Diversity, Equity, and Inclusion inside HHRI
Diversity, Equity, and Inclusion inside HHRI
Frontlines of Racism training
Frontlines of Racism is a system-wide effort to enable open and courageous conversations about race and racism at Hennepin Healthcare and Hennepin Healthcare Research Institute. As part of our mission to provide exceptional and equitable care, Frontlines of Racism is an essential first step. Participants will watch a collection of interviews with HHS staff recounting experiences of discrimination and racism they've faced while on the job. Afterwards, participants will discuss with each other ways staff, leaders, and the Hennepin Healthcare System can become more inclusive and supportive of diversity, equity, and inclusion goals within the healthcare and research enterprise.
All full time staff at both Hennepin Healthcare and Hennepin Healthcare Research Institute have participated in Frontlines of Racism sessions in 2022 with new hires being scheduled in 2023.
Starting in January 2023, all HHRI staff along with HHS staff will embark on COMPASS training, a continuation of the Frontlines of Racism seminar deployed staff-wide in 2022. All of HHRI have been separated into four cohorts with Cohort A beginning January 2023, and subsequent cohorts starting six months after throughout June 2024. The program will include instructor-led trainings, online learning assignments, and meetings with a pod of other employees to discuss and reflect on what you're learning. Compass is anticipated to take up to 36 hours over one year and is required for all employees.
The cohort dates are:
Cohort A: January to December 2023
Cohort B: July 2023 to June 2024
Cohort C: January to December 2024 (not yet listed)
Cohort D: July 2024 to June 2025 (not yet listed)
Accessing the Courses
Please note, HHRI staff will log into the Cortex system via a different link from HHS employees. See below. You'll want to click on the LOGIN button up top, not the giant HENNEPIN HEALTHCARE EMPLOYEE LOGIN button in the middle
For specific questions or troubleshooting on Cortex access, please Cortex@hcmed.org.
All HHRI learners can access Cortex from here: https://learning.hcmed.org
HHRI New Learners:
Username: your email address
You will be prompted to create a new password when you first log in. Once logged in, you can visit "My Courses" to find the Compass curriculum.
|Maria Teresa||Pacheco Hernandez|
|Marya||Abd El Hadi|
About the Compass program
Beginning January 2023, Hennepin Healthcare will roll out a health equity training to all employees- the Hennepin Healthcare Health Equity Compass program. This year-long curriculum provides our team with a professional development opportunity related to diversity, equity, inclusion and belonging to support their personal journey into health equity. The program will include instructor-led trainings, online learning assignments, and meetings with a pod of other employees to discuss and reflect on what you're learning. Compass is anticipated to take up to 36 hours over one year and is required for all employees.
Information on the Compass Program
What is the purpose of the Compass Program?
The Compass program aims to:
- Illuminate the context, impact, and the role of systemic racism and personal bias on health
- Change behavior by employing effective communication skills when talking about race, practicing disarming microaggressions, and applying evidence-based approaches to decreasing personal bias.
- Decrease health disparities, improve retention of employees of color, and improve employee
What are employees learning in the Compass Program?
The Compass program is a yearlong journey where team members receive an incredible chance to reflect, learn, and connect with other employees, focusing on racial inequities in healthcare systems. Hennepin Healthcare team members will have the unique opportunity to learn more about the history of racism in the US, how different racial groups have faced racism in the US including Black/African Americans, LatinX/Hispanic Americans, American Indian Alaskan Natives, as well as Asian American Pacific Islanders and how systemic racism contributes to health disparities. Team members will be armed with historical knowledge, increased awareness and skills to navigate systemic forms of racism as well as interpersonal microaggressions aimed at eliminating health inequities.
Why is the Compass program focusing on racism?
The Health Equity strategy at Hennepin Healthcare rests on four pillars—race, the LGBTQIA+ population, disabilities, and social economic status. We are focusing Compass on the first pillar—antiracism— because Minnesotans who are persons of color are far more likely than others to experience gaps in health care quality and less than optimal health outcomes. We won’t be able to achieve our health equity goals without a shared understanding of racist structures and systems that create these outcomes, so we are starting here.
What is the Compass learning experience like?
Employees are immersed in a health equity training that combines instructor-led sessions, including self- led activities such as online learning assignments, self-reflection, and discussions with others in their cohorts. Participants will also receive the gift of meeting with a Diversity, Equity Inclusion (DEI) coach to guide their DEI learning on a one-on-one basis.
How much time does the Compass program take to complete?
The Compass program is a year-long curriculum broken into four modules. Each module is 3 months long. The estimated time it will take to complete the program is no more than 3 hours per month.
