Common use of Organizational Equity and Inclusion Clause in Contracts

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. 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. 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.