CareFirst, in partnership with Electives, hosted a Week of Equity & Action for their employees and community members to learn from experts around diversity, equity, and inclusion. It was clear in every session that CareFirst is passionate about creating a healthcare system and experience where all people are served equally.

Joe Levin-Manning, Program Manager of Diversity, Equity and Inclusion shared highlights of his experience following their Week of Equity and Action: “Electives consists of a team that is able to deliver but also can knock it out of the park while doing it. Our organization has been inspired, motivated, and touched in countless ways from our partnership with Electives on our Week of Equity and Action.”

We are excited to share themes from the wide array of inspiring Electives sessions, along with tangible takeaways that are profound not just in healthcare, but across every sector.

Take inclusivity to the next level when planning DE&I training

Takeaway #1: Is being an ally enough in the workplace? How can you be a co-conspirator?

Stephanie Castellanos (she/her/ella) shared a video featuring Dr. Yolanda Sealey-Ruiz, Associate Professor of English Education at Columbia University, who discussed Bree Newsome’s involvement in taking down the Confederate flag. What few may know is that a white male, James Tyson, played a major role in saving her life from the police. James was Bree’s co-conspirator. Being an ally is no longer enough in the workplace; it’s time to act in ways that show greater support for Latinx, Black, or other minorities in the workplace. in saving her life from the police. James was Bree’s co-conspirator. Being an ally is no longer enough in the workplace; it’s time to act in ways that show greater support for Latinx, Black, or other minorities in the workplace.

Takeaway #2: Inclusion is more than an agenda item

Olympian Simidele Adeagbo (she/her), in her session “Being Black in White Spaces: Lift Every Voice,” discussed ways to listen, learn, and act in the workplace. Some ways include understanding the perspective of an individual who is the “First, Only, Different.” (FOD). Simi encouraged employees to think about how they can drive inclusivity forward. “Inclusion is more than the diversity agenda for your company but something you can drive forward because you have skin in the game.” Then she asked attendees: “What can we do in the spaces we occupy to move inclusion forward?”

Takeaway #3: Do your part in creating and maintaining a safe workplace culture for your employees

In their session, Julian Damore (they/them) advocates for actions that will ensure a safe workplace culture for employees across the gender spectrum. They shared a personal experience: “People have intentionally used my dead name or not used my pronouns they/them. It’s hurtful. When we use a person's preferred name and pronouns appropriately, we are acknowledging and affirming their identity as valid.” One other step to ensure a safe workplace culture is the creation of ERGs so that employees can have a safe space to connect with others.

Takeaway #4: Hire, retain, and engage diverse talent in your organization

Representation matters. Eldridge Gilbert (he/him) shared his own personal experience about representation as a Black male. “My race is very salient for me, when I am the only black person in a space, I feel disempowered and I am conscious of what I am going to say. When there are several people of color, I feel more relaxed.” Gilbert also shared an important message that highlights the need for a diverse workforce. “Identity can influence our expectations in the workplace. Your identity or background can drive what you think respect looks and sounds like at work.” Take time to understand your employee’s multifaceted identities: this is  key to inclusive cultures and will be a game changer in order for you to hire a diverse staff.

Takeaway #5: Inclusive leadership leads to happier employees

DEI work within a company takes a lot of effort but when done correctly, employees will see the ROI and benefits. Trish Foster (she/her), in her session “Leading through an intersectional lens,” encourages leaders to be inclusive in their thoughts. “An inclusive leader provides employees with what they need to succeed. Employees in inclusive cultures are happier.”

Prioritize mental health in your DE&I training

Takeaway #6: Think about what drains and fills your cup

Olympian Alexi Pappas (she/her) shared her story about struggling with mental health in her session “Mental Health: The Brain as a Body Part.” She encouraged her attendees to rethink language and the way we talk about mental health. She also shared the concept of “willpower budgeting.” Pappas said, “Willpower is a finite, depletable source. Think about what drains your willpower and what fills up your cup. Recognize what you’re doing and understand how it affects your body.”

Ensure that everyone belongs and is truly accepted; that should be the key theme throughout DE&I training.

Takeaway #7: Be proud of your history, background, and culture.

