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At CHG Healthcare, a commitment to inclusion and belonging is ingrained in our company culture. We’re dedicated to delivering a values-based work environment where everyone feels respected, involved, and has equal opportunity to succeed. We formed our first team fully dedicated to inclusion and belonging across the entire organization in early 2021, and we’ve worked to improve ever since! Here are five ways CHG has enhanced its inclusion and belonging efforts across the company over the past year.
1. Creating foundations for success
Creating an inclusive workplace is a long-term journey, so we started by collecting data on the status of our inclusion and belonging efforts at that time.
“We focused quite a bit on understanding where we were starting from, what elements we would need to build, and what kind of skills and capabilities we would need to build for ourselves,” says Christine VanCampen, CHG's Senior Culture Advisor.
We then used this data to create measurable goals and a strategic plan for the future. Key components of the strategic plan include diversifying representation at all CHG levels, creating a sense of belonging for all employees, and ensuring accountability for the success of our inclusion and belonging measures.
2. Diversifying the hiring processes
Our goal was to increase the reach of CHG’s talent acquisition team to include more diverse candidates and seek out underrepresented talent pools. Another way we did so was by evaluating our hiring processes and working to mitigate unintentional bias that might prevent quality candidates from being hired.
“Our talent acquisition team has seen success in developing relationships with historically Black colleges and universities, for example,” VanCampen says. “We’ve created internship programs and worked to build our presence at minority and diverse hiring events.”
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3. Building connections for everyone
We're also committed to supporting populations in the company that might be underrepresented. Using survey data, the inclusion and belonging team identified groups that could benefit from stronger connections with other similar individuals across the organization, regardless of their home base or department.
“We have seven employee inclusion groups: for Black employees, LQBTQ+ employees, Hispanic and Latino employees, women in digital, women in leadership, Asian employees, and a veterans group,” VanCampen says. “With so many staff members working remotely, the new groups have been potent in establishing meaningful workplace connections and a sense of belonging.”
4. Measuring progress
CHG measures the effectiveness of inclusion and belonging initiatives and progress toward our inclusion and belonging goals using reports, surveys, and key performance indicators. Several measurements come directly from our employee experience and engagement surveys.
Surveys help the inclusion and belonging team identify areas needing improvement, which can be used to create new programs, enhance leader training, and support efforts to increase employees’ sense of worth and belonging.
“It’s great to hire diverse candidates, but if we’re not delivering an experience that makes them want to stay, then we’re not being successful,” says VanCampen. “Our focus is ensuring we achieve healthy engagement levels that allow us to retain good people.” The latest employee surveys show that inclusion and belonging measures are trending positively.
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5. Planning for the future
Inclusion and belonging efforts will continue to evolve with CHG. We have plans to form additional employee inclusion groups and are working to integrate inclusion and belonging elements into the learning and development curriculum. There are also plans to select relevant community partnerships and nonprofits that CHG will support financially and with volunteer hours and opportunities.
“We’re serious about this work,” VanCampen says. “You can look at our track record with how we have developed an award-winning company culture; our guiding core value of putting people first really is who we are. Our hope is that any person who works at CHG gets to fully experience this firsthand.”
How CHG’s commitment to inclusion and belonging helps one employee live authentically:
Want to work at a company committed to inclusion and belonging for its employees? Check out our open job opportunities.
