Diversity & InclusionDiversity & InclusionAnnual Report9500 Euclid Avenue/UA20

Cleveland, Ohio 44195clevelandclinic.org

Office of

Cleveland Clinic: One of

America’s top 5

hospital systems

Dear Friends

Cleveland Clinic has made diversity an enterprise-wide strategic goal. We are determined to make

Cleveland Clinic a place where all are welcome to work, visit and be healed. We offer this 2009-2010

Diversity Annual Report to measure our progress and share our hopes.

Cleveland Clinic is proud to honor diversity in all its forms: Not only race and gender, but age, class,

disability, ethnicity, religion, sexual orientation and family life. As Northeast Ohio’s largest employer,

we recognize our responsibility to develop a workforce that reflects our communities. As a leading

provider of patient care, we are building multicultural awareness into our patient experience. As serving

leaders, we seek a wider dialogue with our neighbors, vendors and communities.

Our organization is fortunate to have Anthony Stallion, MD, to serve as chief community relations

and diversity officer. He leads our Office of Diversity & Inclusion, which oversees innovative programs

and initiatives designed to enhance diversity and multiculturalism across the Cleveland Clinic system.

I congratulate them on their excellent work.

Diversity and multicultural awareness will be of ongoing concern as we develop the healthcare system

of the future. Thank you for sharing our interest in this topic. I hope you will find much to encourage you

in this Diversity Annual Report.

Sincerely,

Delos M. Cosgrove, MD

CEO and President

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Employee Resource Groups (ERGs) help drive

the mission, vision and values of Cleveland

Clinic. ERGs welcome all employees to

participate in programs sponsored by these

groups that nurture the networking of people

who have the same diversity dimension. The

ERGs tie their activities and initiatives to the

enterprise strategic plan.

• African American Employees

• African American Physicians and

Professional Staff

• Circle of Healers Native American

• ClinicPride - Gay, Lesbian, Bisexual and

Transgender Employees

• Interfaith Network

• International Employee Resource Group

• Military Veterans’ Employee Resource Group

• Pan-Asian Employees

• SALUD-Hispanic/Latino Employees

• WISE (Women in Search of Excellence)

Female Employees

“ What you see here at Cleveland Clinic is not only the diversity of our patients who come from nearly 100 different countries, but employees from all over the world. We gain fulfillment from seeing employees enlightened through professional and personal development as they learn to apply and integrate their spirituality with their work and their service as caregivers.”

“ Reconciliation and the opportunity for change are brought forth in this continued effort by Cleveland Clinic and the community.”

“ It is wonderful to minister in a city where a renowned healthcare institution like Cleveland Clinic understands and invests in such a holistic gospel tradition and partnership.”

Employee Resource Groups

Don SinkoChief Integrity Officer

Life’s most persistent and urgent question is, What are you doing for others?”The Reverend Dr. Martin Luther King Jr.

Annual Martin Luther King Jr. Holiday Celebration and Interfaith Service

4 5

The Reverend Dr. Charles A. Bowie

Pastor, East Mt. Zion Baptist Church

The Reverend Max Rodas

CEO, Nueva Luz Urban Resource Center

CAREGIVERS

Cleveland Clinic created the Office of

Diversity & Inclusion as a key resource

to meet the needs of our patients,

their families and our employees – our

caregivers. We start with a diverse and

culturally sensitive workforce – one

that is aware of the differences among

us, and respects and appreciates

those differences. Next, we recognize

our ongoing work, which is building

skills, knowledge and understanding

of differences known as cultural

competency. Having the most culturally

competent caregivers will provide

the best care and experience for

our patients, their families and our

employees. We dedicate ourselves

to practicing this every day. Finally,

we want to create an inclusive

organization: An organization where

our caregivers represent the community

we are a part of and the patients we

serve. Inclusion is intentional and is

the planning and practice of our

diversity and cultural competency

initiatives. It encompasses all aspects

of Cleveland Clinic and is a necessary

component of our world-class care.

Cultural Competence

“ When you walk into a service organization and the caregivers working there are engaged and bringing all of themselves to work, everyone feels that. We recognize building the best culturally competent caregivers requires skill building. We support that and have opportunities to do that every day.”

“ Cleveland Clinic is a leader in patient satisfaction because we make it a priority. We are all caregivers - we care for our patients and we care about them.”

