The need for diversity and participation in the health sector

When discussing various issues with the healthcare industry — or any industry, for this — it is important to differentiate between multiple departments and levels in the big picture. For example, the gym may have differences between its customers and its ground staff, but not between those in government. A large content developer can display different styles in his ads but he will not consider a unique idea when building the marketing campaign.

In addition, it is always important to understand that diversity does not necessarily mean inclusion and inclusion. Simply put, people can be brought into the room, but if they are not welcomed, valued, and appreciated, inclusion and authenticity cannot really exist.

Last week, the second edition of ACE’s Black History Month Dialogue Series by ACed welcomed Cedric X. Bryant, Ph.D., FACSM, ACE president, and chief technology officer. While the first section focused on health, public and physical equality during COVID-19, this discussion focused on the need for diversity and participation in the health sector.

The conversation began with McLean providing an example for a long-distance gym. On the first floor, there are several lanes and lanes. But climbing stairs is becoming more and more difficult on every staircase. The conditions of entry, represented by this building, are different, but each floor is above, as you move through the management work, a group of educated people in the industry, grows smaller. But as we begin to minimize what we say, we find that some parts are different from others. ”

That said, Akpan has seen growth in the 20-plus years in the industry. He said, “A company is growing bigger today than it used to be,” recalling a health conference he attended when he was first certified.

Going back to the building model, McLean explains, “We need to think about how to increase the diversity of the planet by increasing space or by reducing the barrier of entry.” He continued: “To get to the roof, we needed a way to get to the top so that we could increase the variety of ranks at the senior and senior levels.

Actions that companies and corporations can develop to create those approaches include:

• Create a workforce of external staff and experts to review the situation, create a plan, and, more importantly, make the plan

• Consent intentionally with their work procedures to reduce barriers to entry

• Scholarships to pay for certification and further education

• Provide project development plans and implementation programs

• Program setup

• Choose people of color as experts in programming and programming, especially in areas where their culture is not part of it, including business, brand development, and scientific development.

The fact that Akpan sees an increasing number of people of color among providers of major corporate events is an example of representation among leaders in the healthcare industry, as well as among those teaching others to be future leaders. . He explained: “As a fitness enthusiast, as well as a coach and teacher, every time I walk into a room and see [someone of color] shows me, I immediately think that it helps me more to connect with the message, to learn the message.

As a company, we must start choosing the right people to have the opportunity to take on those jobs. As more people of color enter the health care industry and move to the head position, whether in the room or the same gym and conference room, the facilities will become more welcoming and relevant to clients see the current location for them and their gym.

This need covers all parts of the company. It always seems to me that I don’t teach that kind of thing, but I do, and I’m not on my way to the office. “If a 20-year-old company employee feels this way, imagine how a newcomer to the gym might be walking into a company that doesn’t care about his experience.

McLean agrees and says representation is valuable from all perspectives. From an industry, healthcare is a business, as well as having a diverse perspective on decision-making often allows companies to prosper. On the part of the staff, the spirits are high, they work and bring a unique experience to the table, and those experiences reflect the creative and innovative things that cannot happen if people of color do not have chairs and tables. And from a customer / end-user perspective, McLean says, “People love to support and collaborate in a company that has similar employees. It’s a great way to build customer loyalty and service, but it will also have a positive impact on the brand. “

Understand the different processes of health care

There is no doubt that racism and xenophobia have truly taken hold in the healthcare industry. During this talk time, McLean and Akpan share stories of familiar and colorful people. They come from McLean because the so-called racial profiling on earth is good, they see people with less experience making more money than him and they tell them that we “did not listen to the rap” of a former member of the health team that he had never seen. Akpan contacted the club members as “the black teacher” and asked to show a title that his teammates did not have to produce. Akpan showed a good sense of humor that if customers could call someone “the black master” and everyone knew whom they were talking about, that was a clear indication that there wasn’t much of a difference between his employees.

Among the many reasons for these disturbing reports is the fact that they contradict the content of the main points that health educators and exercise professionals make every day: building trust, relationships, relationships, communities, and connections.

According to Akpan, exercise professionals are always ready to learn. They work with clients of varying degrees, intentions, and injuries, and are open to learning more than they can help any client. The conversations described above represent a major barrier to the first session of the first meeting, which he believed came from the lack of information confidence, without looking at his experience or what he brought to the table, not even trying it. Trust is so important that it doesn’t even allow you to start building trust and relationships.

In Conclusion

Despite previous reports, McLean and Akpan are optimistic as they both see the progress being made within the industry.

This is clearly demonstrated in a marketing campaign that is growing and representative.

But are you changing the invisible areas of your business? Over the years, countless companies have engaged through social media and other means to be part of a permanent solution, to tackle issues related to social justice, on the other hand, to l equality and inclusion. Now, as Akpan points out, the time has come for them to act on what they themselves have said is important. “I’m waiting for the promises to be kept,” he said.

Dr. Bryant argues that it all comes down to two things: purpose, which involves focus and intention to do the things necessary to make the necessary change, and commitment. “Both are necessary,” he says, “if we are to see meaningful and consistent progress when we talk about equality in inclusion…. It’s easy to make a statement and donate, regardless of the statement, but it takes good intentions and commitment to really make a difference. “