Worcester Business Journal

wbjournal.com | November 13, 2023 | Worcester Business Journal 13 W Rio Medical Aesthetics 54 Central Street Southboro, MA 508-786-0900 List of services: Rio Medical Aesthetics 265 Washington Street Hudson, MA 01749 978-562-0900 And our new location "I've been working with Georgeana and eresa for many years! eir level of care and service is amazing. ey always exceed my expectations and my confidence has skyrocketed" – Christine B. Rio Medical Aesthetics Injectables • Botox/Dysport/Daxxify • Fillers • Sculptra • Instalift Threads • Sclerotherapy - spider veins treatment Skin Rejuvenation Treatments • NeoGen PSR - nonsurgical facelift • Morpheus8 Skincare • Hydrafacial • Dermaplaning • Microdermabrasion • Chemical peels • SkinPen Lasers • Laser hair removal • Tattoo removal • Photofacial Body Contouring Treatments • CoolSculpting • EON • Alma Accent Prime • Emsculpt Vaginal Rejuvenation Medical Grade Skincare • Obagi • SkinMedica • Skinceuticals • Épionce All new clients will receive a 10% discount on any service H R & R E C R U I T M E N T F O C U S Diversity of C-suites at Fortune 100 companies Diversity of CEO, COO, and head-of-division roles at Fortune 100 companies 2020 2022 White 88% 80% Arab or Middle Eastern 1% 1% Asian or Asian American 7% 7% Black or African American 3% 5% Hispanic or Latino 2% 3% Other No data 2% Source: Heidrick & Struggles International, The composition of Fortune 100 executive teams, 2022 need to enhance our diversity to gain those perspectives," said Rosal. UMass Chan has four distinct programs that focus on improving and centering diversity in research and recruitment. Where recruitment is concerned, acknowledging the importance of diversity is only one step. Using evidence-based practices to remove as much bias as possible is what makes the efforts successful. In UMass Chan's cluster hire, which aims to increase the recruitment and retention of individuals from priority groups based on their underrepresentation in medicine, the process involves anonymizing aspects of the application process. Candidates for tenure track positions write research statements focused on the work they aim to do, rather than a reflection on a privileged pedigree of mentorship and education, according to Rosal. "It makes bias less likely because there's less to frame what you're reading," Rosal said. e remaining steps of the process involve standardized questions and rubrics, she said. In Joun's perspective, that work of making the interviewing and screening process more uniform is essential. "Sometimes we think we are being objective, but we aren't. We ask easier questions, smile more, if we initially like the person. We have to ask the same questions of every candidate for a more equal process," said Joun. So far, the process is working at UMass Chan, said Rosal. e uni- versity, now in the third cycle of the program, is reaching its recruitment goals of hiring three candidates per year for this specific tenure-track facul- ty program, distinct from other hiring protocols across the university. e four programs combined go beyond what is an intentionally narrow scope of the Cluster Hire initiative. e UMass Chan and MassBioEd efforts are so far paying off for both institutions as they look to make good on commitments to fostering a diverse workforce, but there is still tremendous room for improvement on the cultural level, agree Joun and Zolezzi-Wyndam. "In terms of visible progress, we have seen some, but if the ultimate goal is parity, we still have a long way to go," said Joun. As part of the effort to get there, Zolezzi-Wydham believes the focus cannot be just on general hiring, or hiring for entry- to mid-level positions, but rather needs to extend to the top leadership and trickle down. ere are widely held misperceptions about who qualified c-suite level candidates are, said Zolezzi-Wyndham. It has to do with the social networks of top leaders, which remain closed, she said, and prevents people from seeing and knowing individuals from other backgrounds and communities who have the necessary skills and qualifications, but aren't considered. "We are far from where we need to be at a senior leadership level," said Zolezzi-Wyndam. "ere needs to be a shi at the cultural level to change that perception." Dr. Milagros Rosal, vice provost for health equity at UMass Chan Sunny Schwartz, CEO of MassBioEd

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