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DEI Progress Report

A Message from Crystal Braboy,
Chief People, Equity, and Culture Officer:

I am delighted to present to you our 2022 Annual Diversity, Equity, and Inclusion (DEI) Report, a comprehensive overview of our organization's ongoing efforts and progress in fostering a more equitable and inclusive organization. I am proud to share this report, as it represents our commitment to transparency and accountability in the work of advancing equity within our organization.

Today's society presents us with both opportunities and challenges when it comes to promoting diversity and inclusion inside of our walls. While we have made significant strides since we began our DEI work as an affiliate in 2019, we must also recognize that the journey towards true equity requires an acknowledgement that slow and steady is the only acceptable pace, and also that a race+ lens that acknowledges the unique experiences of many marginalized communities must be applied. In particular, considering the outrageous and unacceptable current climate in this nation that regularly attacks the humanity of transgender adults and youth, we must urgently and explicitly address the pressing issues faced by the trans and gender non-conforming community, and use our voice and power to actively fight against the attacks on access to gender-affirming care that is occurring around this nation. This restriction on healthcare profoundly impacts the mental and physical well-being of individuals within this community, and it is our responsibility to ensure that their voices are heard and their healthcare needs are fully met here in Illinois, and beyond.

Read the rest of Crystal's message

(continued)

Additionally, as we look toward ensuring the greatest access to our services and to an equitable workplace in terms of those who have disabilities (both visual and non) and those who are neurodiverse, it is crucial to deepen our work on both the individual and interpersonal levels, and we all enterprise-wide. Although Illinois has a strong legislative record when it come to protecting access to care for marginalized populations, we recognize that true societal change happens when we engage in the transformative work of challenging biases and dismantling systemic barriers. It is this work that ultimately creates a ripple effect, providing the support and votes needed to keep pro-Choice, pro-BlPOC, pro-Trans, and pro-Bodily autonomy-believing legislators in office, shaping policies that will ensure that Illinois remains a safe haven state that continues to promote and prioritize equality and justice.

The 2022 DEI Annual Report will serve as a guiding light, walking you through PPIL's DEI Vision, Pillars, and Values, as well as our DEI Commitments. Moreover, it will provide you with a comprehensive overview of our DEI efforts, presenting data that showcases our progress. We will share Patient/Staff/Board of Directors Demographic Data, along with Patient & Staff Experience Data, allowing you to gain insights into our organization's current state and to understand the areas in which we have made strides, and those where improvement is still needed.

Through this robust annual report, you will learn about what PPIL is doing to build a more equitable, antiracist agency. Our commitment lies in examining the many data that we receive and utilizing it toward the work of eradicating disparate treatment and disparate impact, in order to ensure that our patients feel welcomed, understood, and satisfied with their visits, leading to strong health outcomes. Likewise, we strive to create an environment in which our staff feels a deep sense of belonging, engagement, and both physical and psychological safety so that they continue to choose PPIL as the workplace in which they would like to give of their gifts and talents for years to come.

As we navigate the path towards a more inclusive future together, we recognize the importance of partnering with each of our stakeholder groups. Your feedback around and support of these change efforts play a vital role in shaping our future DEI initiatives and driving meaningful change that we all can be proud of. We invite you to delve into the report, reflect upon our shared aspirations, and engage in dialogue with us as we continue this critical journey together.

Thank you for your ongoing support and for your active, personal commitment to diversity, equity, and inclusion. Together – if we are all doing our individual work - we can create an organization that we are proud of – one that empowers all individuals who cross our threshold, and that truly fosters an environment of respect, understanding, and belonging, and creates an equity-focus blueprint to be followed as we meet the call to show up Illinois Strong, as we must do at this hour.

In Deep Solidarity,
Crystal R. Braboy
Chief People, Equity, and Culture Officer

DEI Vision Statement

Planned Parenthood of Illinois (PPIL) is rooted in a deep commitment to diversity, equity, and inclusion that aims to reduce sexual and reproductive health care disparities and advance reproductive health throughout Illinois, and beyond.

We commit to modeling our organizational values not only in our patient-facing work, but also by creating an equitable workplace where diversity is celebrated and equity is at the forefront of decision-making.

In order to achieve our vision, we know we must hold ourselves, our organization, and our communities accountable for identifying and remediating current inequities, recruiting diverse talent, engaging in equitable practices and systemic change work both internally and externally, and promoting continuous learning and open dialogue. As such, our DEI goals center around the following six pillars:

We're In This Together

We tend to the team.

We respect and honor all people.

We jump in.

We try and we learn.

We care for our business.

We return to our mission.

DEI Commitments

The DEI Annual Report serves as a guiding light to PPIL's DEI Vision, Pillars, and Values, along with our commitment to actively improve our organizational values to ensure that our patients feel welcomed, understood, and satisfied with their visits. Similarly, we are committed to fostering an environment where our staff members experience a profound sense of belonging and pride. 

Our Commitments for 2023-2024

Reduce the Disparity in Patient Satisfaction

Overview
We take pride in the work we do to sustain and expand access to sexual and reproductive health care as a haven state in the Midwest. We aim to ensure that our patients not only have access to essential services but also have positive experiences at our health centers. At present, our Black patients consistently report lower satisfaction levels compared to our White and Latinx patients. 

Strategic Objective
Aim to decrease the equity gap between our highest scoring and lowest scoring patient subgroups to a maximum of 1.8 points.

Promote Equitable Hiring Practices and Representation in Leadership Roles

Overview
We recognize that our staff diversity reflects the diversity of our service area in various aspects, and we take pride in this fact! However, we also acknowledge that a majority of our BIPOC employees currently hold entry-level positions instead of leadership roles. 

Strategic Objective
To address bias in hiring, we will offer training and coaching to hiring managers, specifically focusing on equitable hiring practices for management positions. 

Foster an Organizational Culture Where Inclusivity and Equity is Championed

Overview
Over time, we have made progress in building an inclusive culture. However, we are committed to actively intervening and education whenever incidents of bias and microaggressions arise. 

Strategic Objective
To enhance our response to such incidents, we will establish a Bias Incident Response Team (Birt) and standardize our investigation process.

Enhance Data Transparency and Analysis for Effective Decision-Making on DEI Initiatives

Overview
We know that White supremacy culture, capitalism, and other systems of oppressions are embedded throughout our society and our organization. However, the direct impact of these systems are not always clear and it can be hard to measure progress across a variety of data sets. 

Strategic Objective
In order to streamline our data, we will create a DEI data dashboard that houses all DEI-related data in one place for ease of use in decision-making.

Ensure Equitable Policies and Practices Among External Partners and Vendors

Overview
As an organization, we not only value internal equity, but we also actively prioritize equity in our external partnerships and vendors. 

Strategic Objective
To assess our vendors' commitment to DEI, we will develop a vendor selection rubric that incorporates DEI values into the decision-making process for request for proposals (RFPs) and open bids. This will enable us to gather information and make informed choices about our vendors' dedication to equity. 

Advance DEI and Cultural Compentence Training 

Overview
We take pride in mandating DEI training for new hires and conducting semi-annual DEI training for current employees. Additionally, we have implemented a quarterly DEI leadership training for people managers. 

Strategic Objective
To evaluate the influence of our training on employee mindsets and behaviors, we will measure the progress of our staff's learning using a cultural assessment tool, such as the Intercultural Development Inventory.® This assessment will enable us to determine where our staff members stand on the developmental spectrum and identify specific areas that require further training. 

DEMOGRAPHICS

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Demographics by race

Demographics by age

Demographics by gender

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