Paradigm’s Strategy and Training Work Shapes IHME’s Approach to DEI
Founded in 2007, the Institute for Health Metrics and Evaluation (IHME) is a global health resource focusing on identifying the world’s major health problems, how society addresses them, and how leaders can best dedicate resources to maximize health improvement.
Recognizing their commitment to health inequity was intrinsically linked to diversity, equity, and inclusion (DEI), IHME began exploring how they could diversify and build a more inclusive culture.
“The way we approached it at the beginning was particularly strategic,” said Kelsey Bannon, IHME Director of Organizational Development.
Designing an inclusive, structured hiring process
In 2017, IHME partnered with Paradigm for an assessment that identified key barriers to DEI, provided strategies to address those barriers, and provided a DEI roadmap designed to drive measurable impact. Paradigm used organizational data related to population, met with employees to understand organizational practices through a DEI lens, and reviewed IHME’s job descriptions and website.
Paradigm’s first recommendation for IHME was to build a more diverse pipeline by highlighting the Institute’s commitment to D&I and engaging in active sourcing efforts. Paradigm also provided step-by-step instructions for designing an inclusive, structured hiring process that would help ensure fair and objective hiring decisions. The assessment also included recommendations on how to foster a culture where everyone can be successful and have their voices heard, and called out the importance of leadership engagement and community building.
With IHME’s staff eager to move forward in their DEI journey, they quickly realized they needed formal training to be successful. They did a series of five workshops with Paradigm, then used Paradigm to train their internal staff to facilitate ongoing workshops that would scale their employees’ DEI education.