How will Hennepin Healthcare roll out the Compass program as a requirement for all employees?
We will take a phased approach to have all 7,000 employees complete the Compass program in 2.5 years, starting January 2023. Every six months, a new cohort of 1,750 employees will start the program with start dates on January 2023, July 2023, January 2024, and July 2024.
Why are we requiring this training?
Hennepin Healthcare is committed to achieving equity in health outcomes and becoming an anti-racist organization as we live out our mission, vision, and values. We are on a journey to become the most inclusive healthcare organization in the nation, and that means investing in employees’ professional development and prioritizing health equity. A knowledge of the history of racial disparities, a fluency in diversity, equity, and belonging – these are skills that are highly valued in all industries, but especially healthcare.
The Courageous Conversations about Racism was the first step in having an open, honest, and courageous conversation about race in our workplace. The Compass program is the next step—a significant investment in our team’s professional development. The Compass program is a system-wide education in the history of racial disparities in the United States of America and how it continues to show up in systems including healthcare.
Why are we adding this requirement now, when our teams are so short-staffed?
We know our team is here because they believe in our vision—exceptional care, without exception. Achieving that mission more effectively and equitably will build their excitement to stay here – and we believe the Compass program will do just that. It is an investment in our team’s professional development and in building a culture of diversity, equity, inclusion, and belonging, so we can retain a team that works together for better patient care.
Are vendors, contractors, students or volunteers required to participate?
No,anyone that is not considered an employee of HHRI is not required to complete the program.
Are part-time employees required to go through Compass?
Yes. Part-time employees are required to go through Compass, just as they are required to complete HHRI’s annual training requirements.
Are casual employees required to go through Compass?
Yes. In most cases Casual employees are required to go through Compass. You can check whether this requirement applies to you by contacting Danielle Hennen at Dhennen@hhrinstitute.org
If employees aren't able to start at the time they were assigned, can they opt for a different start time?
Accommodations will be made on a case-by-case basis for those with extreme extenuating circumstances. Specific requests or questions can be directed to Danielle Hennen at Dhennen@hhrinstitute.org
What if an employee doesn't want to participate in the Compass program?
All employees are required to attend and complete the yearlong program. Equity is a quality and safety concern and is therefore a part of HHRI’s required training.
How will attendance be tracked?
Employees will be automatically enrolled in a Cortex curriculum and will be asked to submit an attestation that they completed each module. Employees will be enrolled in the Cortex curriculum after Nov 28, 2022.
What are the consequences for non-compliance?
The Hennepin Healthcare Health Equity Compass program is considered equivalent to HHRI’s Annually Required Training. Failure to comply with the requirements is subject to escalation and will have the same consequences as when employees fail to complete annually required training. If an employee will be out for an extended period, please contact Danielle Hennen at Dhennen@hhrinstitute.org
Who will be tracking compliance?
Each group going through the Compass program will be assigned a specific Health Equity Educator who will track compliance. The Health Equity Project Manager will be working closely with the educators for overall tracking of Compass program progression.
Will leaders be notified if an employee is non-compliant?
Compliance will be reported at the end of every module, which is every 3 months. Leaders will be notified which employee is out of compliance with the due date. Employees may be subject to corrective action if they do not meet the requirements of the section every 3 months.
Will hourly employees be paid for their time to participate?
Yes, hourly employees will be compensated for the estimated time it would take to complete the Compass content, up to 3 hours a month.
Is this time in addition to their scheduled hours? Can they go into overtime to complete the training?
The time used to complete the training program may be in addition to an employee’s scheduled hours, which may put employees into overtime. We ask that managers work with their team members to determine the best time for them to complete the trainings for the month, whether that be in addition to their scheduled hours or if that is fitting the time in during scheduled hours. All overtime should be approved by your manager before it is actually worked.
How should this time and expense be recorded and allocated?
Hourly employees will record time worked in Dayforce and allocate their time on their bi-monthly Effort reporting, as they would for other required trainings. Employees will need to attest that they have successfully completed each module in Cortex.
Will salaried employees be paid for their time to participate?
Salaried employees are to fit in 3 hours a month to complete the Compass program. Salaried employees should work with their leaders to best manage their time to allow for participation.
Do salaried employees need to report the time they spend in the course?
Salaried employees record time worked in Dayforce and allocate their time on their bi-monthly Effort reporting, as they would for other required trainings. Employees will need to attest that they have successfully completed each module in Cortex.
Do we physically meet in a classroom or is it online?
There are options for both in-person or virtual instructor led trainings. Please log into Cortex to choose which format best fits you.
If online, do we take the online course at our department computers while in view of the public?
