Executive Summary
In recent years, health system boards have generally evolved to become more diverse and more representative of the communities they serve. Based on American Hospital Association (AHA) data from 933 hospitals and health systems:
Black board members more than doubled from 2014 to 2022 (from 7 to 15%).
Hispanic/ Latino board members also doubled over the same period (from 3 to 6%).
Board seats held by women increased from 24% to 37%, roughly matching the 35% average for S&P 500 companies.
As health system boards become more diverse, there have been efforts to also better deploy boards towards driving measurable impacts on health equity.
To learn how Leading Health Systems are leveraging their boards to advance diversity and health equity, our Health Equity Alliance team partnered with the American Hospital Association and the Black Directors Health Equity Agenda (BDHEA). They interviewed nine executives and board members from ChristianaCare, Cone Health, Corewell Health, UMass Memorial Health, and Bronson Healthcare for lessons learned about how boards can best advance diversity and health equity in their communities.
How Can My Health System Work With Our Board to Advance Diversity and Health Equity?
All the interviewees emphasized the importance of board-level commitment in successfully advancing health equity strategies. The report identified key three lessons:
1. Prioritize consistent learning focused on diversity and health equity at the board level.
The topics reviewed in board meetings are the main reflection of the system’s organizational priorities. Therefore, opening the boardroom to discussions about diversity, equity, inclusion (DEI) and health equity is a crucial step for change. These conversations must be regular. Further, identifying a specific champion at the board level helps to ensure follow-through on diversity initiatives and conversations.
2. Pick a mechanism for accountability that works best for your organization.
Different systems have different approaches to address health equity. Indeed, many organizations integrate these conversations within committees, with some electing to create a specific diversity or health equity committee to ensure accountability. This can help to address specific roadblocks and create a team responsible for measuring and monitoring results. But, even if your board doesn’t have this structure, you need governance tactics for fully leveraging each member’s expertise as well as actionable tools for your board to deploy. These tools are vital to ensure organizational progress toward long-term health equity priorities, including considerations on executive compensation.
3. Promote transparency in your organization’s learnings.
Many organizations are monitoring the progress of their diversity and health equity work in-house. There’s fear about potentially sharing these results. However, the power of change is the ability to share and learn collectively. How is your organization sharing success stories in-house and with other organizations? Consider where you can serve as a thought leader to other health care organizations.