AAMC proves the power of a formal DEI strategy

No longer a footnote on business strategy, diversity, equity, and inclusion (DEI) has become a top priority for companies looking to positively impact retention, hiring, and revenue.

The Association of American Medical Colleges (AAMC), which has been committed to DEI for years, is one such organization taking a formal, strategic approach to DEI in the workplace and beyond. Understanding the importance of DEI in the modern workforce, the organization formally launched an “internal focus around diversity, equity and inclusion” in 2019 and added anti-racism to the effort in 2020, after the murder of George Floyd, according to Yvonne Massenburg, chief human resources officer at AAMC.

“Our formalized DEI strategy focuses on our workforce and challenges our workplace, culture, leadership, the ability to lead in an inclusive way, including partnerships, community engagement, outreach, and more,” says Massenburg.

Efforts such as these are a big reason why the organization recently earned second place for diversity on the IDG Best Places to Work in IT report.

Organizing for DEI

A chief component of AAMC’s DEI strategy has been the forming of the organization’s first Diversity, Equity, and Inclusion Council, with “representation of employees across the organization,” Massenburg says.

The council’s top priorities include establishing employee resource groups, evaluating reporting systems to ensure they’re “safe, fair, supportive, and effective,” and examining inclusion at the department level. Currently, the DEI council is focused on rolling out an education strategy to ensure all employees have access to opportunities for building and developing skills around DEI.