DE-ESCALATION
COMPLAINTS
§ Complete initial work including review of training materials, identification of key roles for a deescalation
team, and review and handoff of de-escalation pathway for implementation as a first
pilot in pediatrics.
PROCESS
§ Implement a de-escalation process that has been approved by the UCSF Health Senior Executive
Team.
CANCER SERVICES
§ Develop tool kit for managing scenarios in which patients demonstrate microaggressions or
overt aggressions with racist and other discriminatory behavior towards health care workers.
CLINICAL CARE
USE OF RACE IN REPORTING
§ Identify and eliminate inappropriate uses of race in the reporting of test results in APeX for UCSF
Health and affiliate users of the UCSF Health instance of APeX.
BLOOD PRESSURE CONTROL
§ Achieve the 90th percentile (72.3%) for blood pressure control in the African American patient
population in primary care.
EQUITY IN VIRTUAL CARE ACCESS
§ Implement one data analysis, and design and pilot one operational intervention to improve
virtual access and/or virtual care in support of improved health and/or employee equity,
diversity, and racial justice.
RESIDENT-RN COUNCILS
§ Revitalize and repurpose existing RN-MD resident council to convene as a task force to improve
teamwork, collaboration and communication among front line RNs and MD residents.
PROCUREMENT
SOCIAL IMPACT THROUGH PROCUREMENT - OUTREACH
§ Hold event for Black- and Latinx-owned businesses to inform and connect them to UCSF
procurement and contracting opportunities with our capital projects, especially smaller project
scopes for businesses without experience working with UC’s contracting requirements.
SOCIAL IMPACT THROUGH PROCUREMENT– BASELINE DATA
§ Collect and analyze procurement data to determine share of contracting awarded to Black and
Latinx owned businesses by category (e.g. planning, design and engineering professional service
contracts). Data will serve as baseline to measure improvement in outreach leading to
increased contracts with Black- and Latinx-owned firms.
INCLUSIVE AND DIVERSE PROCUREMENT
§ Expand panels of vendors and/or external partners in two categories within strategy and
marketing/brand (e.g. strategic advisory services, marketing, independent valuation, design) to
include representation of businesses owned and/or led by minorities. Perform gap analysis to
determine share of vendors by category as baseline for improvement.
PAYER USER GUIDE
§ Partner with Health Equity Council’s Data Equity Taskforce to publish user guide that describes
how to use payor as an equity-related variable for users across the health system.
WORKFORCE
ANCHOR INSTITUTE
§ Gain endorsement from Anchor Steering Committee of top two frontline to mid-level career
paths by June 30, 2021.
WORFORCE PIPELINE
§ Create early workforce pipeline for underrepresented minorities in Healthcare Administration
Pathways by building on current BCH Oakland Community Health & Adolescent Mentoring
Program for Success program. Add education on health care administration career pathways
and six-month administrative internship including rotations with BCH executive leaders and
participation in a key executive-sponsored project.
HIRING PROCESS
§ Develop measurement tools to assess the experience of Black and Latinx applicants as they
move through the hiring process. Identify ethnic and racial profile of candidates as tracking race
at milestones such as a) apply for jobs, b) are screened as qualified for jobs, c) are interviewed,
d) are offered jobs, e) accept jobs, and f) successfully complete their probationary period.
ADVANCING BLACK & LATINX PATHWAYS
§ Develop outreach program to provide Black- and Latinx- identified students from underserved
Bay Area communities with career pathways to build skills that translate into future
opportunities. Include educational and career counseling, exposure to Black and Latinx
practitioners in careers such as health care technicians, the trades and other support services.
ADVANCING BLACK PATHWAYS
§ Develop apprenticeship program to provide Black-identified students from historically black
colleges and universities with skills that translate into potential future opportunities. Include
intensive experiential learning, training, coaching, and exposure to career pathways.
FINANCE RECRUITMENT
§ Ensure that recruiting practices in finance require leaders to use a variety of mechanisms to find
potential job candidates with diverse backgrounds. Partner with HR and identify ways to seek
diverse audiences for potential candidates. Goal will be monitored quarterly by finance
leadership.