Joe PatrnchakChief Human Resources Officer

James Merlino, MDChief Patient Experience Officer

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21 Diversity Councils

Olga Stenina, PhDMember, Diversity CouncilLerner Research Institute

The bottom-up leadership of Diversity Councils provides a vehicle for discussions of diversity issues,

peer-to-peer engagement, learning and accountability. The insight that they bring provides enormous value

to the organization. Their constant focus on raising the bar in service to others exemplifies them as true

serving leaders.

“ We think of ourselves as change agents. It’s our responsibility to help sustain a high-performing and inclusive work environment. Our pool of knowledge and experience comes from all over the world. We are able to share the perspectives of many different cultures and viewpoints.”

Mentoring Circles

Mentoring Circles brings together a diverse

group of employees, identified by their

managers as capable future leaders, for

informal talks with senior leaders to

support the professional development of

the participants.

“ The support, encouragement and candid advice that I receive from trusted mentors build confidence. I am now better prepared to navigate the professional world. I have a greater ability to see beyond my present to unlimited possibilities in the future. So many people have helped me along my journey. The best way for me to show my gratitude is to help others in the same way.”

“ In my career, I’ve had several mentors who have been invaluable to me. They have guided, counseled and advised me and given their time with no expectations of getting something back. I’ve always had the desire to do this for others.”

Cindy HundorfeanChief Administrative Officer

Toya GorleyProgram Manager, Service ExcellenceOffice of Patient Experience

8 9

Pictured: Front row of 3: Linda McConnell, Metin Aytekin, Maricruz Rivera; Second row of 4: Jeanne Mattern, Sudesh Agrawal, Olga Stenina, Natalia Lerner; Back row of 3: Mike Berk, Kylie Drake, Antoinette Hillian

partners

Supplier DiversityWe have a three-pronged approach

to attracting more minority-owned

business enterprises (MBEs) and

women-owned business enterprises

(WBEs) while supporting the

development of a skilled trades

workforce for the healthcare industry.

Cleveland Clinic works to widen the

vendor pool by connecting existing

qualified WBEs and MBEs to current

bidding opportunities. We encourage

vendors not currently certified as

Cleveland Clinic suppliers to work with

our community partners who have

created training programs specifically

for our hospital system.

10 11

“ The Union Construction Industry Partnership-Apprenticeship Skills Achievement Program (UCIP-ASAP) at Cleveland Clinic was a key to boosting my career as a locally employed, union commercial painter. A company with a solid foundation of being a culturally diverse employer took a chance on me because of the good reputation of Cleveland Clinic’s program.”

Cinnamon Carswell Participant, UCIP-ASAP

Larry L. JacksonPatient

Charles Modlin, MDExecutive DirectorMinority Men’s Health Center

Minority Men’s Health Fair

Minority Men’s Health Fair is

a unique culturally sensitive

community benefit open to all

men. Participants have the

opportunity to undergo free

comprehensive health screenings

to aid in the elimination of health

disparities especially observed

in minority males. After the event,

patients have the option of

follow-ups in our weekly clinics.

“ Doctors at the Minority Men’s Health Center diagnosed me with both prostate cancer and kidney cancer. Thankfully we caught my conditions in time.”

“ So many of these men who come to the Fair have not had regular visits to a doctor. Our health screenings can help prevent the onset of serious medical conditions or detect conditions while in early treatable stages.”

Universal Sisters

Alexandria Johnson BoonePatientPresident & CEO, GAP Communications Group

Linda Bradley, MDCo-ChairUniversal Sisters

“ It was a Saturday morning and I just didn’t feel like going to the conference. But I made myself go and it might have saved my life. I discovered at Universal Sisters that I am a diabetic. I also learned I have diabetes, it does not have me.”

“ Universal Sisters makes a difference in the lives of African American women, their families and their communities by promoting self-care reform.”

Women of color have unique health concerns. Each

year, this program educates, informs and motivates

women to make life altering changes in diet, exercise

and spirit that will improve their health.

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communicate

Communication is a

common challenge. This issue

can be especially complex

in a clinical setting as diverse

as Cleveland Clinic.

Employees whose primary language is Spanish can enhance their workplace

English. Non-Spanish speaking employees can receive training that covers frequently

used healthcare terms and expressions with translations and easy pronunciations.

“ Communication for Impact helps physicians and research scientists modify their speech patterns and foreign accents. This helps them improve their communication with patients and families, with colleagues during rounds and in meetings, and with students in teaching. We custom-tailor our program for a variety of accents from around the world.”

