Our world grows more diverse and globally interconnected, yet has profound racial and ethnic disparities in health outcomes and health care quality. AWHONN seeks to operationalize diversity, equity, and inclusion (DEI) and is committed to addressing the issues of racism and bias by auditing our organizational systems and collaboratively implementing solutions that result in AWHONN being a more equitable and anti-racist organization.
We understand that diversity, equity, and inclusion are principles that must work together to result in fair treatment, access, opportunity, and advancement for all. Therefore, AWHONN is creating environments in which any individual or groups will be welcomed, respected, supported, and valued to fully and authentically participate. We will work so that our internal team and membership reflect both the workforce and the people they serve so that we can best meet the needs of our field and constituents.
AWHONN COMMITS TO:
Be active champions for diversity, equity, and inclusion through a strong organizational commitment, proactive leadership, and well-defined actions with an overarching goal of equitable and respectful care for all.
Be an inclusive organization for nurses who provide care to women and pregnant and postpartum people and their babies while embracing a culture of humility.
Fully respect and honor the autonomy of each pregnant and postpartum person.
Incorporate DEI into AWHONN’s organizational DNA and ensure it’s not just what we do, but who we are.
Ask tough questions and design bold systems-level solutions in the quest for answers.
Be an antiracist organization and work to reverse the racial, ethnic, and other health disparities that contribute to the growing maternal health crisis.
Grow and innovate in the area of DEI.
Revisit our DEI and anti-racism commitments annually to ensure sustainability, growth, and reflection.
Hold ourselves accountable to the operationalizing of our DEI efforts and report out on our progress.
DEI work is not limited to a particular group of people within this organization. The recommendations and commitments of AWHONN staff members, senior leaders, board members, and members at large contributed to the vision presented below.
AWHONN has an ongoing commitment on specific clinical and legislative issues affecting patients in maternal and newborn care settings. AWHONN expresses this commitment to resolving inequities in healthcare through its official positions and practice briefs:
UPDATED 6/24/22 – Health Care Decision Making for Reproductive Care
When asked why DEI and creating a welcoming environment was a priority for their workplaces, AWHONN members responded:
When asked why DEI and creating a welcoming environment was a priority for their workplaces, AWHONN members responded:
the following 5-pillar framework highlights voices from all stakeholder groups and offers clear, practical ways that AWHONN can incorporate DEI into all aspects of our work.
This is AWHONN’s DEI Strategic Roadmap.
GOAL 1: AWHONN’s values & messaging explicitly demonstrate a commitment to DEI
GOAL 2: Establish internal and member facing leadership for DEI including structured committees to support the ongoing accountability and implementation of DEI strategy
GOAL 3: Amplify and highlight the vantage points of underrepresented populations within AWHONN
GOAL 4: Ensure AWHONN resources, programs, events and meetings are inclusive and accessible
GOAL 5: Understand the DEI needs of AWHONN members and design relevant DEI centered engagement strategies
GOAL 6: Design & implementation of a DEI centered learning journey for all AWHONN stakeholders (board, membership, staff)
GOAL 7: Design strategy to support inclusion & belonging within AWHONN stakeholders
GOAL 8: Ensure equity within AWHONN’s policies, systems & processes
The alignment of accountability, transparency and power-sharing encourages and sustains a more inclusive work environment and culture. In particular, transparency around decision making is also an accountability feature that promotes power-sharing. AWHONN commits to an open and transparent process, where all input is welcome. This process will be one of continuous engagement, improvement, and, when necessary, course corrections.
As a part of this plan, internal and external leaders and stakeholders, including the volunteer leadership of AWHONN, AWHONN staff, and the general membership will all be called on to define and audit the accountability metrics and targets of the strategic plan.
- To start this commitment, an executive search for AWHONN’s first VICE PRESIDENT OF DIVERSITY, EQUITY AND INCLUSION is now under way to better streamline and implement this plan.
the following 5-pillar framework highlights voices from all stakeholder groups and offers clear, practical ways that AWHONN can incorporate DEI into all aspects of our work.
This is AWHONN’s DEI Strategic Roadmap.
GOAL 1: AWHONN’s values & messaging explicitly demonstrate a commitment to DEI
GOAL 2: Establish internal and member facing leadership for DEI including structured committees to support the ongoing accountability and implementation of DEI strategy
GOAL 3: Amplify and highlight the vantage points of underrepresented populations within AWHONN
GOAL 4: Ensure AWHONN resources, programs, events and meetings are inclusive and accessible
GOAL 5: Understand the DEI needs of AWHONN members and design relevant DEI centered engagement strategies
GOAL 6: Design & implementation of a DEI centered learning journey for all AWHONN stakeholders (board, membership, staff)
GOAL 7: Design strategy to support inclusion & belonging within AWHONN stakeholders
GOAL 8: Ensure equity within AWHONN’s policies, systems & processes
CLICK HERE TO VIEW THE FULL DETAILS OF THE ROADMAP.
The alignment of accountability, transparency and power-sharing encourages and sustains a more inclusive work environment and culture. In particular, transparency around decision making is also an accountability feature that promotes power-sharing. AWHONN commits to an open and transparent process, where all input is welcome. This process will be one of continuous engagement, improvement, and, when necessary, course corrections.
As a part of this plan, internal and external leaders and stakeholders, including the volunteer leadership of AWHONN, AWHONN staff, and the general membership will all be called on to define and audit the accountability metrics and targets of the strategic plan.
- To start this commitment, an executive search for AWHONN’s first VICE PRESIDENT OF DIVERSITY, EQUITY AND INCLUSION is now underway to better streamline and implement this plan.
AGAIN, THIS IS TRULY JUST THE BEGINNING.
As the AWHONN team commits to continual improvement, work, and action, we want to hear from our members and all stakeholders.
Your input will guide us as we refine the strategy and work to be a more transparent, inclusive, and equitable organization.
AWHONN DEI STRATEGY PUBLIC COMMENT FAQ
The public comment period is open from November 30 through January 14, 2022.
The survey will close on January 14, 2022, at 11:59pm EST.
AWHONN member committees (initiated by the 2019 Diversity and Inclusion Task Force), staff members, senior leaders, board members, and other nurse members at large. Additionally, Nonprofit HR was contracted to publish the analysis of the survey reviews in this strategy document to support the primary focus areas prioritized by these AWHONN stakeholders.
AWHONN is inviting multiple stakeholders within and external to the organization to gather feedback on the strategy and roadmap that has been developed to date. You are receiving this invitation because we value your opinion on DEI.
The full AWHONN DEI Roadmap is now available.
AWHONN is working to building processes and infrastructure for the work outlined in the DEI Roadmap. Leadership efforts will be led by the VP of DEI along with support from our nurse led DEI member committee and internal staff group beginning in early 2022.
Please contact the AWHONN DEI Member Committee Chair at dei@awhonn.org.
AWHONN is open to guidance that strengthens its DEI strategy, programming, and overall work. If you have resources or wish to collaborate with AWHONN, please contact the AWHONN DEI Member Committee Chair at dei@awhonn.org.
