Healthcare Design - June/July 2021 - 34

to achieve just that. " It's creating a safe space
where we can talk to white colleagues about our
experiences, how they shape our world view, and
why it matters that a large percentage of the architectural
community doesn't know what it's
like to be a person of color or doesn't know what
it's like to be the only person of color in a room, "
he says. " We absolutely need to talk about issues
of race and disparity, particularly in the healthcare
sector, because the implications of that are
so profound. "
And that's why the healthcare industry has
made strides to promote diversity within its organizations
faster than what's been seen within
design firms, Thompson says. She cited examples
of inequities found in healthcare research
such as higher rates of maternal mortality in
Black women and inequitable health access for
nonbinary individuals. " If you're not comfortable
as a design consultant having those types of
open discussions, then you're going to fi nd yourself
at a disadvantage because we're having those
open discussions in healthcare, " she says.
THE GREATER GOOD
Pursuing meaningful DEI initiatives may become
a business necessity, as well. Navarro says
it's already a qualifying factor for project team
selection at Advocate Aurora Health. " When we
are diff erentiating between fi rms and hiring for
projects, absolutely that is a competitive edge:
to align yourself with a healthcare system's mission
and goals, to empower diverse perspectives,
and have people in front of me interviewing who
are mirroring my team and the communities we
serve, " she says. And Navarro is looking for more
than one-off examples. " I'll ask, 'What is your
DEI strategy?' " she says. " It's got to be engrained
in your culture at this point. Otherwise, you're
not aligned with our mission. "
Additionally, Advocate Aurora Health is leveraging
its buying power to spend money with
women- and minority-owned local businesses
as well as choosing manufacturers and suppliers-for
everything from medical equipment
to design and construction materials-who are
similarly working to address disparities (including
analyzing additional layers of their supply
chain). " That sends a message, " she says, adding
that the organization is tracking progress and
resetting goals once met.
More than simply earning business, diversity
within project teams stands to result in better
work, too, the group discussed. For Cleveland,
diversity in healthcare design means the ability
to achieve empathy by having a team in place
34
JUNE/JULY 2021
that can understand complex communities and design facilities that address
their needs. More so, project outcomes can be improved when community
members help inform the design, Hallenbeck adds-an effort
that can be derailed due to inherent distrust between people of color and
healthcare organizations and their partners. " When we're able to have diverse
teams to send into the communities, they're able to connect and relate.
There's a diff erent level of comfort that exists when you on the community
side are not the only person of color in the room, and I think that
helps us get the trust and buy-in that we need, " she says.
that can understand complex communities and design facilities that address
their needs. More so, project outcomes can be improved when community
members help inform the design, Hallenbeck adds-an effort
that can be derailed due to inherent distrust between people of color and
that can understand complex communities and design facilities that adthat
can understand complex communities and design facilities that address
their needs. More so, project outcomes can be improved when comdress
their needs. More so, project outcomes can be improved when comdress
their needs. More so, project outcomes can be improved when community
members help inform the design, Hallenbeck adds-an effort
that can be derailed due to inherent distrust between people of color and
healthcare organizations and their partners. " When we're able to have diverse
teams to send into the communities, they're able to connect and reverse
teams to send into the communities, they're able to connect and remunity
members help inform the design, Hallenbeck adds-an effort
late. There's a diff erent level of comfort that exists when you on the comthat
can be derailed due to inherent distrust between people of color and
Thompson adds that there's room for improvement on that front, as well.
munity side are not the only person of color in the room, and I think that
" When we are diff erentiating
between fi rms and hiring for
projects, absolutely that is a
competitive edge: to align yourself
with a healthcare system's mission
and goals, to empower diverse
perspectives, and have people
in front of me interviewing who
are mirroring my team and the
communities we serve. " -Victoria Navarro,
Advocate Aurora Health
For example, patient and family advisory councils (PFACs) generally rely
on volunteer participation, meaning those who might not be financially
able to devote the time to participate could be inadvertently excluded.
When this occurs, PFACs run the
risk of missing important perspectives,
she says. " What that
means is most hospital programs
across the country with patient
and family advisors have some
work to do in terms of diversity
so they can have the full picture
of the patient population they
serve, " she says.
Overall, though, healthcare
is an evidence-based field, and
data has indicated the benefi
t of diversity, Thompson says.
" When you see research studies,
for example, that suggest better
health outcomes with a more
diverse nursing staff ... when the
team mirrors the diversity of
the patient population, that speaks volumes, " she says. While not as clearly
demonstrated in healthcare design, Thompson adds that there is data that
points to a connection between diversity in terms of collaboration and innovation.
" I think it would be wonderful to start looking at that in healthcare
design, whether projects can be more innovative when you have diverse
contributors at the table, " she says.
IN THIS TOGETHER
As more diversity is brought to the design table and goals are set and
achieved, Thompson warns organizations to be mindful of what's expected
of those new hires in terms of leading or even contributing to DEI programs.
" Don't expect individuals to represent everyone they identify with, "
she says. " That's a common mistake. " Rather, Thompson says leaders must
educate themselves and their teams.
And anyone can contribute, Hallenbeck adds, encouraging all industry
members to become active allies in such pursuits. " Yes, I am comfortable
having these conversations, but even as I work to educate the industry, a
lot of research happens on the back end so that I feel comfortable talking
about all of these issues. Anyone can easily take that on, " she says. " This is
not an issue that just aff ects people of color; this is a global issue and one we
should all work on addressing together. " 
Jennifer Kovacs Silvis is editor-in-chief of Healthcare Design. She can be
reached at JENNIFER.SILVIS@EMERALDX.COM .
healthcare organizations and their partners. " When we're able to have diHCDMAGAZINE.COM
http://www.HCDMAGAZINE.COM
Healthcare Design - June/July 2021

Table of Contents for the Digital Edition of Healthcare Design - June/July 2021
