Summary of presentation from Jan Blanchard with PCC at the 2025 PMI Conference
Creating inclusive and equitable work environments isn’t just about fulfilling organizational checklists—it’s a pathway to staff well-being, patient trust, and community connection. Drawing on 23 years of experience with PCC and many more in pediatric clinical environments, this article shares lessons learned in fostering diversity, equity, inclusion, and belonging (DEIB) within medical practices. We’ll explore the unique strengths pediatricians bring to this work, discuss how personal and organizational self-awareness fuels progress, describe initiatives like PCC’s ABIDE project, and offer starting points for any practice ready to begin or deepen their own journey.
**Humanity at the Heart of Pediatrics**
Reflecting on career experience across specialties, the author finds pediatricians uniquely grounded in humanity and compassion. Where other medical fields often carry recognizable stereotypes—such as fast-paced orthopedics or high-intensity internal medicine—pediatrics consistently demonstrates a deep, almost instinctive capacity for empathy. This humanity is the bedrock upon which inclusion, equity, and belonging can be built. Unlike technical or procedural challenges, the core work in fostering inclusion leans on the same heart and presence pediatricians offer their young patients and families every day.
**Noticing and Self-Awareness as Catalysts for Change**
The journey towards true belonging often starts with personal awareness. Practices benefit when leaders and team members pause to “notice” their own reactions, assumptions, and identities. Embracing the expectation of making mistakes—and seeing them as learning opportunities rather than failures—helps cultivate a culture where growth is possible. This kind of noticing is both a spiritual and practical practice, requiring us to accept surprises, make amends skillfully, and be open to feedback from colleagues or patients who experience exclusion or harm.
**From Internal Work to Organizational Initiatives**
PCC’s own DEIB journey began in earnest with the launch of the ABIDE (Access, Belonging, Inclusion, Diversity, and Equity) Project in 2021. This work has involved structured reflection, policy review, and responsive action to incidents that revealed gaps in belonging or safety. The challenge is to ensure that every person—regardless of background or ability—feels encouraged to bring their whole selves to work and to the patient community. Mistakes are inevitable, but they become opportunities for awareness, growth, and resilience. Resources, such as the Pediatric Practice Managers Association’s equity series, and frameworks like the Social Identity Wheel, provide concrete tools for getting started.
**Practical Benefits and Sustaining Practice Culture**
Embracing inclusion, equity, and belonging isn’t just “the right thing to do”—it’s vital for staff retention, effective hiring, exceptional patient care, and community reputation. Younger professionals especially expect supportive, inclusive workplaces—and practices known for these values can attract talent and grow. Likewise, families seeking care are drawn to offices where they and their children feel seen, safe, and represented, all of which directly impact health outcomes and long-term relationships. DEIB work isn’t about overnight transformation, but intentional, ongoing incremental changes—beginning with slowing down, listening, and aligning actions with values.
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**Five Practical Takeaways for Building Belonging in Your Practice**
1. **Start With Noticing:** Regularly pause to observe your own reactions, assumptions, and the dynamics within your team and patient interactions. Simple stillness exercises, even for a minute, build awareness and presence.
2. **Expect Mistakes—and Use Them:** Embrace imperfection. When missteps occur, focus on making amends, asking for feedback, and committing to ongoing growth rather than slipping into shame or avoidance.
3. **Formalize Your Intentions:** Begin or review policies and procedures for DEIB. Even small steps—such as stating your values on your website or at team meetings—signal commitment, build trust, and attract both staff and patients.
4. **Leverage Resources and Community:** Use available frameworks, such as AAP position papers, PMMA’s equity series, and social identity tools, to inform your approach. Connect with peers who are on a similar journey.
5. **Prioritize Presence Over Perfection:** When faced with interpersonal or organizational challenges, slow down. Ask thoughtful questions, listen deeply, and give yourself and others time to respond intentionally rather than reactively.
By intentionally fostering inclusion and belonging, you lay the foundation for a resilient, thriving practice where every member—staff or patient—can bring the best of themselves every day.