COVID-19 Era?
• Health and safety (physical, mental and emotional) of
employees and their families
• New service delivery practices and their impact on employees
• Maintaining effective communication
• The Great Resignation: the on-going economic trend in which
employees voluntarily left their jobs, en masse, beginning in
early 2021

15. What Did We Learn About Our Organizations?
• We must be nimble as the guidelines for employees may shift
• We must reimagine the ways we provide support to our
employees
• We must be creative as we strive to foster a sense of
belonging in a virtual/remote workplace
• We must identify new ways of engaging our staff (no
celebrations with cake and song in the break room)
• We must listen to our employees as they share feedback

16. Listen to Employees
• Hold listening sessions across the
organization with Leadership
• Launch annual climate survey for
employees to provide valuable
feedback
• Promote a culture where
employees feel comfortable
sharing feedback with leadership
regularly
• Establish a leadership position to
lead these efforts

17. Retention Strategies
Strive to develop a culture of JEDI:
• Regular review of industry pay standards
• Conduct annual compensation audits
• Value work-life balance
• Develop structures for employee advancement
• Establish a bias incident response team
• Utilizing diversity dashboard to build your workforce
• Collect exit interview data
• Establish a comprehensive inclusion and engagement program

18. Suggestions for building a
comprehensive
inclusion and engagement
program

19. Develop and Promote Organizational
JEDI Statement
WHY?
• Declare the organization’s commitment to justice, equity,
diversity and inclusion
• Establishes an expectation that JEDI will be infused into all
areas of the organization
• Speaks to the passion for inclusive excellence for all
stakeholders, especially employees
• May serve to attract prospective applicants who are looking to
work for an organization which values the diversity of its
employees

20. Sample
JEDI Commitment Statement
“​​… is committed to advancing its values of justice,
equity, diversity, and inclusion (JEDI) across the
organization. We strive to foster a culture of JEDI in
broad and specific terms. Our commitment presents
itself in our quality health care delivered to our
patients, our passion for inclusive excellence for our
employees, the learning environment we foster for
our students, and the attention paid to our
equitable and inclusive policies and practices across
the organization. ”
Community Health Center, Inc.

21. It All Begins at New Employee Orientation
• Welcome new employees
• Share some of the cultural
norms for the organization
• Introduce new employees to
JEDI webpage
• Suggest ways new
employees can become
involved in supporting a
diverse and inclusive
organizational culture
Evaluation Tip: Collect
participant feedback

22. Develop a JEDI Webpage
• Establishes a home for JEDI related information and
resources
• Establishes JEDI as a priority for the organization
• Encourages employee engagement
• Attracts future employees who are looking to work for an
organization that values JEDI
Evaluation Tip: Run site analytics to track engagement

23. Develop a JEDI Calendar
1. Asian Pacific American Heritage
Month
2. Jewish American Heritage Month
3. Cinco de Mayo
4. Laylat al-Qadr

24. Establish Employee Resource Groups
Employee resource groups (ERG’s) are voluntary, employee-
led groups which are supported by the organization. ERG’s are
intended to foster a sense of inclusion and belonging for
those with shared identities, interests or backgrounds, while
also supporting organizations’ diversity and inclusion goals.
Evaluation Tip: Collect participation data & participant
satisfaction feedback

25. Engage employees in monthly
cultural celebrations

26. Establish a JEDI Resources Page
Resource pages are designed for those who are interested in
self-guided education on various topics related to justice, equity,
diversity and inclusion. They may include:
• Websites
• Books
• Podcasts
• Movies
• Articles

27. Resources
• Justice, Equity, Diversity and Inclusion Webpage:
https://www.chc1.com/justice-equity-diversity-and-inclusion-
at-chc/