At Health Inclusion, we advocate for healthcare workplace inclusion, equity, and fairness for ALL. Our work impacts the way organizations interact with unique individuals in the workplace, marketplace, patient population and community.
We challenge healthcare professionals and leaders to grow in the arena of inclusive leadership excellence. We empower leaders to unleash their full potential in order to achieve professional, patient care and business goals. We are committed to go above and beyond to provide D&I insights and resources for you!
Charlotte F. Hughes
As Senior Manager, Talent Development at ChenMed, Charlotte Hughes works alongside of a group of talent management, organizational development and learning professionals dedicated to ChenMed’s Vision to be America’s leading primary care provider, transforming care of the neediest populations, and ChenMed’s Mission to honor Seniors with affordable VIP care that delivers better health.
It’s as if I have come full circle. I grew up in a healthcare household, as the daughter of a pediatrician. My father with two other physicians, formed the first minority medical group practice in the state Ohio, serving the greater Cleveland community over 50 years, caring for families across multiple generations. My mother strengthened that compassion in my DNA, instilling a concern for people from all walks of life and love of learning about diversity and inclusivity. Throughout my upbringing, she welcomed and nurtured people from diverse backgrounds and cultures into our lives, endlessly – at home and around the world, becoming citizens of the world.
I view my work today as carrying on the family business in my area of expertise and ‘calling.’ My educational and occupational focus took me in the direction of talent and organizational development. I enjoy using knowledge and skills ‘to help those who help others.’ I serve as a strategic partner to business leaders providing professional guidance and support to internal client groups in the areas of talent management, learning and development, change management and organization design with the objective of adding value to the business. Developing comprehensive leadership development experiences to support all levels of leaders and managing enterprise executive level high potential programs are rewarding to me and the organizations that employ me.
Health Inclusion community and blog is a reflection of a dynamic past, present and future, serving as a catalyst for individuals, teams, organizations and communities to reach their full potential—living their best life.
To meet the changing needs of our communities, hospitals and health systems are working hard to make sure that every individual receives the highest quality of care. To achieve that goal as our nation becomes increasingly diverse, we must redouble our efforts to identify and eliminate disparities in care. Organizations such as American Hospital Association (AHA), The Joint Commission, American Medical Association (AMA), American Association of Medical Colleges (AAMC) and American College of Healthcare Executives (ACHE) all are advocating and investing in elevating healthcare equity, diversity, and inclusion.
Health Inclusion is doing our part, focusing our insights and resources on these five (5) areas:
- Elevating Healthcare D&I from a compliance matter first to a business imperative, and secondly from a business strategy to a competitive advantage.
- Inclusive Leadership: Inclusiveness is not just nice to have on healthcare teams. Research shows that it directly enhances performance. Teams with inclusive leaders are 17% more likely to report that they are high performing, 20% more likely to say they make high-quality decisions, and 29% more likely to report behaving collaboratively. What is more, research indicates that a 10% improvement in perceptions of inclusion increases work attendance by almost 1 day a year per employee, reducing the cost of absenteeism. Inclusive leaders excel in four key areas. They bring awareness and clarity to problem areas, they practice courageous accountability to help resolve those problems, they empower others, and they foster innovative collaboration to unlock the unique contributions of each person in a group.
- Disability Inclusion: Disability inclusion is about much more than hiring people with disabilities or providing ADA compliance-based accommodations. It involves creating a workplace where employees with disabilities are valued for their strengths and have the same opportunities to succeed, to grow professionally, to be compensated fairly, and to advance in their careers. Disability inclusion is often overlooked with a greater focus being placed on gender, racial, ethnic, LGBTQI, and multi-generational inclusion.
- Autism at Work: The Benefits of Neurodiversity – Research shows that there can be business benefits to hiring employees with autism. People on the autism spectrum often demonstrate trustworthiness, strong memories, reliability, adherence to rules and attention to detail. They are often good at coding – a skill that is in high demand. Beyond specific job skills, however, organizations increasingly recognize the importance of diversity to innovation. Neurodiversity, broadly defined as a diversity of thinking styles and abilities, is arguably especially important for innovative decision-making.
- Social Connectedness and Workplace Wellness: Our aim is to help you improve the employee experience for your people while fostering a culture of health and wellness in the workplace—and social well-being plays a critical, yet often overlooked, role in supporting employees throughout their journey. Indeed, cultivating social well-being in the workplace has never been more important, for several reasons: people no longer have a single employer or just one career; remote and home-based work settings are the new normal; and the lack of social interaction is an undeniable component of our growing gig economy.