“ It’s made a big difference. I believe that people like me who trained in this program have benefited greatly, and prospective learners will be substantially rewarded.”

Amee Shah, PhD Communication for Impact

Language Enrichment Programs

Qingping Yao, MD, PhD

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leadership

Clinic Solutions: Mini–case competition

“Clinic Solutions brings students from a variety of schools right to

Cleveland Clinic to discuss and contribute unique ideas that help

further the organization.”

Monyett MoragneSystem Analyst

Clinic Solutions ‘08

“ We choose a relevant management topic each year for the students to explore and we often focus on emerging global trends. The program provides our leaders with an opportunity to hear fresh perspectives and hear what up-and-coming management professionals are thinking.”

Marc Harrison, MD CEO, Cleveland Clinic Abu Dhabi

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“ At Cleveland Clinic, we view diversity as a core value. It applies to the work we do every day as we strive to provide world-class care to all of our patients.”

“ These types of multicultural interactions will provide tools that, in the long term, will benefit the care that patients with multicultural backgrounds receive. Being part of a minority group not only empowered me but also helps other clinicians to learn through me from my culture.”

Eric Mayer, MD

Lucy Beth Nieves Arriva, MD

Residents/Fellows

18 19

The Mentorship Program

for Residents and Fellows

“matches” underrepresented

physicians and medical and

research students at Cleveland

Clinic. This network supports

the recruitment efforts of

the offices of Professional

Staff Affairs and Diversity

& Inclusion as awareness is

raised about opportunities at

Cleveland Clinic.

Cleveland Clinic Young Business Leaders (CCYBL)

Carlos BravoLincoln West High School, ‘12

For 8-weeks in the summer, high school summer interns gain experience working in Cleveland Clinic’s finance,

marketing, human resources, law, innovations, operations, community outreach and diversity & inclusion

departments. Students are tracked throughout high school and beyond with a longitudinal goal of conversion

back to Cleveland Clinic after college graduation.

“ CCYBL helped me understand how business leaders work closely with physicians and other clinicians, to provide the best in healthcare delivery.”

Pictured: Front Row (from left): Jasmyn Shumate, Nicole Rhode, Julian Turner, Brittany Jones. Back Row (from left): Shereena Johnson, Carlos Bravo, Breanna Aponte, Morgann Davis

“ It is because of Saturday Academy that I am excelling at a higher and much more professional level than my peers here at college. When I advanced to Aspiring Physicians, Cleveland Clinic doctors and researchers took the time to mentor and coach me on preparation now, for medical school.”

“ APRSC provided the doorway to a comprehensive and invaluable biomedical training experience in Dr. Eng’s lab that laid an excellent foundation on which to build my graduate work in clinical translational research.”

“ It is vital that we grow and nurture our next generation. The more diverse the workforce in biomedical research, the more effective the research enterprise will be. Student internships play a vital role in such succession planning and these students represent our legacy in healthcare.”

Briana Walker Hampton University ‘13Aspiring Physicians & Research Scientists Conference Participant ‘10Saturday Academy ‘09

Cindi LewisUniversity of Rochester, Translational Medicine, PhD ProgramResearch Student-Intern, Dr. Charis Eng’s Lab, ‘10Aspiring Physicians & Research Scientists Conference Participant ‘09

Charis Eng, MD, PhD Chair and Director, Genomic Medicine Institute

Arlayna LewisSt. Martin De Porres High School, ‘13 NEOREMA™ Northeast Ohio Research Education Medicine AllianceSaturday Academy ‘11

MD/PhD Project

“ Saturday Academy is a phenomenal program. It affords students of high academic achievement the opportunity to gain valuable information about careers in medicine.”

“ Saturday Academy gave me the confidence I neeeded to believe I can excel in college.”

Yvonne SimsSaturday Academy Facilitator

Julius RobinsonCleveland Heights High School ‘10Saturday Academy ‘09University of Alabama/Birmingham ‘14

The MDPhD Project is designed to increase the

number of African American, Hispanic Latino,

Native American and Pacific Islander physicians,

research scientists, physician investigators and

physician leaders. The pipeline consists of several

programs that provide high school to college

students unique access to resources that help build

their clinical, research and critical thinking skills

sets as they pursue careers in healthcare.

