Read our latest article in Modern Healthcare:
For more than a decade, we have supported the Top Women Leaders and Top Diversity Leaders programs, as well as the Women Leaders in Healthcare conference, because we believe these events highlight and underscore the need for more purposeful, intentional and sustainable efforts in diversity, equity and inclusion.
These programs invite leaders to gather from across the industry to inspire and motivate each other. We embrace the power of connection and the impact of ...
Learn a practical approach to enhancing relationships and cultures within your organization by practicing conscious inclusion.
Losing momentum on diversity is not an option. Representing and reflecting our increasingly diverse population throughout all levels of our organizations must be a strategic priority.
Building a strong foundation for diversity, equity, inclusion, and belonging means more than having a threshold or requirements for hiring diverse talent. It means creating a strategy for systemic change, developing pathways for access and exposure, and establishing processes, tools and metrics that encourage authentic, transformational leadership.
Many organizations have the desire and drive to integrate more diversity into their organizations but are unsure of where to begin or where to go next. Transparent, open conversations are the ideal way to assess where you are and where you need to be. Ask the tough questions. Have vulnerable conversations. Explore the hard truths and know that being outside of your comfort zone is the only way to effect change.
Reviewing your current diversity and inclusion practices provides the basis for creating a plan that is tied into your talent and business strategies. You can then measure the effectiveness of your efforts and hold leaders accountable for progress. This framework ensures leaders are setting the right example and creating solid expectations, which allows your organization to achieve positive strides and embrace the needs of your workforce and your community.
Diversity isn’t something that needs to be solved. It’s a mindset that needs to be deeply intertwined and embedded in your organizational culture. True transformation in diversity, equity, inclusion, and belonging means a refocus on human basics. Challenge everyone in your organization to have tough conversations and lead with courage.
Look to the Top 25 honorees for inspiration. These leaders didn’t have clear pathways and fought to achieve despite the odds. They feel the weight of their decisions and are motivated to deliver extraordinary care for the communities in which they lead. They unselfishly create space for the diverse voices that must be heard.
Driven by their passion and our mission to empower leaders and their impact on the world, we have sponsored the Top Diversity Leaders and Top 25 Women Leaders in Healthcare recognition programs for more than a decade and counting.
Recognizing diverse leaders serves a crucial role in underscoring the need for more purposeful and intentional diversity, equity, inclusion, and belonging efforts that create forward momentum and strengthen the heart of healthcare—people caring for people.
Partnering with healthcare organizations to embed diversity and inclusion practices into their talent strategies is one of the most important and impactful things we can do as an executive search firm. Through education, advocacy, and continued involvement with key minority-focused healthcare associations, we are addressing the disparity that ethnic minorities represent less than 2 percent of senior management positions in the healthcare industry.
Furst Group has a proven track record of successfully recruiting such diverse leaders:
Diversity on Candidate Slates
Our Women Leaders Playbook was created out of our inspiration to invoke action. How can each of us continue to close the gender gap? What actions can we take to be the next generation of courageous leaders? We don’t have all the answers, but together we will find many.