Healthcare trailblazers, let’s talk about Hispanic Heritage Month.

Lots of people are kicking off Hispanic Heritage Month.

If this is new to you, no worries; I also had to google it the first time. So, consider this your quick sazón (seasoning) for the month.

For the next 30 days, you will see others highlighting Hispanics’ rich history, culture, and contributions to the U.S.

Now, with that on the table, let’s get to the meat of the matter:

How can you make healthcare Hispanic-friendly within your organization?

Let’s taco ‘bout it.

Three Insights 🌶️

I. Cultural Acknowledgment

Please take this.

This is NOT just a one-month party; it’s a year-round fiesta. We can NOT just toss in some cultural confetti and call it a day or even a “Month.”

Right?

That’s like adding hot sauce after the tacos are gone; we gotta bake it into everything we do.

Real acknowledgment means celebrating our Hispanic colleagues’ awesomeness daily.

It’s about noticing their unique flavors that spice up our healthcare workplace.

No empty gestures here; we’re talking genuine and real appreciation, you know? The one that truly counts.

So, let’s make celebrating our Hispanic team as routine as our morning coffee and weave their stories and contributions into our daily grind.

We all know that when everyone feels valued, our whole healthcare familia becomes stronger.

Sooo, what do you say? Are you ready to turn up the heat on cultural appreciation?

II. Leadership Responsibility

Representation is NOT a gesture but necessary for organizational growth and equity.

Leaders must actively create pathways for Hispanic team members to rise into leadership roles.

This is NOT just about fairness.

The reality is that it’s smart business, as diverse leadership drives innovation and even better decision-making.

C’mon, you and I know true representation goes beyond token gestures.

And, it’s also about fostering an environment where Hispanics see themselves as being in top positions, sending a clear message that their potential is limitless.

Take AT&T, for example, with this video from Jose Gomez (AVP), showcasing Hispanic leaders, during “Hispanic Heritage Month“.

III. Health Equity Takes Time

Health equity is similar to following a crafted recipe for long-term success.

Oh, and it only works by taking action over time to achieve sustainable outcomes.

So, prioritizing culturally competent care for underserved communities is always a good idea. Make sure it is an ongoing effort all year long.

Think about health equity, like cooking a meal.

It’s a process that can NOT be hurried and does NOT magically happen at once, and neither in a month.

Therefore, keep blending all the elements and ingredients needed until you find the magic spot.

In healthcare, this means consistently prioritizing culturally competent care.

As this is something that you can NOT just check a box once.

You really have to be intentional every single day until you create sustainable results that benefit everyone.

Two Actionable Steps 🌮

I. Cultural Education

Implement year-round workshops on cultural competency to ensure your organization is inclusive and aware of the unique needs of my community.

Cultural competency is NOT a one-time lesson or something; you can just learn through a LinkedIn learning course.

Here’s what Dr. Russell J. Ledet had to say about culturally competent education in healthcare.

Moving on.

I’m sure you know this is something that needs to be practiced and reinforced all year round.

And offering ongoing workshops and training ensures that your organization stays inclusive and responsive to the unique needs of diverse populations.

Once again.

All this is about more than just checking a box.

It’s truly about creating a culture where everyone feels understood and respected.

So, when cultural competency becomes a regular part of your organization’s growth, it benefits your employees and community.

II. Set Measurable Goals

Track progress on diversity in leadership positions by setting clear metrics and monitoring them regularly.

Here is the deal.

If you are NOT tracking this, how do you know you are actually making progress?

When it comes to diversity in leadership, it’s not enough to hope things improve.

You’ve got to set clear goals.

Always remember this.

So, please make sure to create a plan and measure how you are doing throughout the year.

Think about this like a roadmap that without it, you are just driving around in circles.

Therefore, do not forget to regularly check in on those goals and adjust where needed.

Hence, this is about keeping the momentum going so that Hispanic representation is NOT just a buzzword.

Instead, a reality in your organization’s leadership.

One Piece of Advice 💃

I. Simmer the Salsa

Remember this. Inclusion is like the perfect salsa; it needs time to simmer.

You can NOT just toss the ingredients together and walk away because it requires constant stirring, tasting, and adjusting to bring out the best flavors.

Now, if salsa is NOT your thing.

Think about this as a traditional stew gumbo from Louisiana. Yeaap, it’s delicious.

Tell me you have tasted it.

It is rich, diverse, and full of different ingredients that blend together over time.

In short.

Whether it’s salsa or gumbo, here is the point.

Inclusion must always be on the stove, not just simply during special events, a month, or when someone reminds you.

Please keep stirring and tasting, and make sure everyone’s flavor is part of the mix.

Here is some GUMBO from Nicole Augustine, who wrote about embracing the flavor of diversity, equity, and inclusion.

Call To Action 🤝🏽

– Question For You

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Hasta la vista, amigos ✌🏽

Let’s taco ‘bout this edition