Submitted photo: Dr. Tonya Jackman

Minneapolis native Dr. Tonya Jackman Hampton, senior vice president և chief ութային cultural director, joined Hennepin Healthcare just a year ago in an epidemic. Recently named one of the 100 Gemini People to Recognize in 2022, Dr. Hampton (TJH) shared his views with MSR on how the organization’s role continues to meet the challenges facing its 7,000+ employees.

MSR: Congratulations on your latest award. Was this a new role at Hennepin Healthcare? Պ How is it different from the usual CEO?

TJH: The role existed as Director General of Human Resources (CHRO) before I was hired. In my position, I am responsible for transitional human resource work: talent acquisition, benefits, salary, compensation, employee և employment, organizational development և development, health և welfare, recognition և involvement, և employee support, rapid management. but sometimes life-changing issues for employees.

We renamed the role to match the market shift for CHRO’s role as the market evolves to establish key management positions to emphasize that employees are not resources. We have added a culture to emphasize that the power of our culture is as powerful as our 7,000 employees.

The culture we create must be diverse, inclusive, and we take the time to implement strategies to create a world-class culture of inclusive workforce, inclusion, justice, and belonging. We work hard to provide a great experience at Hennepin Healthcare, where each of us feels like we are #HereTogether.

When our employer seems to care about us, we are valued, especially as members of the health care team և providers, which allows us to focus more on the needs of our patients և the community, providing them with access to equitable care.

In addition, we at Hennepin Healthcare have a Director General of Health Equality (CHEO). Together My Role և CEO is responsible for focusing on diversity, fairness, inclusion հավասար health equity in our care system. This means creating a diverse, inclusive և equal work environment for the people in our organization և equitable healthcare for patients in the community.

MSR. You mentioned that one of your top priorities was to focus more on diversity, inclusion ում engagement in the Hennepin Healthcare workplace. What progress do you see in this important area?

TJH: We have a workforce that is more than 35% diverse. We have one of the most diverse executive teams in the two cities,: the progress we are seeing includes more diverse hires. We must continue to work hard to involve and retain all of our employees as health care turnover grows.

We have been able to increase our staff engagement points since 2019. This year we will see, as the epidemic has damaged the involvement of our employees. Thus, we will continue to focus primarily on diversity, inclusion, employee health.

MSR: Have any personal experiences helped you make key decisions during your first year at Hennepin Healthcare?

TJH: Shortly before starting my new role, I learned that I had breast cancer. Two years earlier, I had lost my mother to cancer. These, in addition to the epidemic, are the deepest personal experiences I have had.

Both instructed me to make every effort to put on my own oxygen mask first. This gives me the strength to support others in my personal and professional community.

One way to do that is to run almost every day. I did yoga last year. On days when I do not run, do yoga or walk. I also often think about what I can do to make things better or otherwise, how I can help someone or an organization achieve its goals, professionally or personally.

Sometimes this intention requires me to make difficult decisions, which include deciding when to wake up in the morning to train, when not to say no to someone, or when to make a change at work so that the whole team can succeed.

Another personal experience in my life comes from the legacy of individuals who have supported the community. The founders of this newspaper are Cecil E. Newman և Launa C. Newman, they were my grandparents. My father, Wallace Jackman, was a co-author who constantly, even today, connects people in the community.

My mother was a banking specialist, a certified personal care assistant, and my maternal grandmother was a schoolteacher, just to name a few. These individuals have taught me how important it is to be a saint, to do good things that will lift other sages, the whole community.

MSR. The epidemic continues to put enormous pressure on our health care system, particularly our medical staff. Have you implemented any new programs to support employee health? And how can the community play a role in this issue?

TJH: We just received a $ 1.5 million grant to focus on employee health. This will help us build more of our strategies to focus on the well-being of our employees. As a non-governmental organization, the availability of such grant resources allows us to implement projects that we would not otherwise have the resources to do.

We conducted community safety interviews for our employees to share their health struggles. Then we are convinced that they have support. In 2020 և we have now expanded our health programs միջոցով through resources, the Employee Support Program և rehabilitated our Employee Resource Groups as “Collectives”. These allow employees to connect with people who are self-determined by a particular relationship or measure of diversity;

MSR. What “one thing” would you like to share with the local community about Hennepin Healthcare, which may not be very clear?

TJH: We care about you. We want to take care of all your health կարիք clinical injury needs. We are building a new corporate campus. We involve the community և our staff in this work, we are going to use these ideas to build a #HereTogether healthcare system for you, our staff և community.

Those who want to know more about Dr. Hampton’s experience can join LinkedIn.

Julie Gordon welcomes readers’ responses to