FINANCE INTERNSHIP
§ Establish administrative internship program within finance for individuals with diverse
backgrounds to learn health care finance function and skills, to help individuals find future
employment in these core areas. Eligible candidates will be Black or Latinx and may take a paid
or unpaid, full- or part- time internship at UCSF Finance for a period of three to 12 months.
AFFILIATES RECRUITMENT
§ Promote diversity, equity and inclusion in UCSF Health Affiliates Network. Implement UCSF
recruitment best practices in at least one affiliate search process in order to attract diverse and
talented executives in a senior level executive recruitment.
TRAINING
DEI TOOLKIT AND TRAINING PROGRAM
§ Develop toolkit and training program that support improvement specialists and other relevant
members (e.g. MD/RN QI champions and medical directors) of the UCSF community. Goal of this
effort is to drive increased capacity for disparity reduction efforts leading into FY22 by
integrating into the broader improvement infrastructure.
DEI TRAINING INFRASTRUCTURE
§ Participate in process of developing the infrastructure for tracking and implementing DEI
training participation by staff and managers under the health system COO.
DEPARTMENTAL OPPORTUNITIES
CONCIERGE SERVICES
§ Increase opportunities for Black/African American and Hispanic/Latinx staff in Concierge
Services department to increase knowledge, experience and management promotion potential
through exposure to work in concierge services, strategic planning and UCSF Health Network
Affiliates Division not part of their current responsibilities. Opportunities to include auditing,
assisting and participating in projects.
BIRTH CENTER
§ Birth Center anti-racism training (including small focus groups and staff education) for each
member of the nursing team.
PATIENT AND FAMILY ADVISORY BOARD (PFAC)
§ Increase diverse representation of patients on Women’s Health PFAC.
HUMAN RESOURCES
§ Foster greater sense of belonging in human resources by furthering strengths-based culture.
100% of HR staff, hired before April 1, 2021, complete a Strengthfinders assessment within a
Strengths course and 10 HR staff/leaders complete the training to be a Clifton Strengths coach.
CLINICAL SYSTEMS AND HEALTH INFORMATICS
§ Identify a starting catalog of systemic racism, policies, practices, or customs that exist within the
Clinical Systems and Health Informatics teams.
CANCER SERVICES
§ Establish Adult Cancer Services Diversity & Anti-Racism Committee that creates forum for work
towards achieving racial equity. Align with work of diversity committees of smaller cancer units
and broader organizational work; improve patient experience; translate minimum of five patient
education materials into Spanish; complete six anti-racism lecture series events.
OFFICE OF COO: ASK ME ANYTHING
§ Participate in development and execution of health system COO “Ask me Anything”
conversations with team members from departments/units in which engagement is low.
OFFICE OF COO: GALLUP INFRASTRUCTURE
§ Develop Gallup-focused group infrastructure interventions related to belonging. Speak with staff
to understand how current conditions play a role in causing racial tension.
INFORMATION TECHNOLOGY
§ Establish UCSF IT department diversity, equity, and inclusion (DEI) champion program offering
safe place for employees to discuss DEI-related issues, concerns, events, and ideas. Enhance
culture of diversity, equity, and inclusion through completion of an online unconscious bias
training for 100% of IT managers and 50% of IT staff followed by facilitated discussions with
100% of IT teams on the subject.
EDUCATION
RESIDENCY DIVERSITY
§ Ensure diversity of our residency programs. To shape research, education and patient care in a
way that creates health, health care and educational equity and opportunity for all, the School
of Medicine must strengthen the recruitment of diverse students and residents.
STUDENT DIVERSITY
§ Ensure medical student diversity. To shape research, education and patient care in a way that
creates health, health care and educational equity and opportunity for all, the School of
Medicine must strengthen the recruitment of diverse students and residents.
INTEGRATE RESIDENTS INTO DEI
§ Integrate residents representing organized graduate medical education diversity, equity, and
inclusion efforts into the UCSF Benioff Children’s Hospitals’ DEI committees and processes.
Strengthen the recruitment of diverse medical students and residents.
PHARMACY
§ Make leadership rotation mandatory for next PGY1 residency class.
