Transforming healthcare leadership: Integrating sponsorship ideals into pipeline development

Abstract

Black women,1 Hispanic women2 and other traditionally marginalised workers tend to be concentrated in the most labour-intensive, lowest-paid jobs in healthcare, underscoring the need for diversity, equity and inclusion efforts by health and hospital systems to include a significant focus on creating pipelines and pathways for professional advancement within administration and executive leadership roles. University of Chicago Medicine (UCM), a leading research hospital system, recently launched a pilot sponsorship programme, designed by members of an employee resource group for women of colour, to increase exposure to growth opportunities for women employees of colour and to elevate awareness among white male senior leaders of their workplace experiences. By establishing a structured, professionally mediated and metrics-backed sponsorship programme pilot, UCM was able to formally support a process through which hospital leaders were: (1) made aware of the effect of structural racism on their workforce and workplace; and (2) given the tools and directives necessary to transform their own views on allyship and convert them into tangible actions to increase visibility and opportunities for women of colour within the pilot. The broader objective of this initiative and others like it is to increase Black, Indigenous, and People of Color (BIPOC) diversity representation among senior leaders at UCM from 28 per cent in FY2023 to 35 per cent in FY2025, reflecting the hospital’s vision to have more leaders who are representative of the community in which the hospital serves on Chicago’s South Side.