Organizational Equity and Inclusion. In order for Olympic Medical Center to be the best place to receive care and work, patients and staff need a diverse and valued workforce. An important aspect of providing quality patient care is to be culturally sensitive to the diversity of our patients and staff, and to act in bias-free ways. As part of achieving these goals, labor and management agree to begin joint work toward the goal of a strategy to achieve a workplace that embraces and demonstrates Organizational Equity and Inclusion. The Employer will provide and pay any applicable fee for a professional facilitator to give members of the Labor Management Committee training to increase skill and awareness on hidden bias, cultural competency, and conflict resolution, to include bullying and harassment. Such training will be provided within 90 days of ratification. The Labor Management Committee members who attend the training will be compensated for hours worked for the time spent in training. At the first Labor Management Committee meeting following ratification, the topic of organization culture, equity, and inclusion will be on the agenda so that goals can be established and joint work will begin. The topic will remain a standing agenda item. Any concerns about culture, bias, or discrimination of any kind shall be included in the discussion. The Labor Management Committee will look at trends for identifiable training needs and create a training plan. Topics may include, but are not limited to concerns related to discrimination, harassment, bias and/or prejudice. Olympic Medical Center is committed to fostering an environment in which individuals are treated with respect and dignity, and discussion at Labor Management Committee will promote awareness and improvement. The Employer will provide Labor Management Committee with data related to specific concerns about organizational equity and inclusion upon request, anonymized where necessary. In addition, the Employer will provide the following data when requested: Policies and practices for responding to discrimination Policies and procedures related to equity and inclusion There will be no retaliation for speaking out about discrimination concerns. Olympic Medical Center prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
Organizational Equity and Inclusion. Issues regarding equity and inclusion of employees at the Hospital shall be a standing Labor Management Committee agenda item, and the committee shall identify and develop data to inform its advisory role. Such data could include, but is not limited to, Employer EEO-1 demographic data reports, data regarding work status changes for bargaining unit members (subject to employee confidentiality accommodations), and employer policies relating to discrimination and equity and inclusion. The Labor Management Committee will attend a one-day training intended to increase skill and awareness on hidden bias and cultural competency and to promote a better understanding of bias concerns that arise during the course of the Committee’s work. The Committee will jointly select an independent facilitator within nine (9) months of ratification with the intent of completing the training within twelve (12) months of ratification. The Committee may consider whether to recommend extending training or elements of the training to additional bargaining unit members and/or management representatives as an aspect of being responsive to issues of equity and inclusion brought before the Committee. There will be no retaliation to any employee for raising complaints of discrimination or bringing discrimination concerns to the Committee.
Organizational Equity and Inclusion. (OEI) During negotiations for the 2019-2023 successor agreement, the parties agreed to the following regarding a new staff focused Organizational Equity and Inclusion (OEI) Joint Labor Management Committee. Patients and staff alike deserve a diverse and valued workforce where everyone is treated with respect, dignity, and equity. Each and every caregiver is entitled to a just and supportive work environment, where all caregivers are treated with dignity and respect, regardless of sex, race, age, disability or any other personal characteristic. The Employer will commit to work with the Union to enable greater accountability, culture change, prevention, reframing, resourcing, and systemic change.
Organizational Equity and Inclusion. In order for Behavioral Health Resources to be the best place to provide mental health care and work, patients and staff need a diverse and valued workforce. An important aspect of providing quality patient care is to be inclusive of all clients and staff and to act in bias-free ways. As part of achieving these goals, labor and management agree to begin joint work, which will include data sharing and training, toward the goal of an action-based systemic strategy to achieve a workplace that embraces and demonstrates Organizational Equity and Inclusion.