Chelsey Luger (she/her) taught a session on Indigenous history and wellbeing. In order to honor and serve individuals from Native communities, it is critical that we know the true history of our land, and how Native Peoples were treated through history, and into today in our country. Throughout her session, Chelsey emphasized that many elements of this framework aren’t unique to Native American culture - we should all honor our own unique family history, traditions and perspectives. Chelsey shared, “Knowing your history is key to accepting yourself today and making sure your kids will be proud of their backgrounds.”

Takeaway #8: Everyone wants to belong and feel accepted.

Jeff Rogers (he/him) shared: “humans ache to belong to, and to be accepted by, a tribe.” We are social creatures who drive when we are accepted into a group and a community. In his session, “What Growing Up Mixed Race in America Teaches You About Race,” he shared his experience struggling to belong in a Black and/or White tribe. We need to learn from others’ perspectives of how their identity can impact their sense of belonging but also broaden our notion of ‘tribes’ so that others can feel included.

Takeaway #9: Get to know people who don’t think, look, or act like you. This is critical for growth and change.

Lieutenant Commander (retired) Dan Cnossen (he/him) spoke on our “Take Action to Increase Access to Care” Panel and told his story of serving and leading in Afghanistan. During a nighttime mission, Dan stepped on an IED and suffered extreme injuries. After waking up 10 days later from a medically induced coma, Dan realized that both of his legs had been amputated above the knee. Understandably, Dan had significant interaction with the healthcare system for many years following his injury. He told stories of doctors and supporters who were “on the clock” compared to others who deeply cared. After Dan’s injury, his identity changed. He learned over time how important it is to “take the time to get to know people who do not look, think, or act like you.” Dan explained that this “will lead to mindset shifts and changes to your thinking. This will have profound implications for growth and action.”

Takeaway #10: Learn about the invisible differences that make us unique.

Did you know that 61% of employees report that they are ‘covering’ up something about themselves in order to assimilate in their organizations? Humans often hide something about themselves whether its political affiliation, sexuality, gender identity, neurodiversity, mental health, etc. because they are afraid of being “outed” or not supported. Ruth Rathblott (she/her) shared her own personal story about her invisible difference: “When I was 13 on the school bus going to the first day of school, I decided to hide my limb difference. I never thought I would hide for 25 years. But the truth is we are all “hiding” something - whether it’s a visible or invisible difference.” So how can we be better in the workplace? Ask, instead of assume. Create a safe environment so employees can feel liberated sharing their stories.

Encourage employees to speak up for themselves and others during DE&I training

Takeaway #11: “If you see something, say something.”

Often, we witness something and know it's wrong, but are too scared to step up and act. In Monica Livingston’s session “Advocating for Yourself and Others,” she inspired attendees to “say something when you see something.” Difficult conversations and advocating for others is hard, and at times, it’s even harder to advocate for ourselves. Monica (she/her) explains that “we need to get connected with others by going from Comfort to Courage. Comfort is disconnection.” The truth is that we are socialized in a biased culture; and stereotypes permeate our society. “We are taught things through the media and our society about all people. What we have to realize -- is that this hurts us all.” Monica hits home her lesson to advocate and influence through your action: “I really believe that in order to change behavior in this country, we need to have a conversation. It starts with a conversation.”

Takeaway #12: Don’t get defensive; understand an opinion that is different than yours.

Coach AK Ikwuakor (he/him) challenged CareFirst employees to engage in conversations even when you are not an expert because the only way to learn is to understand someone else’s perspective. Coach AK shared, “Expertise is subjective and is under attack. Facts don’t change our minds; feelings do. Feeling merely justifies the logic we are already aligned to.” So instead of digging into our feelings and getting defensive, take time to listen to a different opinion. “When there is a difference of opinions, the goal of winning [in a debate] should be replaced with the goal of understanding the other person.”

Takeaway #13: Take time to learn and understand the customers and/or communities your organization serves.

