ProMedica Health Network

About ProMedica

This project highlights the importance of Diversity, Equity, & Inclusion in Practice.

A few years back, one of my closest friends from childhood was hospitalized with what was described as an egg shaped tumor at the base of her skull.  After several surgeries and three months in the ICU I was sitting in the lounge on a Sunday morning with friends just outside of her room, and a nurse exited the elevator to begin her shift with her coat on and a purse on her shoulder, which was adorned with a Rebel Flag.  I asked, “Is that a Rebel Flag on her purse?  She sped up a bit after hearing it and disappeared inside the employee lounge.

Nine hours later, I was on a call in the hallway and she walked out dressed, obviously leaving work.  We made eye contact and she turned and scurried back into the lounge.  I positioned myself close to the elevators and as she walked by I began taking photos.  The difference between our first interaction and the third was the face of the purse had been repositioned so that the flag emblem was turned to be against her body in an attempt to shield it.

The next morning I visited the HR department and left a message and my card for the hospital’s Director of HR asking him to give me a call.  I heard nothing on Monday and left a voicemail Tuesday morning.  Wednesday morning after not receiving a call, I emailed him all 36 pictures with the message, “I look forward to the conversation.” 

The phone rang a few minutes later and the director of HR agreed that display was unacceptable and asked if we could schedule a meeting right away.  The next morning I met with nine members from the executive team, including the president of the hospital concerning the matter, were we discussed my concerns about the level of care my friend, who was an African American, would receive from a nurse so comfortable wearing a racist symbol on her person to go to work.  They too were concerned, and told me that they had identified the employee and were meeting with her Friday morning. 

We met again with the group on Monday to discuss the outcome of the meeting. The Director of Nursing lead the conversation, where she assured me that the nurse wasn’t racist and that a note had already been placed in her file outlining the incident. 

I asked, “Is there anything more that they intended to do?”  The answer was no, but honestly what would you like us to do?  After asking a few questions it was admitted that the employee had only worked for the hospital for 26 days, upon which I answered, “Are you really willing to place the reputation of the health care system on the shoulders of an employee who is still clearly within the hospital’s probationary period?”  There was an awkward moment of silence as the group began to marinate on what I just asked. 

As this was happening I pulled out my phone. I reminded them that as the Vice President of a digital media company, I respectfully walked into their offices a day after taking the pictures to merely share the information to help them prepare for possible repercussions. Also, my visit and subsequent phone calls weren’t enough to warrant a response, which occurred only after I sent the pictures.  I’m not a 17 year old who could have easily put the photos on Twitter, Snapchat, Facebook, or instagram, because if I had done that the conversations you would be having right now would be a bit more difficult… but I didn’t say I wouldn’t.  “Which direction do we want to go here?”

The employee was fired, and subsequently, I was invited to speak at the hospital’s 300 member Directors meeting regarding my experience a few months later.  A week after my presentation I was asked to consider coming onboard as their Director of Diversity and Inclusion. I graciously decline.

The lesson in the story is you never know who’s walking through your door with an issue, the timing in which the issue needs to be addressed, and the depth of knowledge that person has with the issue.