Nonprofit healthcare organizations have increasingly recognized the importance of integrating Diversity, Equity, and Inclusion (DEI) policies into their operations. This strategic approach increases compassionate medical care and enhances healthcare delivery, leading to better patient outcomes. Effective DEI policies ensure that all individuals, regardless of race, ethnicity, gender, sexual orientation, religious preference, or socioeconomic status, have equitable access to services.

The need for DEI in healthcare

The impact on health outcomes range among various groups particularly among racial minorities, LGBTQIA+ individuals, women, and religious communities. These disparities stem from systemic racism, implicit biases, and a lack of inclusion resulting in mistrust and poorer healthcare experiences. 

Studies have shown that Black patients often receive lower quality care and face higher morbidity rates due to systemic discrimination and biases in treatment. Similarly, the LGBTQIA+ community faces significant barriers in healthcare that is exacerbated by stigma, knowledge gaps and insensitivity. Women frequently encounter gender bias having their pain symptoms dismissed as psychological. Additionally, religious beliefs can be at odds with medical intervention resulting in care inequalities.

Organizational commitment to DEI

In response to these challenges, healthcare nonprofits are making concerted efforts to integrate DEI into their organizational structure. They have established a DEI department and emphasized the need for a culture of inclusivity which progresses patient care but also supports staff recruitment and retention. The establishment of People Resource Groups (PRGs) within HonorHealth demonstrates a proactive approach to promoting community and addressing specific group needs, thereby enhancing policy and practice across the organization.

Recommendations for strengthening DEI in healthcare nonprofits

To efficiently address inequities and improve health outcomes, healthcare nonprofits should consider the following strategic initiatives:

• Hiring practices: Increasing the diversity of healthcare providers not only considers patient comfort but also enriches the care process with a variety of perspectives and shared experiences. This approach helps minimize disparities and promotes health outcomes by encouraging deeper empathy and understanding.
• Bias recognition and education: Develop programs to recognize and educate about both conscious and unconscious biases. These programs should include trainings on gender diverse health needs, inclusive language, and supporting the needs of the patient.
• Expanding treatment options: Integrating cultural and religious needs into treatment plans can significantly impact patient care. For example, utilizing blood management strategies that align with the beliefs of Jehovah’s Witnesses demonstrates how tailored approaches can lead successful alternate modalities.
• Leadership and board diversity: Cultivating diversity at the leadership and board levels is essential for embodying and promoting the values of DEI throughout the organization. Diverse leadership teams are better equipped to make decisions that reflect the needs and values of their unique patient populations.
• Continuous education and program evaluation: Implementing ongoing programs and continuously evaluating DEI initiatives help ensure that policies remain effective and relevant. This should include analyzing patient feedback and health outcomes to adapt strategies that address evolving needs.

Improving health outcomes through effective DEI initiatives is essential for nonprofits healthcare organization to ensure that all individuals, irrespective of their background, have equitable access to services. The integration of DEI policies within nonprofit healthcare organizations is critical for healthcare delivery. Inclusive environments that respect the distinct needs patients can provide meaningful change and improve health outcomes. Through dedicated efforts in diversifying hiring practices, addressing biases, continuously educating and evaluating their approaches, healthcare nonprofits can ensure equitable healthcare for patients.

Karina Falk is a Spring 2024 graduate in the Masters of Nonprofit Leadership and Management program at Arizona State University. She currently works for HonorHealth, a healthcare nonprofit in Arizona and is pursuing a Master of Legal Studies with emphasis in healthcare law and administration. Karina is interested in contributing to nonprofit healthcare policies that promote inclusion for women and the LGBTQIA+ community.

Image by Lillian Finley

Learn more with the Optimizing Human Resource Strategies in Nonprofits Certificate

The Optimizing Human Resource Strategies in Nonprofits Certificate is for individuals seeking knowledge and skills in nonprofit human resources, volunteer management, change management and conflict resolution.

Course content includes:

• Complying with federal and state employment laws and compensation systems
• Recruiting, managing, motivating and rewarding both staff and volunteers in order to effectively utilize their strengths
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• Developing strategies to overcome internal and external conflict

• Which nonprofit organizational structures can contribute to mission success?