The findings of the HIMSS Longitudinal Gender Compensation Assessment report take direct aim at the claim that, in health IT, "You've come a long way." In truth, we need to take a systems view of how we've gotten to where we are today, and how to mitigate increasing inequities in compensation and recognition for women.
As leaders, it is essential that we develop a top-down and bottom-up approach to challenge institutional biases inside our organizations and create new partnerships outside them. We can do this if we offer practical advice, provide executable steps and the conceptual framework from which to advance women's rolesi in our communities and workplaces. Here's how:
- First, establish strategic priorities that are actionable at all levels of the organization.
- Next, define short term and long term goals.
- Design and sustain specific programs to improve women's skills and visibility.
- Always measure progress at regular intervals along defined timetables.
Remember the adage, "Every system is perfectly designed to get the results it gets.” To significantly improve quality and outcomes in healthcare, we must eliminate gender-based disparities.
A hospital executive for the past 25 years, Diane serves on the HIMSS North America Board of Directors and is chair of the Finance Committee.
This blog first appeared on HIMSS Blog.