Supplemental Health Care’s VP of EPMO and Diversity, Adrienne Nakamura, is looking to the year ahead with excitement as SHC continues to expand its positive impact on healthcare professionals, clients, and employees. Adrienne has spearheaded the creation of the Enterprise Project Management Office and brought invaluable expertise to SHC’s inclusion and diversity efforts.
At Supplemental Health Care, the importance of diversity of voices is not only recognized but also, celebrated. My story and career are built on developing people and advancing representation, so I feel grateful to be part of an organization that actively champions diversity, inclusion, equity, and belonging (DEI&B) efforts.
Our leadership team sees the significant value in supporting diversity among not just our own employees, but throughout behavioral health, education, and healthcare. By actively committing to multiple initiatives in the next year, we will continue supporting and improving DEI&B for the future.
Prioritizing DEI&B
SHC truly prioritizes promoting DEI&B through efforts such as internal programs and external partnerships. In the year ahead, I am looking forward to our commitment to increasing opportunities and resources that will help promote our impact in our communities.
Why Representation Matters
Patients deserve to see themselves reflected in their healthcare providers and to feel like they are fully understood and seen. SHC recognizes the value and necessity of championing culturally congruent care within healthcare and how representation and diversity in the healthcare workforce can significantly improve a patient’s experience.
Accessibility to providers across diverse demographics, such as ethnicity, gender, sexual orientation, will reliably support patients receiving more personalized and compassionate care. Many studies show how and why diversity and inclusion in healthcare is important — no matter who walks through the door, that patient should be able to connect with a caring provider who sees their unique needs and experiences.
Diversity in Healthcare Staffing
An inclusive healthcare environment is better equipped to meet patients’ needs. I have seen countless examples of the benefits of fostering diversity in healthcare, and I feel encouraged by the ways SHC recognizes and actively works to promote better representation through our initiatives and partnerships.
SHC is committed to championing diversity, and this benefits all sides of the healthcare experience. In support of better representation, over 50% of SHC’s talent pool is ethnically diverse, significantly higher than the national average of nurses currently.
We have seen that when a workforce is diverse, patients receive better care and connection with their providers. Studies have also shown increased patient engagement in their treatment plans and improved health outcomes.
Diversity in School Staffing
As SHC continues to expand school staffing partnerships, we recognize the value of diversity in education as well as healthcare. When a school environment is diverse, there are cognitive, social, and emotional benefits for students. Diversity in school staffing has been shown to benefit students from all backgrounds, and our dedicated Schools division is actively working to support school districts in their efforts to increase workforce diversity. Student populations have grown significantly more diverse and it’s important that the faculty and staff supporting these students also represent that for optimal trust and student success.
SHC’s Internal Diversity Efforts
While SHC works hard to help our partners improve DEI&B, we prioritize those same values and efforts internally. We have multiple initiatives to increase diversity among SHC employees, with growing programs and resources to back that effort.
Employee Resource Groups
Internally, SHC is currently home to multiple employee resource groups (ERGs) that represent different identities and interest groups within our organization. ERGs are a meaningful and effective way to foster community, conversation, and growth. These groups each work closely with a designated executive leader to hear firsthand feedback from our employees, sponsor initiatives, provide mentorship, and connect ERGs to the company strategy.
I have experienced firsthand the value these connections have for our employees. Personally, I have had the privilege of supporting our AAPI ERG-led events that help SHC employees learn more about AAPI culture and traditions as well as volunteering opportunities to support our communities.
SHC Diversity Council
In conjunction with the ERGs, we have the SHC Diversity Council, a cross-functional team that brings together team members from a variety of capacities across the company. The SHC Diversity Council reviews data and gathers feedback to help develop our diversity strategy. With assistance from multiple SHC teams, we are also currently developing a mentorship program aimed at supporting career development for internal employees. Establishing this Diversity Council has helped SHC better hear and amplify voices from unique perspectives and with valued experience.
Improving SHC’s Impact
In addition to internally prioritizing DEI&B, SHC has invested in healthcare and education impact initiatives over the last several years. We have learned a lot and discovered many new ways of expanding the positive reach we can have as an employer and community partner. SHC’s commitment to these initiatives offers an encouraging influence on our company’s Culture of Caring, as well as individual employment experiences.
Upskilling Initiatives
Over the last year, SHC has seen encouraging progress within our upskilling programs. What started as a tuition reimbursement program for CNAs to gain their CNA-II has now expanded to new care settings and geographies.
Additionally, more than 100 home health nurses accessed critical training and refresher courses over the last year, and dozens of school-based CNAs had the opportunity to advance into paraprofessional careers. These upskilling initiatives offer higher pay and increased job opportunities to professionals as well as filling in skills gaps in healthcare and education.
Continuing Education
We are working on new partnerships with education providers and client partners to provide more continuing education opportunities for our professionals. Our focus on continued education support shows the value SHC places on career development for all employees, helping to increase opportunities across diverse populations in the process.
Skills Development
SHC will be expanding our upskilling programs to offer additional clinical coaching and training programs to help ensure our providers can continue developing the skills they need to provide care in their communities. We know the importance of helping employees develop skills to further their careers, and we prioritize providing that support in effective ways. I am proud of the connections SHC provides to help with that process.
Impact in the Year Ahead
Supplemental Health Care is committed to making strategic investments that best serve our employees and behavioral health, education, and healthcare communities. As an impact organization, everything we do at SHC is focused on our core mission: connecting caring hearts with opportunities to fulfill their lifelong purpose of serving others.
As the reach and capabilities of SHC expand, so does our impact. I am honored that my position allows me to help give voice to diverse expertise and experiences. We are excited about the many opportunities in the year ahead to promote our Impact and DEI&B work to create meaningful changes and connections that fuel miraculous moments in care.
Read more about what Supplemental Health Care is doing in our State of the Company Report.
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