Action Plan for Advancing Diversity, Equity, Inclusion and Anti-Racism FY2022

The DEI/AR Council is proud to present our second annual Action Plan for Advancing Diversity, Equity, Inclusion and Anti-Racism for the UCSF Benioff Children's Hospitals in FY2022. This strategic plan was created collaboratively by the BCH DEI/AR Council, Senior Leadership, Executive Leadership, and the Board of Directors. Moving forward, the work must continue to be collaborative since we know that the impacts of diversity, equity, inclusion and anti-racism occur at individual, institutional and systemic levels.

This is an exciting time as we have commitments from BCH leadership to take on issues of health disparities, social justice, bias and racism. In our needs assessment, the majority of BCH employees recognized and embraced that we work in an institution that has at its core the mission to provide the best healthcare to every child. At the same time, Blacks, Indigenous and People of Color (BIPOC) and other groups (LGBTQ+) experienced disrespect and excluding behaviors most often in our workplace. And our analysis across BCH job categories shows that the most common race/ethnicity is White amongst management and professionals while BIPOC predominate among administrative support and service workers. We cannot provide the best healthcare to all children when we have such disparities in our workforce, when we perpetuate racist structures.

This is our time to build an institution that is safe for all who enter. This is our time to speak the hard truths and to hold one another accountable. This is our time to be intentional in our thinking and in our actions. Our Action Plan for Advancing Diversity, Equity, Inclusion, and Anti-Racism for the UCSF Benioff Children's Hospitals is about our behaviors and our priorities. We embarked on this journey together two years ago and have come very far. There is much further that we have to go, there is much that we have to do. And we can do it if we do it together, with courage, with spirit and with love.

Problem Statement

UCSF BCH, an anchor institution embedded in systemic racism, has made initial progress, but targeted strategies are needed to address inequities in recruitment, hiring and advancement of Black, Indigenous and People of Color (BIPOC) and other groups including LGBTQ+ communities. Equally operable is the negative impact of individual biases and their contribution to these inequities.  A problematic climate exists whereby BIPOC at BCH are less likely to feel respected and have more often experienced/ observed excluding behaviors. These workforce inequities and this problematic climate contribute to disparities thereby undermining our vision to be the best healthcare provider. While this plan is primarily focused on workforce, subsequent DEI work will assess, and address as identified, disparities in healthcare, outcomes, and patient experience


To build an institution that is rooted in justice and equity to nurture an inclusive culture and to cultivate and implement effective strategies for the just and equitable provision of education, discovery, and patient care.



To build an empathetic, supportive and equitable environment for the present and future UCSF Benioff Children’s Hospitals community.



BCH values all employees by embracing their diverse talents, perspectives, and experiences, and fostering inclusion that inspires innovation, encourages respect and promotes unlimited success.



To attract and sustain a diverse workforce by recruiting, hiring, developing and retaining high-performing employees who work collaboratively to carry out the mission for BCH.


Guiding Principles

  • Cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and further retention.
  • Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.
  • Assess internal talent to create a high-performance, sustainable organization to meet its strategic and operational goals and objectives.
  • Recruit from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments of our society.


Areas of Priorities





Culture and Climate

  • Revise DEI/AR survey to align with engagement surveys within UCSF and across BCH
  • Leverage 2021 UCSF Climate Survey to glean BCH specific data from the 
  • Create DEI action plan template aligned with the UCSF equity roadmap
  • Revised DEI/AR Assessment survey disseminated by end of Q3 2022
  • DEI action plan template aligned with UCSF equity roadmap completed by end of Q3
  • Additional 25% of  interprofessional teams establish Brave Spaces by end of FY22


Patient Experience

  • Collaborate with PX team on assessment and review of NRC data sets and qualitative comments
  • Integrate DEI Thinking in current launch of NRC Best Practices Training provided by PX  using NRC Priority Matrix
  • Assess, clarify and improve on the resources and processes of escalation when incidents of racism/microaggression occur
  • At least 50% of PX identified units completed BCH Patient Experience Best Practices Training by June 30th, 2022
  • At least 50% PX identified units demonstrating DEI Thinking in True North Board for Patient Experience Pillar by successfully reviewing REAL stratified PX data and implementing one DEI-focused intervention by June 30, 2022


Quality and Safety

  • Provide leadership on training and use of DEI Category in RL Solutions Incident reporting
  • Explore DEI best practices to address new REAL stratified health equity outcomes data for BCH
  • Ongoing data review for Language including Patient Care and Interpreter Services at BCH
  • Increase in number of successfully completed DEI-related Incident Reports compared to 4th Quarter FY2021 by June 30th, 2022
  • Fully integrated use of Interpreter Services training in BCH OAK New Employee Orientation and the New Hire Checklist for BCH OAK and SF by June 30th, 2022
  • Establish base level metrics for Language by June 30, 2022


Workforce Diversity

  • Level set recruitment processes and create standard best practices for all hiring managers across the organization.
  • Re-educating hiring managers on phone screening process.
  • Implementation of 'We Belong' Initiative in Nursing.
  • Increase in diversity of new manager hires 
  • Increase of hiring managers that complete new phone screening training
  • Increase 5% of BIPOC nurse applicants for all clinical nurse roles by June 30, 2022 


Workforce Equity

  • Research best practices for creating sponsorship programs/opportunities.
  • Pilot a Mentorship Program. 
  • Ongoing Data Review – Physician Diversity; Separations & Workforce Diversity analysis
  • Pilot a BCH mentorship program with up to 30 individuals in FY21/22
  • Establish base level metrics for Separations
  • Establish base level metrics for Physician Diversity Analysis
  • Workforce Diversity Analysis Report FY21/22