In our “Take Action to Increase Access to Care” Panel discussion, Anthony “Thosh” Collins (he/him) highlights the importance of actively consulting with the communities we are serving. And with that, we need to understand the cultural norms and differences of such people. Thosh implores us to take time to listen to the patients’ perspectives. “Are [you] reaching out for feedback to those people who are asking to switch providers? Do you know the reason why they are switching?” For example, Thosh encouraged the CareFirst staff to understand social determinants of health and think through how that is challenging Native Peoples from receiving appropriate and successful care. All in all, make sure that you are talking to your customers to understand their unique needs.

Takeaway #14: Advocate for the voiceless so that everyone can have access to opportunity.

In the same health panel, Dr. Susi Ferradas (she/her/ella) emphasized the importance of advocacy: everyone has skin in the game to advocate for different roles and perspectives. Susi herself has always been an advocate because it’s part of the values she learned in the Latinx community. “One of the values of the Latinx community is that we are collectivistic: so supporting and helping one another is ingrained in the community.” Additionally, she said that part of advocacy is understanding why a patient would look for a specific provider. “I found myself looking for providers who were an ethnic and linguistic match in order to feel valued and understood.” Towards the end of the panel, Susi made a simple yet powerful statement connecting empathetic care to mental and physical health, to cultural connection: “if every provider could simply ask each patient how their day is going, it would make a huge difference. This has been proven to change how people feel safe and welcomed in a space.”

Takeaway #15: Stop and think: Who are we leaving behind?

CareFirst, in partnership with Electives, hosted a Week of Equity & Action for their employees and community members to learn from experts around diversity, equity, and inclusion. It was clear in every session that CareFirst is passionate about creating a healthcare system and experience where all people are served equally.

Joe Levin-Manning, Program Manager of Diversity, Equity and Inclusion shared highlights of his experience following their Week of Equity and Action: “Electives consists of a team that is able to deliver but also can knock it out of the park while doing it. Our organization has been inspired, motivated, and touched in countless ways from our partnership with Electives on our Week of Equity and Action.”

We are excited to share themes from the wide array of inspiring Electives sessions, along with tangible takeaways that are profound not just in healthcare, but across every sector.

Take inclusivity to the next level when planning DE&I training
Takeaway #1: Is being an ally enough in the workplace? How can you be a co-conspirator?

 

Stephanie Castellanos (she/her/ella) shared a video featuring Dr. Yolanda Sealey-Ruiz, Associate Professor of English Education at Columbia University, who discussed Bree Newsome’s involvement in taking down the Confederate flag. What few may know is that a white male, James Tyson, played a major role in saving her life from the police. James was Bree’s co-conspirator. Being an ally is no longer enough in the workplace; it’s time to act in ways that show greater support for Latinx, Black, or other minorities in the workplace. in saving her life from the police. James was Bree’s co-conspirator. Being an ally is no longer enough in the workplace; it’s time to act in ways that show greater support for Latinx, Black, or other minorities in the workplace.

Takeaway #2: Inclusion is more than an agenda item

 

Olympian Simidele Adeagbo (she/her), in her session “Being Black in White Spaces: Lift Every Voice,” discussed ways to listen, learn, and act in the workplace. Some ways include understanding the perspective of an individual who is the “First, Only, Different.” (FOD). Simi encouraged employees to think about how they can drive inclusivity forward. “Inclusion is more than the diversity agenda for your company but something you can drive forward because you have skin in the game.” Then she asked attendees: “What can we do in the spaces we occupy to move inclusion forward?”

Takeaway #3: Do your part in creating and maintaining a safe workplace culture for your employees

 

In their session, Julian Damore (they/them) advocates for actions that will ensure a safe workplace culture for employees across the gender spectrum. They shared a personal experience: “People have intentionally used my dead name or not used my pronouns they/them. It’s hurtful. When we use a person's preferred name and pronouns appropriately, we are acknowledging and affirming their identity as valid.” One other step to ensure a safe workplace culture is the creation of ERGs so that employees can have a safe space to connect with others.

Takeaway #4: Hire, retain, and engage diverse talent in your organization

 

Representation matters. Eldridge Gilbert (he/him) shared his own personal experience about representation as a Black male. “My race is very salient for me, when I am the only black person in a space, I feel disempowered and I am conscious of what I am going to say. When there are several people of color, I feel more relaxed.” Gilbert also shared an important message that highlights the need for a diverse workforce. “Identity can influence our expectations in the workplace. Your identity or background can drive what you think respect looks and sounds like at work.” Take time to understand your employee’s multifaceted identities: this is  key to inclusive cultures and will be a game changer in order for you to hire a diverse staff.