It is best to find a private space as the virtual instructor led trainings will be interactive.
Do we need microphones and video capability on the computer?
Yes, virtual instructor led trainings will have breakout sessions where your participation will be important.
Will we get an email confirming our scheduled class dates?
Yes, once you sign up through Cortex and choose which time fits you best, you’ll receive an email confirmation with details included, including an Outlook calendar invite.
Does our supervisor get an email with our scheduled dates so they can cover our shifts?
No, your leader will not automatically receive the time slots you choose for your instructor led training. Please email and notify your leader of the time you have selected for each instructor-led training.
Increased Inclusion of Diversity, Equity, and Inclusion in HHRI Annual Performance Reviews
Beginning in 2022, HHRI will expand the annual performance review to include appraisal of diversity, equity, and inclusion related activities. Diversity, equity, and inclusion domains will include:
- Support for diverse individuals through modifies personal behavior
- Support for diverse individuals by being an ally in public/private settings
- Work to improve workforce diversity for faculty, staff, and training
- Work to improve health equity for patients or research participants
- Mentorship or sponsorship to promote workforce diversity of health equity
- Work at the regional/national level to improve workforce diversity or health equity
HHRI's update to the annual performance review to include an appraisal of diversity, equity, and inclusion related activities is informed by and modeled after the article "Changing the Face of Academic Medicine: An Equity Action Plan for Institutions" by Felicity T Enders et al.
Small Business Administration requirement
Along with the many other requirements for federal funding like effort tracking and annual progress reports is the requirement to work with small businesses when possible. The Small Business Administration (www.sba.gov) is a government funded organization designed to help new businesses grow. One way it does this is by encouraging other government agencies and organizations to support small businesses: particularly disadvantaged, women-owned, minority-owned and veteran business owners.
In 2012, the Department of Health and Human Services (www.hhs.gov) signed a partnership agreement with the SBA committing to that mission. The DHHS then updated its code of federal regulations, the governing document for all its institutions, to outline how non-Federal entities (like HHRI) should ensure small and minority businesses, women’s business enterprises, and labor surplus area firms are given equal and fair opportunities. This CFR, 75.330, states that:
- These businesses should be on a company's solicitation list
- These businesses should be solicited whenever appropriate
- Bigger tasks and work orders should be split into smaller chunks to increase the number of involved businesses
- Delivery schedules should not inhibit or disqualify these smaller businesses from consideration
- When appropriate the entity should collaborate with the SBA, Office of Veterans Business Development (OVBD), and Minority Business Development Agency of the Department of Commerce for guidance
- In addition to work for hire, steps one through five must be followed when determining federal subcontractors
Some individual institutions within the DHHS will have more specific goals and methods they require their contractors and grantees to follow. These guidelines will be detailed in any contract or Funding Opportunity Announcement. Please keep in mind that some institutional programs may have specific aims and requirements beyond that institution’s general approach of making small businesses a priority. That information will be included in any program announcement or funding guidelines.
HHRI, as an entity receiving federally funded grants and contracts through multiple DHHS agencies, follows these rules in a number of ways:
- The Business Expense Guideline's purchasing policy mirrors CFR 75.330.
- The travel agent we contract through, A1 Travel, is women owned.
- Staples, our office supplies company, will note on their website when a supplier meets the definition of the small business administration (disadvantaged, women-, or minority-owned).
- In addition, any subcontracts pursued by Principal Investigators and Grant Administrators are done so with these principles in mind.
Always choose the supplier or subcontractor who is most qualified; however, each option should be given consideration based on their ability.
What does this mean for you?
- Continue following HHRI’s institutional policies regarding purchasing
- Include disadvantaged and women, veteran, or minority owned businesses in your review of potential vendors
- And when you're making purchases consider keeping it small to allow for opportunities to more businesses.
Working list of SBA Vendors
If you have questions about the Small Business Administration or suggestions of businesses to add, email us at ResearchInquiry@hhrinstitute.org.
Below are definitions of the different SBA definitions along with a table of vendors who fall within one of these SBA categories.
