Diversity, Respect, Equity & Inclusion
Creating a culture of respect at Main Line Health
At Main Line Health, Diversity, Respect, Equity & Inclusion are woven into the vibrant fabric of who we are as an organization. We are profoundly aware that the differences and similarities within our workforce are what enrich the patient experience and distinguish us as a high-performing organization.
And just as safety is one of our non-negotiable standards as a hospital health system, so is a culture of respect in which every patient, employee, resident, fellow and visitor at Main Line Health feels valued for who they are.
How our actions speak louder than words
Our Systemwide embrace of Diversity, Respect, Equity & Inclusion includes department steering committees and employees throughout Main Line Health as well as community outreach, liaisons, and partnerships to strengthen our commitment and accountability to providing safe, high-quality human care for all.
Some of our work to advance Diversity, Respect, Equity & Inclusion, internally and externally, includes:
- Anti-Racism Health Care Collaborative Commitment
- Accelerate Health Equity collaboration
- LGBTQ internal and external resources, for employees, providers, patients and families
- Interpreter and communication needs
- Lunch 'n Learns, Book Clubs, Table Talks
Jack Lynch, President and CEO, Main Line Health"The nature of this effort requires us to recognize that we interrelate—caregiver to patient, patient to employee, employee to vendor, just to name a few—in a web of connectedness and caring which is part of Main Line Health's culture as an organization. Diversity, respect, equity and inclusion strengthen that web and make Main Line Health, and our communities, better."
13th Annual DREI Colloquium
Every year, Main Line Health hosts its Annual Diversity, Respect, Equity & Inclusion (DREI) Colloquium to focus on work done within the system to identify potential disparities of care and to eliminate them. The Colloquium features speakers within Main Line Health and community partners, who are focused on advancing equity internally with our patients and employees in addition to externally with the communities we serve. See how Main Line Health actively collaborates internally and externally to develop trust.
DREI are core values at Main Line Health along with patient safety, compassion, participation, innovation, excellence, integrity and communication. Together, these values guide us in providing a superior healthcare experience and improving the quality of life in our communities. Watch how Main Line Health promotes trust within the organization and by working with the community.
Our commitment to recruiting and retaining a diverse workforce
We recognize that people are the most valuable resource we have. We embrace the diverse backgrounds and traditions of our employees as well as the patients and families we serve. We believe in cultivating an environment of collaboration, participation, and respect, with a cornerstone of that belief being a commitment to attracting talented, dedicated people from a broad spectrum of backgrounds and experiences—all working together for a common purpose.
Anti-Racism Healthcare Collaborative Commitment
Our collective commitment along with Southeastern PA activates a social contract to elevate our shared responsibility to provide high-quality, safe human care to all in our state, specifically focused on improving the health of our communities of color.
- Re-examining policies and procedures and making changes, with an equity lens, that promote equality, opportunity and inclusion for all.
- Improving access to primary and specialty care for people in underserved communities.
- Building trust through community partnerships with the goal of addressing chronic conditions that impact communities of color.
- Advocating for investments that create innovative solutions to improve access, and provide safe, high-quality health outcomes for all communities in Southeastern Pennsylvania.
- Hiring and promoting leaders of color and increasing diversity in governance.
- Renewing and expanding each organization's commitment to providing anti-racism, and implicit/unconscious bias training for all staff, volunteers and physicians.
- Bridging relations between law enforcement and community by offering events aimed at encouraging conversations improving relations and creating trust.
- Increasing the collection and use of race, ethnicity, language preference and other socio-demographic data.
- Increasing business partnerships with diverse vendor partners across the organization. Cultivating new relationships, expand current partnerships and continue to monitor MLH progress on diverse spend.
