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Leading the Way:
Inclusion, Diversity, and Health Equity (IDHE)

Integration of Implicit Bias/Health Equity in Professional Development

As part of an organization-wide strategic initiative, Stanford Health Care in alignment with the Inclusion, Diversity and Health Equity (IDHE) department, developed a robust education program to integrate Implicit Bias and Health Equity training throughout Stanford Health Care.  Partnership with IDHE departments, professional development, and use of an innovative technology brought 100% compliance across the organization during this six-month project.

Empowered by statewide proclamations, this work also reflects the Future of Nursing report 2020-2030 similar call to action, highlighting the role of the nurse in social determinants of health, health equity and improving health care access (National Academies of Sciences, Engineering, and Medicine 2021), and structural empowerment in relation to nursing awareness for delivery of culturally and socially sensitive care in the inpatient and ambulatory settings.

The strategic methodology for this work included use of an A3 Lean, Root Case Analysis, review of state and legislative mandates, and the organization’s Operational Plan to create a structured and impactful plan. A tiered goal was created to achieve 25% of all courses having implicit bias and health equity content by June 2022 and 100% compliance by January 2023. The project team included Center for Education and Profession Development leaders, Nurse planners, and Senior Manager of the Inclusion, Diversity, Health Equity (IDHE) department. 


Training included definition of implicit bias, incorporation of bias training into content, objectives, and outcome development. The plan was vetted through the IDHE department ensuring alignment with strategic goals and presented to organizational leaders. An e-learning module was developed for course coordinators and made available on the electronic portal. The module defines implicit bias and health equity, describes state mandate, how to incorporate content, strategies to address biases, sample behavioral objectives and learning outcomes.

Success Outcomes:

By August 2022,

  • 100 of 124 eligible courses (76%), plus ten new courses, met the tiered goal of achieving 25% of courses included implicit bias and health equity content.

  • 100% of nurse planners and course coordinators completed e-learning training

  • 2,104 attendees received training on IDHE.

Submitted by: Gisso M. Oreo, MSN, RN, NEA-BC, NPD-BC, Caritas Coach®

Director, Professional Development

Center for Education and Professional Development

Design Sprint:  An Innovative Approach to Amplify Belonging in an Academic Medical Center

To foster a culture of inclusivity and diversity, members and leaders of Stanford Health Care's Employee Resource Group, the Black Employee Advancement and Mentoring (BEAM Team) and Allies, participated in a 2-day Design Sprint workshop that aimed to find innovative approaches and amplify belonging for deepening community, strengthening trust, and exploring the idea of belonging and what it means and feels like to belong. 

Participants of the workshop were empowered to share their voices and lived experiences for building 'Bold Moves' to serve as action plans for a path forward for Black employees at Stanford Health Care.

The BEAM Team and Allies members, leaders, and other Black employees at SHC identified four inspirational themes that sparked action into 'Bold Moves' for advancing Justice, Equity, Diversity, and Inclusion. The impactful themes were Joy and Pride at Work, Making Connections, Embodiment of Equity, and Growing into Full Potential. 

The "Bold Moves" ideas aimed to further promote justice, equity, diversity, and inclusion guided by the four themes that led to intentional designs, including a Mentoring Program, Equity Awards, and New Employee Orientation.   

The design sprint was presented to multi-level nurse leaders and interprofessionals across the organization during the Office of the CNE, Nursing Grand Rounds virtual meeting. Ther shared experiences of the design approach and how this sprint impacts collective efforts left the attendees feeling empowered to advance our work toward justice, equity, diversity, and inclusion at SHC. 

Thank you to Michelle Williams, Ph.D., RN Executive Director, Health Equity Research (ORPCS), Christi D. Zuber, PhD, MHA, RN Nurse Scientist Consultant (OPRCS), and Stanford's Human Resource's Inclusion, Diversity, and Health Equity (IDHE) team along with the members and leaders of Stanford Health Care's Employee Resource Group, the Black Employee Advancement and Mentoring (BEAM Team) (Elidia V. Tafoya, MPH, Manager of Implementation Science, Culture & Equity, Leah Bailey, BS, RN, Patient Care Manager, Rev. Dr. Kafunyi Mwamba, DMV, DMin, BCC Chaplain and Co-Chair of BEAM TEAM, Megan McCall, Director of Talent Acquisition, HR, SHC, and Kevin Silvestre, MS, RACR Manager, Talent Acquisition) for an insightful NGR presentation.

E3 Oncology/Hematology Unit Lunar New Year Celebration 

Kitty Yun, a clinical nurse II on E3 Oncology/Hematology unit, in collaboration with the E3 Management Team, organized a Lunar New Year celebration to promote Diversity and Inclusion in the unit.

Every staff member received a red envelope along with wishes for good luck, health, blessings, and prosperity. This cultural celebration with festive decorations was enjoyed by the staff and also received positive feedback from patients.


Special thanks to Kitty for your commitment to an exemplary professional practice advancing cultural diversity and inclusion in the workplace

Asian and Pacific Islander (API) & Allies and Spiritual Care 2022 Lunar New Year Event

The 2022 Lunar New Year celebration event hosted by the Asian and Pacific Islander (API) and Allies, and the Spiritual Care department was a celebration for all and an invite to experience the meaningful traditions of Lunar New Year. 


From blessings of health and an abundant future, to acknowledging ancestors and past with gratitude, the Lunar New Year event shared the resiliency and commitment of the API community and greater Stanford Medicine, Stanford Health Care on a continual journey for a more inclusive, diverse and equitable health for all.  

​​​​​​The Asian and Pacific Islander (API) & Allies is one of the Employee Resource Groups (ERGs) that include geographically and culturally diverse groups, including Japanese, Chinese, Hawaiian, Korean, Philippine, Middle Eastern, Indian and many more.

Their mission is to foster the unique values, practices, and strengths of each cultural group to promote a more inclusive and diverse workplace at Stanford Medicine.

SHC Nursing Units Celebrating LBGTQ+ PRIDE Month

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