BI-POC - Black, Indigenous, and People of Color
CDB - certified Disadvantaged Business
FTW - Femme, Trans, Two-Spirit, Non-Binary, and Women
Latinx - Hispanic or Latin American heritage
MBE - certified Minority Business Enterprise
SB - Small Business
VO - Veteran Owned
WO - Women Owned
|A1 Travel||WO||We are a full-service travel agency with 2 locations - Edina and Prior Lake, MN. Our travel specialists can help you plan anything from business travel for your employees to a family vacation or romantic getaway. Each of us have visited many different destinations and have expertise in a number of areas.|
|Advarra||SB||Premier provider of integrated IRB, IBC, DMC, and EAC review services.|
|Anne Gomez||BI-POC, FTW||Graphic facilitator, visual recorder|
|Art by Tori Hong||BI-POC, FTW||Illustration, public art, POC-owned, FTW-owned, QPOC|
|Big Spirit Marketing Agency||BI-POC||Marketing strategy, create promotional products|
|Black Information Network||BI-POC||Community outreach|
|Custom Networks, Inc.||BI-POC||APC UPS for desktops to data centers; APC Cooling solutions for wiring closets, computer rooms, and data centers; computers, hardware, software, accessories and supplies|
|Executive coach Polly Meyer||SB, WO||The trainer of choice for C-Level Executives and Senior Leaders in high-growth, agile, and technology-focused organizations. Best in class for delivering leading-edge leadership education and experiences.|
|KFAI 90.3 & 106.7 FM– First Person Radio||BI-POC||Ads and songs can be requested; possibly could share stories|
|KMOJ Radio||BI-POC||KMOJ has a vision of equipping Communities of Color with information and education through the vehicle of mass communication which includes: computer/internet, television, radio, and print journalism. KMOJ’s mission is to: “Teach Communities of Color media skills that help reinstate the positive affirmative Black image.” The Center for Communication and Development’s philosophy is that through a process of education, collaboration, and grounding in culture and community, it can elevate the way of life of the people of its community. The organization understands the significance of its role as a media resource for the community and recognizes that this role must be nurtured and expanded to support and inform the community with access to knowledge and information.|
|Lu's Sandwiches||BI-POC||Lu’s is a go-to destination for Minnesota’s banh mi lovers eager to savor the true taste of Vietnam cuisine, and are regularly featured on food-recommendation sites and lifestyle magazines like People, Eater, etc. as one of the best banh mi places in all of America.|
|Mayta's Café||BI-POC||Mayta's is a family-run café serving up a unique blend of Asian and American favorites|
|Mayumi Park Designs||BI-POC, FTW||Illustration, graphic design, public art, photography, POC-owned, FTW-owned, QPOC|
|Michelle M. Lamere, MPA, ACC, CDWF, Principal and Owner, The Lamere Group, LLC||SB, WO||The Lamere Group LLC is a company that operates in the Management Consulting industry. It employs 1-5 people and has $0M-$1M of revenue. The company is headquartered in Minneapolis, Minnesota.|
|MLatino Media Advertising Agency||Latinx||Advertising, publishing, marketing, Keywords: Hispanic market, advertising, content marketing, community outreach, outreach media, dissemination partner, translation. Hispanic local news media, digital media, creative and video production company. Experienced partnership. Multicultural media placement.|
|Moon Palace||FTW||Independent neighborhood bookstore with eclectic collection and small event space and café|
|mSoftware, LLC||SB||Msoftware is located in Minneapolis, Minnesota. This organization primarily operates in the Prepackaged Software business / industry within the Business Services sector.|
|Parka Software Co. / Clint McMahon||SB||At Parka Software Co., we specialize in advanced data visualizations and reporting for the organ transplant field. Our solutions turn intricate transplant data into intuitive insights, empowering you to make well-informed decisions that elevate patient outcomes.|
|Research in Action||BI-POC, FTW||Community engaged researcher, equity-focused, evaluation, policy briefs|
|Research Transcriptions (formerly Same Day Transcriptions)||VO||Founded in January of 2003 by Service Disabled Veteran, Rob Foley, Research Transcriptions is a trusted transcription company whose purpose is to serve qualitative research professionals with accurate transcription service that understands the integrity of critical data depends on it.|
|Sabathani Community Center||BI-POC, FTW||Gathering space, community outreach, elder outreach in South Minneapolis|
|Sarah Sekhran||BI-POC, FTW||Content designer|
|SixTen Solutions||SB||SixTen Solutions specializes in building real world data (RWD) platforms and scientific studies for medical societies, academic medical centers, government agencies and biotech companies using the most comprehensive data sets.|
|SoLaHmo||BI-POC, FTW||Community based participatory research (CBPR) group, independent cultural/community consultants, community outreach|
|The Advent Talent Group||WO||Our woman-owned nationally certified Women’s Business Enterprise (WBE) connects great people with temporary job opportunities, temp-to-hire jobs and permanent jobs.|
|Translations International||CDB, MBE||TIINC offers high-quality translation, interpreting, transcription and desktop publishing in more than 150 languages, with a worldwide network of more than 3,000 pre-approved translators and interpreters.|
|Wise, Inc. Publishing Company||BI-POC, FTW||Publishing for non-fiction books and children's books|