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“ I was so interested in the knowledge that I gained about genetics during my summer NEOREMA experience that I did more research on my own. It opened my eyes to a world of science that I did not know existed.”

RewaRd

SucceSS

Supplier Diversity

By The Numbers 2009 – 2010 % Spend

2010 Corporation of the Year

Supplier Diversity

Presented by Northern Ohio Minority

Supplier Development Council (NOMSDC)

22 23

N o r t h e r n O h i o M i n o r i t yS u p p l i e r D e v e l o p m e n t

C O U N C I L

CONSTRUCTION BY PROJECT

CONSTRUCTION/SUPPLY CHAIN

CONSTRUCTIONSUPPLY CHAIN

2009

11.17

17.7

2010

6.3

21.3

Nat’l Avg

2

ClevelandClinic2009

ClevelandClinic 2010

11.2

9

21

DiversityIncTop 50 Top 10

9.8

MINORITY & WOMEN BUSINESS ENTERPRISE

WBEMBE

Global Cardio Innovations

Center

26.6

29.2

E. 89THGarage &

Service Center

12

9.6

Hillcrest Hospital

20.9

15

Huron Community

Health Center

31

8

Twinsburg Family Health & Surgery Center

18.3

2.1

Avon Family Health & Surgery Center

22.9

13.7

Cleveland Clinic

Laboratories

19

5

24 25

Work Force Demographics 2009 – 2010

AA – African AmericanAI – American IndianA – AsianH/L – Hispanic/LatinoO – Other WHT – WhiteW – WomenM – Men

AA AA

AA

AA AA

O O

O

O O

4.7

31.1

7.2

3.29.2

0.2 1

1.0

2.1 0.7

AI AI

AI

AI AI

WHT WHT

WHT

WHT WHT

0.3 0.3

0.3

0.5 0.4

90.8

62

81.3

65.9

84.4

1.9 3.5

2.3

4.61.7

50.9

21.5

29

65.3

7.9

A A

A

A A

H/L H/L

H/L

H/L H/L

W W

W

W W

M M

M

M M

2.12.1

7.9

23.7

3.6

49.1

78.5

71

34.7

92.1

ExECUTIVE MANAGEMENT NON-MANAGERIAL

MANAGERIAL/PROFESSIONAL

PHYSICIANS NURSES

Data includes: Main Campus, Community Hospitals, Nevada and Florida; Nurses include direct and indirect patient care (excludes management); Physicians include residents/fellows

% WORK FORCE % WORK FORCE

% WORK FORCE

% WORK FORCE % WORK FORCE

CREDITS

Office of Diversity & Inclusion Staff

Anthony Stallion, MDChief Community Relations & Diversity OfficerExecutive Director, Professional Staff Diversity

Le Joyce NaylorExecutive Director, Diversity & Inclusion

Deborah BellAdministrative Director, Community Relations & Diversity Division

Elaine ChambersSylvia DavisAngela EichelbergerAndres GonzalezEleanor HayesAmy M. HochadelSalena JonesDonna SkurzakNormella Walker

The Cleveland Clinic Diversity & Inclusion Annual Report was produced by: Ken Baehr, Cheryl Combs, Paul Durrant, Andres Gonzalez, Eleanor Hayes, Marjie Heines, Amy M. Hochadel, Willie McAllister, Tom Merce, Sylvia Morrison, Tony Morrison, Steve Szilagyi, Steve Travarca, Normella Walker, Kevin Ziegler, Möbius Grey LLC, Quez Media.

View our Diversity Annual Report online at www.clevelandclinic.org/diversity.

Dear Community Member,

As you have seen in this report, Cleveland Clinic is committed to a diverse and inclusive environment

for everyone who walks through our doors.

Each day our caregivers come to work dedicated to carrying out our mission: “To provide better care

of the sick, investigation into their problems, and further education of those who serve.” Our mission

has guided our team approach to providing care with a focus on always putting patients first.

As a recognized leader in innovative healthcare, Cleveland Clinic also strives to be a leader in

organizational diversity practices. When we share different ideas, we stimulate and enhance

understanding—which is essential to delivering the best outcomes and the best patient experience.

We value the dialogue that comes from building alliances with you, our community members and

leaders, and look forward to continued collaboration.

Thank you for your support of Cleveland Clinic.

Anthony Stallion, MD

Chief Community Relations & Diversity Officer

Cleveland Clinic: One of America’s top 5 hospital systems.