The COVID-19 pandemic is affecting everyone, but the disease has been especially harmful to people of color and other vulnerable populations such as older black and Latino adults, especially those who live in dense urban areas. People of color are more likely to be exposed to the coronavirus, and when they become infected, they are more likely to die than their white counterparts. Previously existing social and cultural inequities, rather than any biological differences between these populations, appear to be responsible.

ChenMeds CEO Dr. Christopher Chen reflected on our ChenMed patients across eight states, a majority of whom are African American from challenging socio-economic circumstances. He issued a call to action entitled Solving for the Racial Disparities Crisis in Coronavirus Deaths.

To accelerate progress on these efforts, the American Health Association (AHA) launched the #123forEquity pledge campaign. This campaign builds on the efforts of the National Call to Action to Eliminate Health Care Disparitiesa joint effort of the AHA, AAMA, American College of Healthcare Executives, Catholic Health Association of the United States, and Americas Essential Hospitalsand asks hospital and health system leaders to act to accelerate progress in these areas:

The same year, I wrote a blog post for ATD that shared insights on confronting unconscious bias in healthcare. Bias awareness and action are some of the first steps toward an inclusive and culturally competent healthcare culture.

Equity, diversity, and inclusion diversity have always been important topics and are combined into one of the 23 capabilities (Cultural Awareness and Inclusion) in the ATD Talent Development Capability Model. In these times of heightened awareness, it's critical for TD professionals to foster an inclusive work environment; convey respect for different perspectives, races, religions, backgrounds, customs, abilities, behaviors, and norms; and integrate D&I principles into their talent management, organization development, and learning strategies and initiatives.

In 2017, CEO Dr. Toby Cosgrove signed the CEO Pledge to ensure a diverse and inclusive Cleveland Clinic.

Health provider learning professionals will enjoy LeJoyce Naylors case description for the clinics unconscious bias training.

An inclusive culture is one that accepts, values, and views as strength the difference we all bring to the table, according to Harvard University. Through these discussions, employees can learn from experts in the field about such areas as unintended bias, cultural competency, bystander awareness, and avoiding stereotyping.

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The Rationale for Inclusive Healthcare Cultures Is Intensifying - ATD