Takeaway #5: Inclusive leadership leads to happier employees

 

DEI work within a company takes a lot of effort but when done correctly, employees will see the ROI and benefits. Trish Foster (she/her), in her session “Leading through an intersectional lens,” encourages leaders to be inclusive in their thoughts. “An inclusive leader provides employees with what they need to succeed. Employees in inclusive cultures are happier.”

Prioritize mental health in your DE&I training

Takeaway #6: Think about what drains and fills your cup

 

Olympian Alexi Pappas (she/her) shared her story about struggling with mental health in her session “Mental Health: The Brain as a Body Part.” She encouraged her attendees to rethink language and the way we talk about mental health. She also shared the concept of “willpower budgeting.” Pappas said, “Willpower is a finite, depletable source. Think about what drains your willpower and what fills up your cup. Recognize what you’re doing and understand how it affects your body.”

Ensure that everyone belongs and is truly accepted; that should be the key theme throughout DE&I training.

Takeaway #7: Be proud of your history, background, and culture.

 

Chelsey Luger (she/her) taught a session on Indigenous history and wellbeing. In order to honor and serve individuals from Native communities, it is critical that we know the true history of our land, and how Native Peoples were treated through history, and into today in our country. Throughout her session, Chelsey emphasized that many elements of this framework aren’t unique to Native American culture - we should all honor our own unique family history, traditions and perspectives. Chelsey shared, “Knowing your history is key to accepting yourself today and making sure your kids will be proud of their backgrounds.”

Takeaway #8: Everyone wants to belong and feel accepted.

 

Jeff Rogers (he/him) shared: “humans ache to belong to, and to be accepted by, a tribe.” We are social creatures who drive when we are accepted into a group and a community. In his session, “What Growing Up Mixed Race in America Teaches You About Race,” he shared his experience struggling to belong in a Black and/or White tribe. We need to learn from others’ perspectives of how their identity can impact their sense of belonging but also broaden our notion of ‘tribes’ so that others can feel included.

Takeaway #9: Get to know people who don’t think, look, or act like you. This is critical for growth and change.

 

Lieutenant Commander (retired) Dan Cnossen (he/him) spoke on our “Take Action to Increase Access to Care” Panel and told his story of serving and leading in Afghanistan. During a nighttime mission, Dan stepped on an IED and suffered extreme injuries. After waking up 10 days later from a medically induced coma, Dan realized that both of his legs had been amputated above the knee. Understandably, Dan had significant interaction with the healthcare system for many years following his injury. He told stories of doctors and supporters who were “on the clock” compared to others who deeply cared. After Dan’s injury, his identity changed. He learned over time how important it is to “take the time to get to know people who do not look, think, or act like you.” Dan explained that this “will lead to mindset shifts and changes to your thinking. This will have profound implications for growth and action.”

Takeaway #10: Learn about the invisible differences that make us unique.

 

Did you know that 61% of employees report that they are ‘covering’ up something about themselves in order to assimilate in their organizations? Humans often hide something about themselves whether its political affiliation, sexuality, gender identity, neurodiversity, mental health, etc. because they are afraid of being “outed” or not supported. Ruth Rathblott (she/her) shared her own personal story about her invisible difference: “When I was 13 on the school bus going to the first day of school, I decided to hide my limb difference. I never thought I would hide for 25 years. But the truth is we are all “hiding” something - whether it’s a visible or invisible difference.” So how can we be better in the workplace? Ask, instead of assume. Create a safe environment so employees can feel liberated sharing their stories.

Encourage employees to speak up for themselves and others during DE&I training

Takeaway #11: “If you see something, say something.”

