What else could Novant do to promote diversity?

The manager of each area was asked to lead his or her respective committee. Each committee had 8 to 12 members, who reported to the manager and were considered influential. The system’s chief diversity officer was also a member of each committee. Moreover, the system had seven business resource groups, chaired by management-level employees, which focused on different diversity issues: women’s; generational;
Asian; black/African American; Hispanic/Latino; lesbian, gay, bisexual, and transgender; and veterans and disabled. To integrate all of these committees, Novant created a diversity council.
By 2012, each diversity action committee had established specific goals, some of which were later used to determine bonuses. These goals included the following:
• Keep retention of black employees and employees of the underrepresented gender the same as other groups.
• Reduce low-acuity emergency department visits by improving access and education regarding alternatives for low-income populations.
• Increase market share among Hispanics and blacks by offering screening and preventive care.