Accomplishments & Metrics
Dashboard & Metrics
Planning – activities that are identified and in planning or consideration
Ongoing – continuing activities that are ongoing and activities in progress
Completed – activities that had a completion period are now accomplished
Engage External Partners and Employees To Examine and Address DEI
To provide leadership, oversight and accountability for PHMC’s DEI work, PHMC established the DEI Governing Council and hired external consultants, Dr. Brian Gittens and ICW Consulting.
The Council serves in an advisory capacity and Dr. Gittens and ICW provide strategic counsel, guidance and assessment to inform PHMC’s DEI planning.
More than 700 PHMC and subsidiary employees shared critical input on their insights and experiences with DEI at PHMC, which helps to shape and inform DEI plans.
Employees reflected on PHMC’s practices and environments regarding DEI through conversation with each other, facilitated by ICW Consulting.
Employees have been invited to join the DEI Governing Council and employee advisory groups to amplify voices from across PHMC.
Integrate DEI into the “Fabric of PHMC” Culture and Operations
DEI is a foundational piece of PHMC’s strategic plan, supporting its four plan pillars, alongside Quality and Performance Improvement.
DEI news and updates are included at the top of each PHMC Board Meeting, Senior Management Team and all company Town Hall meeting agendas.
PHMC employees receive ongoing, consistent communication on organizational DEI efforts and upcoming activities.
A DEI page was created and is updated regularly, outlining updates and resources for employees.
Review Current Policies & Practices and Develop New Policies to Eliminate Bias and Ensure Equity
PHMC formally recognizes Juneteenth as a permanent holiday by closing non-service delivery operations and providing direct service employees with an additional day off to use at their choosing.
The working/living hourly wage was increased across PHMC, implemented in advance of the City’s timeline.
HR, in partnership with an external employment law consultant, conducted a comprehensive review of hiring, promotion, and leave policies and practices to ensure equity and eliminate bias.
This policy outlines guidelines on gender pronoun use and integrates pronouns into PHMC’s branded email signature template.
PHMC opened a gender-neutral restroom in its headquarters at 1500 Market Street and has committed to gender neutral restrooms in all new location construction and programming.
PHMC is using a new approach to interviewing and hiring for Manager-level positions and above that incorporates feedback from a diverse set of panelists.
Advance Equity in Surrounding Communities
The Public Health Fund approved a 2-year, $250,000 grant to Black Lives Matter Philly, Philadelphia OIC, Philadelphia Urban League, Big Brothers Big Sisters (Independence Region), Black Doctors COVID-19 Consortium, and a dedicated PHMC DEI Fund to support our ongoing DEI work.
PHMC updated its Supplier Diversity plan to better promote opportunities for diverse and typically disadvantaged business owners and to strengthen ties with communities we serve.
PHMC joined other City leaders to call for the Chamber of Commerce to support raising the minimum wage in a Philadelphia Tribune op-ed.
Provide DEI-Related Professional Development and Increase DEI Dialogue among Employees
More than 1500 employees attended an unconscious bias training.
The DEI Governing Council initiates panel discussions with internal and external audiences to create information sharing and employee discussion on topics such as racism, cultural stereotyping and DEI perspectives in public health and health care.
PHMC introduced a mentorship program for employees to be paired with seasoned PHMC and subsidiary employees for skill and strategy building, networking and other insights to inform and support professional development at PHMC.