Signals of progress, Signs of HOPE

The work of racial justice will be a marathon, not a sprint. There will be milestones along our journey to becoming an anti-racist institution. In the short-term (Fall 2020), the HOPE Commission will coordinate a systemwide engagement process to develop a 2021 workplan. Based on workplan implementation and insights, we will develop greater capacity as individuals and an organization to deepen our work in 2022 and beyond. Whenever possible, we’ll make change quickly. At the same time, some changes will take more time, and we are committed to long-term transformation. At this early stage, thanks in part to recent suggestions from employees, successes include:

  • DATA COLLECTION IMPROVEMENTS. We need to do a much better job understanding issues like the disproportionate impact of COVID-19 on various socioeconomic groups, and that means better data collection. On this front, major upgrades are underway. At first blush, this may seem dull and unimportant. But management guru Peter Drucker explained the importance of it well when he famously said: “You can’t manage what you don’t measure.”
  • SPEAKING OUT ON POLICING REFORM. We joined other members of the Minnesota Business Partnership in calling for legislative reform of Minnesota law enforcement practices, such as training police officers in de-escalation techniques, training officers in working with people from different cultures, creating a special state government unit to investigate all officer-involved shootings, and making it less difficult to remove police officers with records of abuse.
  • ENCOURAGING VOTING. Recognizing that issues of equity are influenced by the outcomes of elections, we signed onto the VotER initiative to expand access to voting. The campaign will allow care providers to opt in to provide information about voter registration in a quick and easy, non-partisan way to increase participation and improve the civic health of our community.
  • EXECUTIVE LEARNING AND DEVELOPMENT. The M Health Fairview executive leadership team will undergo additional equity and inclusion training to strengthen their abilities to shape and lead an inclusive organizational culture for our employees, patients, and communities. Beginning in Fall 2020 the ELT will utilize the Intercultural Development Inventory in order to assess and expand individual and organizational capacity on our journey to becoming an increasingly anti-racist institution.

As the HOPE Commission efforts to lift up the work of those addressing issues of equity on the frontlines of our organization continues, we will continue to update about progress and success here.