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Legacy of Commitment

Diversity is not simply an event or a project with an end. It is an ongoing process that requires us to continually examine, challenge, and measure our programs, policies, and ourselves.

While Good Samaritan Hospital (GSH) has always embraced an informal commitment to diversity, we began to formalize that commitment in the early 1990s. Since then, we have been consistently proactive in making our commitment to diversity a priority.

2005

  • Diversity exhibit featured in mezzanine display case
  • Developed diversity intranet site
  • Developed performance standards for diversity as part of manager job descriptions

2004

  • Diversity education integrated into new-employee orientation
  • Employees participate in first Diversity Fair

2003

  • Hospital-wide diversity education initiated
  • Diversity Director position established
  • Harassment-Free and Diversity-Inclusive Workplace Policy developed

2002

  • First annual diversity report to Board of Trustees formalized
  • First cultural diversity survey/audit developed and administered

2001

  • Management education conducted on intersection of organizational values and diversity

1998

  • Mentorship program launched
  • Cultural resource book developed

1997

  • Diversity subcommittee structure, charter, and goals 

1993–1996

  • Achieved national recognition for book on diversity for the Japanese Relations Program
  • Increased diversity in Board of Trustees membership
  • Sponsored employee participation in the Dayton Urban League’s Black Leadership Development Program

Related Links:

Diversity Is a Business Strategy
Caring for the Whole Person
Employee Differences Help Make a Difference
Diversity Leadership Starts at the Top