“We believe that being
inclusive will lead
to more productive
partnerships in the
community and
help grow our local
economy.”
SASCHA CHATMAN,
REGIONAL DIVERSITY OFFICER,
MERCY HEALTH PARTNERS
A unique series of pipeline programs helps the Cleveland Clinic recruit talent
from underrepresented groups. The Charles R. Drew Saturday Academy is a 12-week
program designed to empower traditionally underrepresented high-school students
to pursue careers in the sciences. In its fifth year, the program provides mentorship,
hands-on learning and career advice for Black, Latino and Asian students. Other
programs, including the Northeast Ohio Research Education Medicine Alliance
and the Young Business Leaders Internship Program, provide similar resources for
minorities who may not otherwise have access to healthcare careers. “The programs
offer structured educational enrichment experiences and mentoring designed to
foster student achievement in higher education,” says Rosalind Strickland, senior
director of the clinic’s Office of Civic Education Initiatives.
At Cleveland State University, diversity is a way of life: 40 percent of students are
Black, Latino, Asian or American Indian, nearly 60 percent are female and 20 percent
of the faculty is Black, Latino, Asian or American Indian—the largest percentage in
the state. The university has been named a top producer of Black master’s graduates
by Diverse Issues in Higher Education for 20 consecutive years. Students’ exposure
to the university melting pot is an asset in the working world. “Employers are seeking
individuals who can work on and lead a diverse team,” says Dr. Nuru-Holm. “You
can’t attend CSU and be successful without engaging with diverse individuals.”
Last year, the Federal Reserve Bank (FRB) increased the percentage of Blacks,
Asians and Latinos in its summer internship program by 73 percent (from 11 percent
in 2010 to 19 percent in 2011). Overall, 23 percent of the bank’s new hires in 2011
were from traditionally underrepresented groups, up from 18 percent in 2009. In
2011, FRB Cleveland wrapped up a three-year diversity-awareness training for all
employees. The same year, the Federal Reserve announced the creation of diversity
and inclusion offices in each of its 12 branches. According to the bank’s annual
report to Congress, “the Cleveland Federal Reserve Bank’s Office of Minority and
Women Inclusion is poised to develop, implement and monitor standards related to
workforce diversity and the inclusion and utilization of minority- and women-owned
businesses in FRB Cleveland programs and contracts.”
