Low diversity and culture of fairness keep healthcare workers eyeing the door, Press Ganey says
Healthcare workers who are disappointed with the diversity and culture of fairness in their healthcare system say they’re more likely to move to greener pastures, according to new data from the Press Ganey survey.
Among a sample of more than 410,000 employees, respondents who said their system did not value employees from different backgrounds were 4.6 times more likely than their peers to say they would take an outside job offer .
These respondents were also 4.3 times less likely to say they intended to stay with their current employer for at least three years.
The Press Ganey poll found similar, albeit less pronounced, trends for other survey questions dealing with an employer’s diversity and culture of fairness.
For example, negative responses to a question regarding the equal treatment of a supervisor were related to a 3.7-fold increase in an employee’s willingness to accept an external job offer and a decrease in 3.3 times of his intention to stay with an organization for at least three years. Negative responses to another question about whether employees have an equal opportunity for promotion were linked to 3.5 and 3-fold increases in their willingness to leave for another job or within three years, respectively.
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Among the 118 health system employers of respondents, Press Ganey found that organizations with the lowest diversity and equity scores had twice as many staff who said they were unlikely to stay for. the two retention prompts.
“Keeping employee engagement high despite record levels of burnout has been a pervasive conundrum since COVID-19 overwhelmed the healthcare industry,” wrote Tejal Gandhi, MD, chief safety and security officer. Press Ganey’s transformation, in a blog post accompanying the survey data. “Workers who don’t feel well represented and who don’t have a supportive community are at even greater risk than their isolated peers. Without a sense of psychological security and empowerment to voice concerns or contribute to decision making, they are more likely to leave, and those who stay lose value from their diverse perspectives.
Press Ganey said diversity and equity were stronger indicators of intention to stay in an organization for security personnel, nurses and doctors as opposed to other support staff.
The group also noted high levels of stress in the survey sample, but found other responses related to whether the employee enjoys their job or finds it meaningful to be a better indicator of retention.
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Press Ganey conducted its employee engagement survey from January 1 to September 29.
Gandhi said the data underscores an urgent need for health systems to foster diversity, equity and inclusion in their organizations, especially as the industry faces a widespread labor shortage. work that limits the care capacity of providers.
To do this, organizations would be well served by revising their talent management model – for example, by standardizing recruiting and interviewing processes, providing regular training on implicit biases, applying fair promotion processes and encouraging transparent conversations about these areas between management and staff, she wrote.
“Health systems that do not invest in diversity, equity and inclusion will be left behind,” Gandhi said in a statement. “Everyone’s talking about ‘The Big Resignation’ – now is the time to proactively measure and act on the top predictors of revenue. “