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Montefiore Einstein

111 East 210 Street, Bronx, NY

Company CareersDiversity & Inclusion

As the academic medical center and University Hospital for Albert Einstein College of Medicine, Montefiore Medical Center is nationally recognized for clinical excellence—breaking new ground in research, training the next generation of healthcare...Read More

E-Interview

DiversityWomenJob StartersAmerica's Greatest Workplaces

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Diversity E-Interview In conversations with Newsweek, Joan Chaya, Senior Director, Diversity, Equity & Inclusion answered the following questions:

1. Can you provide an overview of your company's workplace culture and values, and how they contribute to a positive work environment?

At Montefiore, our workplace culture emphasizes teamwork, diversity, and a shared mission and vision, all of which contribute to a positive work environment. We foster a collaborative environment where multidisciplinary teams work together, enhancing patient care and safety by involving patients and their families throughout the treatment process. We embrace our diverse workforce and community, recognizing that different backgrounds and experiences contribute to medical advancements and exceptional patient care. This inclusive approach ensures that all associates feel valued and respected, boosting morale and job satisfaction.

Our mission is to attract, develop, retain, and engage a high-performing, diverse workforce to advance medical science and community health. Our vision is to be one inclusive organization, enhancing synergies in research, teaching, and patient care. We are committed to mentoring the next generation of healthcare professionals, fostering innovation, and maintaining an inclusive culture where everyone can thrive and be their authentic selves. This commitment to diversity, equity, inclusion and accessibility not only strengthens our organization but also creates a supportive, empowering, and positive environment for our staff.

2. What kind of professional development and growth opportunities are available to employees? How does your company support career advancement?

We are deeply committed to the professional development and career growth of our associates. The Montefiore Learning Network provides a variety of learning programs and resources designed to support our staff in their work and career aspirations.

Our Learning Network specializes in multiple areas, including:

• Leadership and Workforce Development: Cultivating the next generation of leaders within our organization.
• Talent Management and Succession Planning: Ensuring that we have the right people in the right roles and preparing them for future opportunities.
• Coaching, Mentoring, and Assessment Services: Offering personalized guidance to help employees grow professionally.
• Innovation and Simulation: Encouraging creative problem-solving and hands-on practice.
• Performance Management: Helping employees achieve their best through regular feedback and goal setting.
• General, Professional, and Skills Training: Covering a wide range of essential topics to enhance our staff's capabilities.
• Organization Development and Consulting: Assisting teams in improving effectiveness and achieving strategic goals.
• Strategic Planning and Implementation, Performance Improvement, Change Management, Retreat Design, and Team Development/Intervention: Providing comprehensive support to ensure organizational success.

Through these extensive resources and programs, Montefiore ensures that our staff have ample opportunities for professional growth and career advancement, supporting them every step of the way.

3. How does your company ensure transparency and open communication between management and employees, fostering a sense of trust and belonging?

At Montefiore, we prioritize transparency and open communication to foster trust and belonging. We encourage and support our managers and leaders in communicating with their staff, and we use an HR Business Partner model with our managers and leaders to reinforce our commitment to having managers and leaders who are dependable, consistent, approachable, authentic and welcome to new ideas. Additionally, Montefiore uses a Just Culture approach which focuses on shared accountability and encourages staff to report near misses without fear of blame, as we recognize mistakes are often rooted in systemic issues. This practice of Just Culture embraces learning and leads to improved processes.

Furthermore, Montefiore maintains an intranet page that keeps associates informed about all hospital activities and hosts quarterly town halls, regularly scheduled department meetings where associates learn about the hospitals projects and can ask questions, voice opinions and share concerns. Our Business Resource Groups further enhance trust and belonging, offering additional opportunities for open communication among different levels of employees.

4. How does your company handle feedback and suggestions from employees? Is there a system in place for employees to voice their concerns or ideas?

At Montefiore, we prioritize handling employee feedback and suggestions through multiple channels to ensure voices are heard and addressed. We conduct employee satisfaction surveys and are rolling out a new Workday system capable of performing pulse surveys for real-time feedback. Additionally, managers are trained to maintain an open-door policy and HR business partners are readily available for discussions. Associates can report directly to their manager, use an anonymous compliance hotline (managed by a third party and directed to labor relations), or contact labor relations directly. These mechanisms ensure every concern is heard and addressed appropriately.

We also conduct listening tours for various communities to understand their experiences and gather their ideas. Content from these listening tours is shared with leadership and used to develop programs and provide training. This approach extends to understanding the needs of different groups as well. By actively listening and implementing changes based on employee feedback, we strive to create a supportive and inclusive work environment at Montefiore.

5. How do you approach fostering diversity, equity, and inclusion within the organization?

At Montefiore, fostering diversity, equity, inclusion, belonging, and accessibility is a core value embedded in our organizational culture. Our dedicated HR department for Diversity, Equity, and Inclusion ensures these principles are seamlessly integrated into every aspect of our operations.

