By Michael R. Komo, Esq
Having an effective diversity, equity, and inclusion (DEI) training program is a thoughtful way to enhance your company’s culture and business, but where do you start?
By Nathan Risley
“What am I doing here?” is a question for nearly anyone who takes a job, a role, or responsibility for the first time. It can be a question of process and how one impacts it directly. It could be a question of purpose, reflecting on the opportunity from the lens of a person’s values and mission. When I first stepped into an administrative role in physical therapy, it was a question of my abilities or perceived lack of abilities and skills, to effectively do the job and to faithfully support the team I had been made a part of.
Culture and compliance aren’t always two words that seem to naturally fit together in the same sentence. I would argue that there are no two words that are better suited together when talking about healthcare organizations’ best practices.
Why? Because one begets the other.
Every day, clinicians encounter a variety of sources of information while making decisions that range from the short-term practical to the long-term strategic. As they confront more information and have to promptly respond while considering varying rules, regulations, and policies, they are primed to rely on biased thinking called unconscious bias.1
The front office staff of a physical therapy clinic is the moving gear to the operation. If we removed that gear from the practice today, could the motor continue working? With trends like “quiet quitting” and record turnover rates within healthcare, it is more important than ever that companies create a sustainable front office. Organizations that prioritize operational transparency, clinical innovation, and enhanced company culture have engaged employees who produce revenue and get people “back to their best self.”
