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Informational Alert

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Informational Alert

Learn about progress on health equity and anti-racism efforts in Seattle Children’s third quarterly report.

Commitment to Health Equity and Anti-Racism

Health Equity and Anti-Racism Action Plan

A group of committed workforce members created the Health Equity and Anti-Racism Action Plan to prioritize the most powerful actions to address systemic racism within Seattle Children’s from late 2021 through 2024.

What is anti-racism?

At Seattle Children’s, anti-racism means that we actively identify, challenge and change the culture, structures and behaviors that perpetuate systemic racism. Being anti-racist requires urgency and stamina.

What is health equity?

Health equity means that everyone has a fair and just opportunity to be as healthy as possible. This requires removing barriers to health including access to quality, equitable healthcare. Learn more.

Taking Action

The Seattle Children’s Health Equity and Anti-Racism Action Plan has eight commitments and nine outcome measures for fiscal year 2022. Learn more about Seattle Children’s commitments over the next few years.

Commitment to Anti-Racism and EDI

Outcome measure

FY22 and FY23: Update Seattle Children’s values to include anti-racism to hold leaders and workforce accountable through the performance evaluation process.

June 2022 progress update

An initial draft of Seattle Children’s values-based behaviors and leadership qualities that incorporates anti-racist language will be shared with the HEDI Council’s Education and Leadership Committee and Inclusion Network leaders in June. Measures of accountability based on the updated language will be incorporated into the FY22 performance evaluations process.

Purpose and Decisive Action

Outcome measure

FY22: Link executive compensation to achievement of Action Plan outcomes.

June 2022 progress update

The Seattle Children’s Hospital Board of Trustees (the Board) reviewed and adopted a revised equity-related executive compensation model, which includes four equity related goals represented in the Action Plan. The executive leadership team is reviewing mid-year progress on the goals and will share with the Board in June.

Increase and Sustain Diversity

Outcome measure

FY22: Increase employee diversity by race/ethnicity to 40%, to further reflect patient population.

June 2022 progress update

The FY22 goal of 40% racial and ethnic diversity is tracked through quarterly milestones. The Q3 FY22 goal of 39.2% is being met, with a result of 39.3%. Ongoing work to increase employee diversity includes requiring hiring managers to attend inclusive and equitable recruitment training, redesigning the seattlechildrens.org careers site and incorporating new diverse recruitment videos, and expanding remote onboarding options for new hires.

Culture of Inclusion in the Workplace

Outcome measure

FY22: Improve scores on the Inclusion Indicator question “This organization values workforce members from different backgrounds” from 3.78 (FY21 baseline) to 3.82 out of 5. This represents a clinically significant increase. 

June 2022 progress update

The most recent Workforce Engagement Survey, conducted in fall 2021, provides a baseline score for this question of 3.78 out of 5. The target score for FY22 is 3.82 (out of a best possible score of 5), which represents a clinically significant increase. The Workforce Engagement Survey, including the question, “This organization values workforce members from different backgrounds,” will be administered to our workforce in Q4 FY22.

Include All Patients on the EDI Journey

Outcome measure

FY22: The Behavioral Response Project will replace Code Purple with an equitable and anti-racist structure that is co-created with patients and families to ensure it is culturally responsive and provides psychosocial support.

June 2022 progress update

The co-design process is complete, resulting in a set of draft recommended solutions. The project team is now identifying resources, defining new processes, and creating a robust implementation plan with the collaboration of many subject matter experts and leaders related to this work. 

Include All Patients on the EDI Journey

Outcome measure

FY22: Eliminate overall non-mucosal barrier injury central line associated bloodstream infection (non-MBI CLABSI) disparities for Black and African American patients and patients who use a language other than English.

June 2022 progress update

The dot color and symbol depict the completion status for the projects being implemented to reduce or avoid CLABSIs. Due to limited data and the risk of a single non-MBI CLABSI occurrence significantly skewing data, the non-MBI CLABSI rate will be reported yearly (October). Completed interventions include ensuring observation of care with central lines and transparency in data sharing with race ethnicity and language filter, and improving the formal CLABSI event review process with an equity perspective. Interventions to solicit feedback on central line care from patients who identify as Black/African American and patients who use a language other than English are in progress but behind schedule. Additionally, while the new CLABSI Champion LEAD program has launched, staffing shortages have resulted in these roles being reassigned from central line care to bedside care.

Listen to the Workforce, Patients and Families

Outcome measure

FY22: Improve the Family Experience Survey (FES) score from a baseline of 81.6% to 83.0% by Sept. 30, 2022. The target is set based on the performance of pediatric hospitals against whom we are benchmarked.

June 2022 progress update

After seeing an increase in the overall score on the “likelihood to recommend” question on the Family Experience Survey in the first quarter, the score has regressed to the baseline of 81.6% at the end of the second quarter. Day Surgery and the Emergency Department both improved in the second quarter — Day Surgery was unique in being the only survey area to surpass its annual goal. Unfortunately, Ambulatory and Inpatient survey results were lower, which pulled the overall score down. Ambulatory and Inpatient leaders have reviewed their results and have begun to implement a “get to green” plan.

Communicate Transparently

Outcome measure

FY22 Redesign reporting on anti-racism and equity, diversity and inclusion efforts and commit to quarterly reports.

June 2022 progress update

This report is the third of four reports committed to as part of the Action Plan, with the fourth scheduled for release in September 2022.

Lead the Way

Outcome measure

FY22 Contribute to the establishment of national health equity standards; actively engage through participation in the U.S. News & World Report Best Children’s Hospitals Health Equity/Disparities/Inclusion working group.

June 2022 progress update

Representatives from Seattle Children’s, along with people from 12 other pediatric hospitals across the country, participated in a U.S. News & World Report working group tasked with recommending a methodology to evaluate equity, disparities and inclusion in overall hospital quality assessment. New measures are incorporated into the recently released U.S. News and World Report 2022 survey; 2022-2023 Best Children’s Hospitals rankings release June 14, 2022.

Tracking Progress

Beginning December 2021, Seattle Children’s released Action Plan progress updates on a quarterly basis. Although the plan was released less than a year ago, some areas are showing measurable impact. Other areas require establishing the connections and structure needed to build toward long-term impact. View the latest progress update.

Representation Matters

Children’s aims to have a workforce that reflects the diverse patients and families we serve as well as a representative leadership team and Board of Trustees. Research shows this improves health outcomes, patient and family experience, and innovation. View the numbers.

We Are Listening and Want to Hear From You

Seattle Children’s is accountable to the communities it serves. Patients and families are invited to provide feedback on their experience at Seattle Children’s via surveys, and family advisors — parents and caregivers from our community — share their perspectives regularly. We continue to look for opportunities to invite patients and families to help design programs and service delivery to better serve those receiving care. Seattle Children’s workforce and community members also provided feedback on the Action Plan and shared their priorities.

Featured Stories

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Leadership and Collaboration

Progress toward becoming a leader in health equity and changing racist systems requires action by individuals, teams and at the organizational level. Accountability for direction setting and making change lies with leaders, but progress would not be possible without workforce and community members including the Action Plan Task Force; Health Equity, Diversity and Inclusion Council and committees; and Seattle Children’s Inclusion Networks

  • Dr. Jeff Sperring, chief executive officer
  • Myra Gregorian, chief people officer
  • Alicia Adiele, senior director of health equity, diversity and inclusion and director of the Center for Diversity and Health Equity

Health Equity and Anti-Racism Action Plan

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