We actively recruit a diverse workforce, showed by our nearly 75% racially and ethnically diverse team and a 70% composition of women. We provide opportunities for all age groups and ensure inclusivity for various religions and gender identities. This commitment strives to create a healthcare environment where every associate feels empowered to thrive and be their authentic selves.

This inclusive culture is cultivated through various initiatives, such as celebrating diversity through events andgroups that honor the unique backgrounds and perspectives of our team members. These initiatives not only enrich our workplace but also enhance the quality of care we provide to our diverse patient population. By fostering an environment of equity and inclusion, we enable our associates to bring their full selves to work, driving innovation, empathy, and excellence in patient care.

6. Can you share examples of successful diversity and inclusion programs or initiatives that have positively impacted the company culture?

At Montefiore, our diversity and inclusion programs, particularly through our Business Resource Groups (BRGs), have significantly enhanced our organizational culture. These associate-led groups, formed based on shared characteristics or interests, provide platforms for supporting the organization's vision and promoting diversity and equality. BRGs allow associates to influence decisions and policies, addressing the unique challenges of historically marginalized groups and positively impacting recruitment, engagement, and workplace culture.

Our cultural and identity celebrations, such as the Shavuot celebration, Juneteenth 5K, Pride march, Women in Leadership panel, Mental Health in the AANHPI Community event, Beyond the Uniform panel for Veterans and Military associates, and Kwanzaa celebration, foster understanding and appreciation among associates, creating a more inclusive and connected workplace. Additionally, we have hosted financial wellness webinars, leadership talks, and wellness days to support our associates' overall well-being.

By facilitating collaboration and open dialogue, Montefiore's BRGs help create an effective, diverse system of operation that helps both associates and the community. These initiatives support our leaders in understanding the needs of historically marginalized groups, reinforcing Montefiore's brand as a leader in diversity, equity, and inclusion.

7. How do you address unconscious bias in hiring and promotion processes?

At Montefiore, addressing unconscious bias in our hiring and promotion processes is a priority. To ensure fairness and inclusivity, we offer comprehensive training sessions on unconscious biases through our Learning Network, which all new associates complete. These sessions help our associates recognize and understand unconscious bias, stereotyping, and prejudice within the workplace and beyond.

Additionally, our IDEA (Inclusion, Diversity, Equity, and Antiracism) series offers in-depth learning opportunities, further educating associates about the impact of unconscious bias and how to mitigate it. These sessions foster a more inclusive work environment by raising awareness and promoting behavioral changes that support equity.

Montefiore also takes a data-driven approach to combat unconscious bias. We regularly research and examine our hiring and promotion data, comparing outcomes across different races, ethnicities, and genders. This analysis helps us identify and address any potential concerns, ensuring that our processes are equitable and that associates have equal opportunities for advancement.

Through bias training, continuous education through the IDEA series, and rigorous data analysis, Montefiore actively works to remove unconscious bias and promote a diverse, equitable, and inclusive workplace.

8. How do you engage with underrepresented groups within the company to understand their unique challenges and needs?

At Montefiore, we actively engage with underrepresented groups through our Business Resource Groups (BRGs), which are associate-led groups formed based on shared characteristics, interests, or life experiences. These BRGs provide a platform for associates to support the organization's vision and values, promote diversity and equality by raising awareness, and ensure that all represented groups have a voice within the organization.

Participation in BRGs allows associates to contribute to strategic initiatives that positively impact recruitment, engagement, and workplace culture. By joining a BRG, associates can influence decisions and policies that address the unique challenges and needs of underrepresented groups. We encourage open dialogue and active participation, welcoming all associates to join and discuss their involvement with their supervisors.

Montefiore's BRGs facilitate collaboration within the hospital, connecting efforts to create an effective and diverse system of operation that benefits both associates and the community we serve. These groups support our leaders in gaining a better understanding of the needs of underrepresented groups, enhancing Montefiore's brand as a leader in diversity, equity, and inclusion. Currently, there are over ten active BRGs, each contributing to a more inclusive and supportive workplace environment.

9. What role does leadership play in fostering a sense of belonging for employees from diverse backgrounds?

Leadership plays a crucial role in fostering a sense of belonging for employees from diverse backgrounds at Montefiore. Our CEO, Dr. Philip O. Ozuah, sets the tone by emphasizing diversity and inclusivity as core values. He demands that Montefiore be a place without prejudice, bias, and discrimination.

Dr. Ozuah sends routine organization-wide emails that recognize major cultural events and appreciate the contributions of associates, reinforcing a sense of belonging. His commitment to inclusivity is evident through his involvement in external recognition and awards, such as being honored by the American Institute for Stuttering and being named among the 2024 Bronx Power 100.

Recognized by Modern Healthcare as a top performing minority leader, Dr. Ozuah's presence alone inspires and fosters a welcoming environment for people from diverse backgrounds. This commitment to diversity and inclusivity extends throughout Montefiore, creating a workplace where every associate feels empowered to thrive and be their authentic selves.

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