Shavonne Washington-Krauth, Director of Culture and Inclusion at Children’s Nebraska, has built her career on a foundation of health behavior change and research. Her journey from a health educator to a key leader in diversity and inclusion (D&I) is a testament to her dedication to fostering inclusive workplaces. Through her proactive approach, she has made significant strides in promoting a culture of respect and understanding within Children’s Nebraska. In this feature, we explore Washington-Krauth’s experiences, insights, and strategies for HR and DEI leaders.
Early Career
“My career actually started in the field of health behavior change and research,” she says. “Shortly after I graduated from undergrad, I was fortunate to begin my career as a Health Educator for a cardiovascular disease risk reduction study.”
This early role allowed Washington-Krauth to develop skills in active listening, empathy, and motivational interviewing—skills that are crucial in her current work in culture, diversity, equity, inclusion, and belonging.
Transitioning to Diversity and Inclusion
Washington-Krauth’s transition into a diversity role was somewhat serendipitous. When asked what led her into a role in D&I, she admits: “I half-jokingly say, ‘my mouth’ whenever I’m asked this question.”
Washington-Krauth’s involvement in a diversity and inclusion committee at her previous organization allowed her to explore these areas deeply. “I quickly dove in and started emphasizing the importance of looking at diversity and inclusion as two separate but connected things,” she explains.
Her proactive approach and ability to challenge thinking led to her eventual leadership of the committee and later, her current position at Children’s Nebraska.
Washington-Krauth is the inaugural Culture & Inclusion Director at Children’s Nebraska. Initially brought on as the Culture & Inclusion Manager in 2019, she was soon promoted to Director. “We quickly realized that the level of organizational influence I had and needed to have was more at a Director level,” she says.
Promoting D&I Throughout the Organization
Children’s Nebraska approaches D&I from multiple vantage points, Washington-Krauth says. “We explore our policies and procedures, we look at team members’ experiences, we analyze representation data in comparison to both our patient population and the community in which we have the largest footprint, and we provide opportunities for education, awareness, and connection.” Children’s Nebraska also focuses on creating career pathways for high schoolers and community members, particularly targeting underrepresented groups.
One unique initiative is the Pathways to Healthcare internship program. “Our Pathways to Healthcare internship is a 10-week program where students who are interested in pursuing a career in the healthcare field come work in two to three clinics throughout Children’s,” Washington-Krauth shares. This program provides paid, in-clinic opportunities for high school students, ensuring a diverse group of interns and offering them valuable exposure to various healthcare careers.
The internship program is part of an overall recruitment process at Children’s Nebraska that is continually evolving to attract diverse talent. “We try to toss the net in as many different directions as possible,” Washington-Krauth explains. This involves establishing new partnerships, attending diverse events, and revising job descriptions to be more inclusive. Training programs on bias in hiring and interviewing ensure a fair and unbiased recruitment process.
Once on board it’s important to ensure that a structure and culture is in place to support diverse staff members.
Supporting Diverse Workers
Washington-Krauth emphasizes the importance of listening to team members. “We aim to help support our workers by listening to what they are telling us about their experiences,” she says. By analyzing engagement survey results and comparing them across different demographics, Children’s Nebraska can identify and address potential disparities in employees’ experiences. Employee Resource Groups (ERGs) also play a crucial role in this process, offering support and guidance for employees across the organization.
ERGs at Children’s Nebraska are instrumental in supporting diverse team members. Five ERGs provide a platform for team members to connect, share experiences, and advocate for their communities. Each ERG has specific goals and executive sponsors, ensuring they have the support needed to make a meaningful impact.
ERGs are part of a broader effort to foster an inclusive culture.
Fostering an Inclusive Culture
A key part of Washington Krauth’s work is fostering an inclusive culture. “We started by defining diversity in a different way than a lot of companies,” she says. The organization’s definition of diversity—“the richness of human differences, both seen and unseen”—emphasizes that everyone brings unique elements to the table. This approach encourages a culture where inclusion is driven by respect and understanding.
Children’s Nebraska’s inclusive culture is built on respect and understanding. “Inclusion isn’t about changing people’s minds, it’s about respecting people for who they are,” Washington-Krauth explains. By promoting empathy and recognizing multiple truths, the organization ensures that everyone receives the best possible care.
One of Washington-Krauth’s key strategies is promoting education and awareness around D&I. “We provide opportunities for education, awareness, and connection,” she notes. This approach includes training programs and workshops designed to increase understanding and foster an inclusive environment. These programs help team members recognize their biases and learn how to interact respectfully with colleagues from diverse backgrounds.
A Data-Driven Approach to Driving Culture Change
Washington-Krauth also emphasizes the importance of a data-driven approach to D&I. “We look at our annual engagement survey results and analyze them from many perspectives,” she explains. This comprehensive analysis helps identify disparities in team member experiences and guides the development of targeted interventions to address these issues.
Washington-Krauth offers valuable advice for HR and DEI professionals. “If you choose to base your D&I work out of the HR office, it can’t just be about compliance or box checking. It needs to be about culture, it needs to lead with inclusion,” she advises. She also emphasizes the importance of tailored approaches: “You can’t try to take a cookie-cutter approach to what will work in your organization.” By understanding their unique organizational values and goals, HR and DEI leaders can create effective and meaningful D&I initiatives.
Shavonne Washington-Krauth’s journey and initiatives at Children’s Nebraska highlight the importance of a holistic and proactive approach to D&I. Her insights and strategies provide a valuable roadmap for HR and DEI leaders aiming to create inclusive and supportive workplaces.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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