Statement on Diversity

June 2002
November 2005 (revised)
March 2012 (revised)

As the professional membership society for healthcare executives, the American College of Healthcare Executives embraces diversity within the healthcare management field and recognizes that priority as both an ethical and business imperative. ACHE values diversity and initiatives that promote diversity because they can improve the quality of the organization's workforce. ACHE also values and actively promotes diversity in its leaders, members, and staff because diverse participation can serve as a catalyst for improved decision making, increased productivity, and a competitive advantage.

Further, ACHE works to foster an inclusive environment that recognizes the contributions and supports the advancement of all, regardless of race, ethnicity, national origin, gender, religion, age, marital status, sexual orientation, gender identity or disability because an inclusive environment can enhance the quality of healthcare, improve hospital/community relations, and positively affect the health status of society. This priority is reflected in ACHE's various activities and initiatives.

Within the ACHE organization, ACHE promotes diversity through:

  • Diversity-specific accountability for staff. Diversity-specific behaviors are outlined in the Standards of Excellence for staff and incorporated into the performance management tools.
  • Recruitment and retention efforts focusing on a diverse qualified workforce.
  • New employee orientation addressing diversity in the workplace, including recognizing and accepting differences.
  • Biennial diversity training for all staff to help further awareness and understanding of cultural differences among staff.
  • At-large positions on the Council of Regents to help increase diversity.
  • A Nominating Committee that emphasizes diversity in slating elected leaders.

Within the healthcare management field, ACHE promotes diversity through:

  • The Institute for Diversity in Health Management, co-founded by ACHE, which collaborates with educators and health service organizations to expand leadership opportunities for ethnic minorities in health services management.
  • Race/Ethnic Comparisons of Career Attainments in Healthcare Management, which are periodic surveys of healthcare executives in various race/ethnic groups to compare their career attainments.
  • Comparisons of the Career Attainments of Men and Women Healthcare Executives, which are periodic surveys of the career attainments of men and women healthcare executives, by gender.
  • The development of resources, such as the Diversity and Cultural Proficiency Assessment Tool for Leaders, created by ACHE, the American Hospital Association, the Institute for Diversity in Health Management, and the National Center for Healthcare Leadership, which contains assessment worksheets and case studies that healthcare leaders may use to evaluate the diversity and cultural proficiency of their organization and identify what activities and practices need to be implemented.
  • A minority internship, a three-month assignment intended to attract racially/ethnically diverse students into the fields of healthcare and professional society management and to further their post-graduate education.
  • Albert W. Dent Student Scholarships, awarded annually to racially/ethnically diverse students in healthcare management graduate programs.
  • Educational programs and publications addressing the issues of diversity.

Policy Statements

  • "Increasing and Sustaining Racial/Ethnic Diversity in Healthcare Management"
  • "Considering the Value of Older, Experienced Healthcare Executives"
  • "Strengthening Healthcare Employment Opportunities for Persons With Disabilities"
  • "The Healthcare Executive's Role in Fostering Inclusion of LGBT Patients and Employees"

Approved by the Board of Governors of the American College of Healthcare Executives on March 16, 2012.