ACC’s Diversity and Inclusion Strategy
To augment the College’s charge to transform cardiovascular care and improve heart health, ACC’s Board of Trustees (BOT) approved the proposed vision and goals of the College's diversity and inclusion strategy, including the definition of underrepresented cardiovascular professions, at its January 2018. These include:
Diversity and Inclusion Vision:
ACC will harness the power of the diversity of its members to advance patient care, spur innovation, and improve health equity among individual patients and populations. In doing so, ACC will ensure opportunity for all cardiovascular providers by working towards a fully inclusive organization and profession.
Definition of the Under-Represented Cardiovascular professional (URC):
A significantly lower proportion of members and/or leaders, relative to the U.S. population and/or relative to the available source population (including parent specialty/residency program).
Diversity and Inclusion Goals:
- To ensure that cardiovascular medicine in general, and the ACC in particular, benefits from a diversity of backgrounds, experiences and perspectives in leadership, cardiovascular health care delivery, business, education and science.
- To ensure that cardiovascular medicine in general, and the ACC in particular, attracts and provides rewarding careers and leadership opportunities for the full range of talented individuals.
- To ensure that the diverse health needs of cardiovascular patients and populations are met by cardiovascular clinicians sensitive to and prepared to meet the unique needs of their gender, cultural, racial and ethnic and other dimensions of diversity.
The BOT also approved three primary objectives of the College’s Task Force on Diversity and Inclusion to meet this vision. These are:
- To enhance the culture within the cardiology profession and the perceptions of the field to be inclusive, professional, equitable and welcoming;
- To realize and sustain the value of diversity over the long-term by implementing structures and continuous improvement programs within the ACC to ensure accountable execution;
- To engage and leverage all available talent by attracting and providing value to under-represented groups in cardiology (URCs) across the ‘career life-span’, from ensuring a deep pipeline, to recruitment, retention and leadership development.’
The visual below showcases how the College plans to foster a culture of inclusion:
Click image for a larger view
ACC's Diversity and Inclusion Principles
The American College of Cardiology Diversity and Inclusion Principles, approved at the College's January 2019 Board of Trustees meeting, are intended to guide the actions of ACC as an organization to better fulfill our Mission to transform cardiovascular care and improve heart health.
This will be achieved by embracing individual and cultural diversity among both our members and the patients we serve. Whenever possible, we will improve the culture of our organization and profession by being more welcoming and inclusive, ensuring access to and opportunity for collaboration and leadership for all of our members and by advancing health equity.
The following Principles establish a clear direction and guidance for our organization:
- ACC will provide inclusive, effective, equitable, and respectful operations and services that are welcoming and responsive to all persons of diverse backgrounds, experience, ideas, and perspectives.
- ACC recognizes that our Mission is dependent on advancing and sustaining organizational governance and leadership. This will be achieved by policy, practices, and allocated resources towards becoming a fully inclusive organization for members, by developing the next generation and by driving health equity.
- Recruit, promote, and support a diverse governance, leadership, and workforce that are responsive to the populations we serve.
- Educate and train governance, leadership, and workforce in appropriate diversity and inclusion policies and practices on an ongoing basis.
- ACC will establish appropriate goals, policies, and management accountability for diversity and inclusion and infuse them throughout the College's planning and operations.
- Conduct regular, ongoing assessments of the College's diversity- and inclusion-related activities and integrate appropriate, benchmarked metrics into measurement and continuous quality improvement activities.
- Collect, maintain and disseminate accurate and reliable demographic data to monitor and evaluate the impact of diversity and inclusion principles on membership, and to inform delivery of all ACC services and activities. If possible, the impact on health equity outcomes should be measured.
- Conduct regular assessments of ACC assets and member needs and use the results to plan and implement programs and services that respond to the diversity of populations we serve.
- ACC will ensure inclusiveness and cultural appropriateness of its policies, practices, and services by partnering with the broader community for design, implementation, and evaluation.
- ACC will create conflict and grievance resolution processes that are robust and appropriate to a professional society to identify, prevent, and resolve conflicts or complaints, particularly those around harassment, bias and discrimination.
- ACC will regularly communicate the College's progress in implementing and sustaining diversity and inclusion to all stakeholders, constituents, and the general public.
Click here to download the ACC's Diversity and Inclusion slide presentation >>>