As we strive to remain New York City’s health care “employer of choice,” we continue to enhance our reputation for high-quality, attentive care by mirroring the communities and patients who rely on us. By continuing our efforts to make our diversity initiatives part of our day-to-day operations, we’ve added multiethnic, primary care doctors and bilingual members to our staff while providing senior-level employees with tools for fostering diversity and inclusion within our organization.
Diversity is not just about hiring more “minorities.” It’s about better serving our patient and employee populations. We can’t treat our patients in the most effective manner if we don’t represent and understand these cultural populations. This approach has helped us open a dialogue and begin to brainstorm ways to provide our associates with the means for embracing diversity and inclusion within our organization.
Continuum’s diversity management strategy is intended to foster and maintain a positive workplace environment. We aim to promote recognition and respect for the individual differences found among our workers. Specifically, we encourage associates to be comfortable with diversity in the workplace and develop an appreciation for differences in race, gender, background, sexual orientation or any other factors that may not be shared by everyone working in the same area of the organization.
In general, the underlying principle of diversity management has to do with acceptance. While individuals retain their own sense of values and ethics, we encourage people to recognize that not everyone is alike. Rather than being intimidated or prejudiced by those differences, Continuum associates are encouraged to accept the fact that there are diverse interests, diverse values, and diverse physical and emotional characteristics present within the office environment. Further, the diversity present in the work place should not hamper productivity or create conflict. Instead, it may function as helpful attributes that promote the attainment of the goals and objectives of the department, often making it possible for productivity levels to increase dramatically.
We recognize that successful diversity management is not an overnight task. Often, the process of fostering a more accepting work environment takes time and dedication. Through the ongoing development of initiatives to positively impact Continuum associates at all levels and remaining open to new ideas, we will eventually make a huge difference in creating a work environment consistent with the tenets of inclusion and respect. We encourage associates to be comfortable with diversity in the workplace and develop an appreciation for differences in race, gender, background, sexual orientation or any other factors that may not be shared by everyone working in the same area of the organization. By recognizing our differences we are able to become a stronger organization that helps our associates overcome challenges and empowers them to step outside their comfort zones.Sincerely,
EVP/COO and Co-Chair
Chief Cultural Diversity
Officer and Co-Chair