 

Often, we witness something and know it's wrong, but are too scared to step up and act. In Monica Livingston’s session “Advocating for Yourself and Others,” she inspired attendees to “say something when you see something.” Difficult conversations and advocating for others is hard, and at times, it’s even harder to advocate for ourselves. Monica (she/her) explains that “we need to get connected with others by going from Comfort to Courage. Comfort is disconnection.” The truth is that we are socialized in a biased culture; and stereotypes permeate our society. “We are taught things through the media and our society about all people. What we have to realize -- is that this hurts us all.” Monica hits home her lesson to advocate and influence through your action: “I really believe that in order to change behavior in this country, we need to have a conversation. It starts with a conversation.”

Takeaway #12: Don’t get defensive; understand an opinion that is different than yours.

 

Coach AK Ikwuakor (he/him) challenged CareFirst employees to engage in conversations even when you are not an expert because the only way to learn is to understand someone else’s perspective. Coach AK shared, “Expertise is subjective and is under attack. Facts don’t change our minds; feelings do. Feeling merely justifies the logic we are already aligned to.” So instead of digging into our feelings and getting defensive, take time to listen to a different opinion. “When there is a difference of opinions, the goal of winning [in a debate] should be replaced with the goal of understanding the other person.”

Takeaway #13: Take time to learn and understand the customers and/or communities your organization serves.

 

In our “Take Action to Increase Access to Care” Panel discussion, Anthony “Thosh” Collins (he/him) highlights the importance of actively consulting with the communities we are serving. And with that, we need to understand the cultural norms and differences of such people. Thosh implores us to take time to listen to the patients’ perspectives. “Are [you] reaching out for feedback to those people who are asking to switch providers? Do you know the reason why they are switching?” For example, Thosh encouraged the CareFirst staff to understand social determinants of health and think through how that is challenging Native Peoples from receiving appropriate and successful care. All in all, make sure that you are talking to your customers to understand their unique needs.

Takeaway #14: Advocate for the voiceless so that everyone can have access to opportunity.

 

In the same health panel, Dr. Susi Ferradas (she/her/ella) emphasized the importance of advocacy: everyone has skin in the game to advocate for different roles and perspectives. Susi herself has always been an advocate because it’s part of the values she learned in the Latinx community. “One of the values of the Latinx community is that we are collectivistic: so supporting and helping one another is ingrained in the community.” Additionally, she said that part of advocacy is understanding why a patient would look for a specific provider. “I found myself looking for providers who were an ethnic and linguistic match in order to feel valued and understood.” Towards the end of the panel, Susi made a simple yet powerful statement connecting empathetic care to mental and physical health, to cultural connection: “if every provider could simply ask each patient how their day is going, it would make a huge difference. This has been proven to change how people feel safe and welcomed in a space.”

Takeaway #15: Stop and think: Who are we leaving behind?

 

Our fourth panelist in “Take Action to Increase Access to Care,” Dr. Cheri Blauwet (she/her) and 7 medal winning paralympian, reminds us to think about those who we are leaving behind. She explains that often in her role as a disabled Harvard Professor and Physician at Mass General Brigham she has to be the squeaky wheel for patients who are disabled. But what about those who are dealing with mental impairments, or who are Autistic, or who have anxiety, do not speak english, have blindness, or hard of hearing, not to mention the thousands of physical ailments that we  “One of the most important measures of success in healthcare is developing a system where culturally everyone feels welcomed.”

DE&I training can be hard. Innovate, persist, act and stay hopeful! 

Takeaway 16: Hopelessness is the opposite of justice.

 

When we stop to consider and actually feel not only what is happening today, but also what makes up our country’s history, it is hard to remain hopeful. Rabbi Michael Lezak (he/him), in his session “America’s Enduring Racial Pandemic: How to Navigate Harsh Truths,” encourages us to value our differences, be inclusive, and respect everyone. He asks us to think about how our actions can make things better, how we can build systems that help our society rise again, and how to build connections with others even when there are differences. Rabbi Lezak asks: “When was the last time you brought cookies to the people who voted differently than you?” He adds, “This is the medicine we need in America. Justice medicine. Medicine that will bring hopefulness to our society.

CALL TO ACTION

CareFirst, in partnership with Electives, hosted a Week of Equity & Action (DE&I training)for their employees to learn from experts around DE&I

Electives Partners With CareFirst To Deliver DE&I Training: CareFirst Week of Equity and Action

Thu Oct 21 2021

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