At White Plains Hospital, we strive to create an inclusive healthcare environment where everyone, regardless of their background, receives high-quality and equitable care. Through WPH Cares, the hospital's solution to transitions in care, we actively collaborate with community organizations such as the Department of Social Services, Visiting Nurse Services, local pharmacies, and paramedicine teams. These partnerships help build trust and improve access to care for underserved populations, tailoring our health promotion and disease prevention programs to meet the specific needs of different communities.
One example is White Plains Hospital’s Diabetic Remote Monitoring program, designed to address the high prevalence of diabetes and its disproportionate impact on minority populations and those with lower socioeconomic backgrounds. In Westchester County, diabetes prevalence and mortality rates are significantly higher among Black/African American and Hispanic/Latino populations. This program uses remote patient monitoring, continuous glucose monitoring, and care coordination to provide real-time data and support to patients, aiming to reduce A1c levels and improve overall glycemic control.
This program, along with our other quality improvement initiatives, such as our Heart Failure program, ensures that technology and support are accessible. We provide in-home education and setup assistance through our community paramedicine team. These programs also incorporate an equity lens by collecting and analyzing data monthly based on age, race, ethnicity, language, and insurance status to ensure fair access to healthcare technologies and interventions. WPH Cares continuously monitors and adjusts these programs to address any emerging disparities, ensuring equitable health outcomes for all patients.
DIVERSITY STEERING COMMITTEE
White Plains Hospital’s cross-departmental Diversity Steering Committee, consisting of members from all levels of leadership, meets every other week to discuss priorities, review progress being made by subcommittees, and present its findings to the Hospital’s senior leadership team once a month.
Those subcommittees’ duties include, but are not limited to:
- Developing dashboard(s) and reporting tools for analysis of demographic and DEI data to identify priority initiatives
- Identifying all in need of education around Health Equity and DEI, and establishing programs and scheduling sessions to address those needs
Employee Resource Groups (ERGs)
Employee Resource Groups (ERGs) support employees and the organization by creating a safe and supportive space for employees from underrepresented groups, promoting connection and understanding between different groups, and fostering a sense of community and allyship across the organization.
The mission of the LGBTQ+ Employee Resource Group (LGBTQ+ ERG) is to support those employees who identify as LGBTQ+ or are allies. The ERG advances the understanding of inclusion of employees with a common background, set of interests and/or goals and will strive to create an environment where employees feel valued, included, and empowered. Members of the ERG will support and encourage each other through shared experiences, recruitment, career development, outward engagement, professional growth, and retention.
The mission of the Military, Veterans & Supporters Employee Resource Group (MVS ERG) is to support those employees currently serving in the military (i.e. Guard/Reserves), as well as Veterans. The MVS advances the understanding of inclusion of employees with a common background, set of interests and/or goals and will strive to create an environment where employees feel valued, included, and empowered. Members of the MVS will support and encourage each other through shared experiences, veteran recruitment, career development, outward engagement, professional growth, and retention.
The mission of the Women in Healthcare Employee Resource Group (WIH ERG) is to raise awareness of women’s issues and the contribution of women to White Plains Hospital, particularly as they relate to women working in healthcare settings. The ERG supports the unique, evolving needs of women through their lifespan and helps them achieve their personal and professional goals. WIH encourages networking, career mobility, mentorship, and engagement opportunities amongst women at WPH.
The Refugee Resettlement Employees Resource Group strives to create a community of common interests for all staff hired through the Refugee Resettlement Program and their allies. Bringing the diversity of resettlement employees’ home cultures to the workplace, the ERG is a safe place for employees to be empowered to identify, discuss and proactively plan solutions to issues of acculturation to new living communities and to a work environment in a new country. The ERG fosters respect and supports the customs that are important to each employee’s ability to be successful and thrive in all ways. The ERG is a confidential place to raise and address the unique issues associated with resettlement and employment into a new country. Anyone interested is welcome to join.
Workforce Diversity
We actively work to diversify our workforce, including leadership positions at all levels. We will implement equitable hiring, promotion, development, and retention practices that foster an inclusive workplace culture, and work with several community partners to help us achieve this:
Community Partners
