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Learn more about Seattle Children’s Anti-Racism Organizational Change plan and the independent review of efforts to combat systemic racism conducted by the Assessment Committee.

Commitment to Anti-Racism

Racism is a public health crisis. Racism has no place in our organization, and it affects the health of the children and families we serve.

That’s why Seattle Children’s is identifying, challenging and changing the culture, structures and behaviors that perpetuate systemic racism. This work is ongoing and will take time.

To realize this vision, we’ve adopted a long-term comprehensive plan called the Anti-Racism Organizational Change and Accelerated Equity, Diversity and Inclusion Plan. This plan was designed with the guidance and support from our patients, workforce, community and trusted expert leaders on anti-racism work, equity, diversity and inclusion.

Anti-Racism Organizational Change (AROC) and Accelerated Equity, Diversity and Inclusion (EDI) Plan on Scribd

Kids today deserve the opportunity to grow and thrive in a world that is fair, just and where true equity is the norm, not the aspiration. We’re committed to being an anti-racist organization to help make that vision a reality.

Jeff Sperring, MD, CEO

Highlights of the Anti-Racism Organizational Change and Accelerated Equity, Diversity and Inclusion Plan

Policy review

  • Hold departments accountable for updating policies to ensure they’re anti-racist
  • Modify workforce policies to address concerns about bias and discrimination
  • Review and update policy and standard work for patient visitor background checks

Education and leadership

  • Leaders to complete workshops on bias reduction, racial literacy and anti-racism
  • Design and launch a workforce Health Equity, Diversity and Inclusion Council
  • Introduce anti-racist leadership competencies

Workforce experience

  • Evaluate and embed anti-racist practices in employee lifecycle
  • Improve system to ensure confidential reporting of bias and discrimination
  • Enhance follow-up and team restoration for race-related employee relations issues

      Data analysis and transparency

      • Expand the visibility of health disparity data and metrics
      • Evaluate employee relations discipline and separation outcomes
      • Identify and eliminate disparities in all safety and quality outcomes

      Communication

      • Add commitment to equity and anti-racism to employee code of conduct
      • Invite all current workforce members to pledge their commitment to equity and anti-racism

        Seattle Children’s Assessment Committee

        In early 2021, an Assessment Committee was created by the Seattle Children’s Hospital Board of Trustees to review issues of systemic racism, diversity, equity and inclusion at Seattle Children’s. After conducting a competitive process, the Assessment Committee chose Covington & Burling LLP, led by former U.S. Attorney General Eric Holder, to lead an independent review of Seattle Children’s and produce actionable recommendations. Learn more about their work and how you can share information relevant to Covington’s work.

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