1.0 Policy Statement/Introduction

1.1 M.P. Shah Hospital is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion. We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

2.0 Purpose/Objective

2.1 M.P. Shah Hospital strives to create an inclusive environment which embraces difference and fosters inclusion. We believe that valuing diversity and inclusiveness is a competitive differentiator enabling us to achieve our vision to create unmatched value for our customers, colleagues, business partners and shareholders.

2.2 The Benefits of a diversity and inclusion policy include:

• 2.2.1 19% revenue growth

• 2.2.2 Greater readiness to innovate

• 2.2.3 Increased ability to recruit a diverse talent pool

• 2.2.4 times higher employee retention

• 2.2.5 Times ownership of the brand

• 2.2.6 Decision making by diverse teams is 87% more productive that individual decisions

• 2.2.7 Companies that implement this outperform competitors by 35%

• 2.2.8 Times increase in employee productivity

3.0 Scope

3.1 This policy applies to all M.P. Shah Hospital employees, consultants, contractors, contract workers and all the stakeholders. It is intended to complement local statutory provisions.

3.2 This policy focuses on the following priority areas:

• 3.2.1 Recruitment of diverse employees

• 3.2.2 Retention of diverse talents

• 3.2.3 Ensuring diversity in the workplace

• 3.2.4 Developing a robust pipeline of diverse talent

• 3.2.5 Managing cross-generational issues

4.0 Definition of terms, acronym and abbreviations

4.1 Hospital – Social service league-M.P. Shah Hospital

4.2 Diversity – The quality of being different or unique as an individual or group. This includes but is not limited to age, ethnicity, gender, gender identity or expression, language differences, nationality or national origin, family or marital status, physical, mental and development abilities, race, religion, sexual orientation, skin color, socio-economic status, education, work and behavioral styles, political affiliation, veteran status; the perspectives of each individual shaped by their nation, experiences and culture—and more. Even when people appear the same on the outside, they are different.

4.3 Inclusion – The act of including; a strategy to leverage diversity. Diversity always exists in social systems. Inclusion, on the other hand, must be created. In order to leverage diversity, an environment must be created where people feel supported, listened to and able to do their personal best.
Defined as a collaborative, supportive and respectful environment that increases participation and contribution of all employees. It ensures that the contributions, perspectives and views of different groups are valued and integrated. It includes developing, empowering and trusting the people thus enabling them to do their personal best.

4.4 Diversion and Inclusion – is a company’s mission, strategies and practices to support a diverse and inclusive workplace and leverage its effects

5.0 Roles and Responsibilities

5.1 SQE Committee

• 5.1.1 Will carry out its mandate as per the terms of reference

• 5.1.2 Will receive reports on DEI as per the Inclusivity checklist (Appendix 4)

• 5.1.3 Monitor performance of implementation of this policy as per the Measurement Indicators

5.2 Managers / Leaders

• 5.2.1 Implementing this Policy as part of their day-to-day management of employees and in applying policies and practices in a fair and equitable way

• 5.2.2 Recognizing unacceptable behavior and taking immediate appropriate action

• 5.2.3 Rallying their teams in various activities that constitute towards building diversity, equity and inclusion

5.1 Employees

• 5.1.1 All employees have a responsibility to treat others with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events

• 5.1.2 Implementing this Policy in their day-to-day work and their dealings with colleagues and customers

• 5.1.3 Notifying their line manager or senior management of any concerns with regard to the conduct of other employees in line with the Whistle Blower policy (Appendix 1) and Workplace violence policy (Appendix 2)

5.3 Human Resource Department
5.3.1 The Human Resource department is responsible for:

• 5.3.1.1 Implementing and monitoring this policy

• 5.3.1.2 Coordinating training for all staff members

• 5.3.1.3 Carrying out relevant surveys to monitor DEI performance

• 5.3.1.4 Maintaining a compelling score card

• 5.3.1.5 Sharing reports monthly, quarterly and annually with senior managers and staff

7.0 Contributors

7.1 Edna Kiunga Kiptoon – Chief Human Resource Officer
7.2 Willie Nduaci – Human Resource Manager
7.3 Carolyne Machio – Quality Improvement