Tyson, the current President and Chief Operating Officer, was interviewed by DiversityInc CEO Luke Visconti the day he was named to the position. To hear audio of the interview, click on the audio players below. Tyson also spoke at our diversity event, emphasizing the organization’s emphasis on cultural competency and an inclusive workplace.

Cultural competence in healthcare is a hallmark of both Kaiser Permanente and Tyson’s personal priorities. “Our mission is to continue to become better educated and increase our competency in understanding the nuances of how we care for a diverse population,” he told DiversityInc. “The Institute for Culturally Competent Care is a training ground. … It’s a metaphor for where the brain trust is to help the rest of the organization better understand how to care for diverse populations.”

In addressing corporate leaders who are selecting a health-insurance provider, he noted that the commitment to diversity is critical. “Your employees will see themselves in the walls of Kaiser Permanente. We are a diverse organization, taking care of diverse people,” he said.

Where Are All the Black CEOs? 

Kaiser Permanente, No. 3 on The 2012 DiversityInc Top 50 Companies for Diversity list, is not in the Fortune 500 since it is a nonprofit. However, the naming of a Black person to lead this major organization is a significant step. Currently, only 1.2 percent of Fortune 500 companies have Black CEOs, compared with 4 percent of the DiversityInc Top 50.

Kaiser Permanente’s Next CEO: Why Healthcare Reform, Cultural Competence Are Financial Decisions

Tyson noted Halvorson’s legacy of creating the most diverse top of the organization in the DiversityInc Top 50. “My job is to build on that and leverage the great strength of the diversity as we continue to deal with very complex problems in this country and the healthcare system,” he said.

Tyson is chairman of the board of directors of The Executive Leadership Council, which works to improve Black representation in senior levels across Fortune 500 and equivalent organizations. He emphasized the need for diversity from all underrepresented groups at the tops of organizations. He also is on the board of the American Heart Association.

Increasing Engagement and Motivation

Tyson discussed his long career at Kaiser, saying: “I’ve been afforded over the 28 years wonderful experiences in multiple roles. … At the end of the day, what has kept me here is that I believe in the mission, in high-quality affordable care.”

He added: “It’s all about creating an environment where the people bring their best thinking forward and are respected and recognized for that. The benefit is to have a highly motivated staff coming to work every day, taking care of our 9 million plus members.”

New CEO: Kaiser Permanente’s Innovation, Affordability Delivers Economic Advantage

The decision to name Tyson came after an exhaustive search. “The full board of directors underwent an extensive internal and external search process, meeting regularly to consider a number of highly qualified candidates, to identify the next leader of Kaiser Permanente,” said Kim Kaiser, board member and chairman of the search committee. “The board’s decision to offer this position to Mr. Tyson is a testament to Kaiser Permanente’s robust internal succession-planning process. During Mr. Tyson’s 28 years at Kaiser Permanente, he has demonstrated excellent leadership and vision for this organization, uniquely qualifying him to serve as our next chairman and CEO.”

Kaiser Permanente’s succession planning will be featured in our diversity web seminar on succession planning, which will include best practices from IBM and CVS Caremark as well, on Dec. 4.

“The board made an excellent choice,” said Halvorson.

“Bernard has done an extremely good job as President and COO of Kaiser Permanente, and I am confident he will continue to perform at the same level as Chairman and CEO.”

Tyson has been President and COO for almost two years. Previously, he was Executive Vice President of Health Plan and Hospital Operations for Kaiser as well as Senior Vice President and COO for the organization’s regions outside of California.

He has a bachelor’s degree in Health Services Management and an MBA in Health Care Administration and Management from Golden Gate University in San Francisco. He also earned an advanced leadership certificate from Harvard University.

The post Interview With Bernard Tyson, Next CEO of Kaiser Permanente appeared first on DiversityInc.

Can diversity and inclusion help your diverse workforce reach its full potential? Ruling with an iron fist might get the job done, but it won’t help you attain true business growth.

This is the lesson that Bernard Tyson, president and chief operating officer for Kaiser Permanente (No. 3 in The 2012 DiversityInc Top 50 Companies for Diversity), addressed during his presentation at the DiversityInc event in Washington, D.C.

“I like to work with people out of aspiration,” Tyson said, “with the commitment that people are working from their full potential. I will specifically align that to Kaiser Permanente in terms of diversity [and inclusion].” He notes that managing through methods of forced compliance, such as firing and other penalties, causes people to do “the minimum amount they need to get by.”

As a direct report to Kaiser Permanente’s chairman, Tyson knows the value of a strong commitment to diversity at the top levels of an organization. He’s a direct report to Chairman and CEO George Halvorson, who is a vocal proponent of diversity and inclusion. In fact, it’s Kaiser’s diverse board of directors and senior management that thrust them to the top of The DiversityInc Top 50 Companies for Diversity list, and it’s why they were recognized with our 2011 Special Award for Top Company for Executive Development.

Tyson is responsible for the organization’s operations and oversees the Kaiser Foundation Hospitals and Health Plans. He is executive sponsor for Kaiser Permanente’s initiatives to eliminate healthcare disparities and to promote diversity in the workplace.

Among Kaiser Permanente’s best practices for inspiring diversity:

• Equity for health. Kaiser Permanente is the only organization that is able to conduct race-based data collection. Its leaders receive a dashboard report each month of health outcomes. “I know how we are doing in every single color and race,” said Tyson, attesting to the impact of good information. Eliminating disparity is the priority agenda.Diversity and inclusion for Kaiser Permanente evolves into a quality-of-care issue. “We know for a fact that as we improve as an organization, the healthcare to all populations is improving,” said Tyson. That’s why the company runs a program to bring farmers markets into low-income Black communities. Healthy eating is critical to good health, but grocery stores in these locations typically do not provide healthy food.

• Build a representative workforce. “The people in our organization are our most precious asset and resource,” Tyson said. “What I am doing is kid’s play, deciding on a billion dollars here or a million there, deciding on an ad campaign. Someone cutting someone’s chest open, that’s serious business.” He notes that one of his most important roles is to represent Kaiser Permanente’s people.

Kaiser Permanente already employs a diverse workforce, with 42 percent white, 26 percent Asian, 17 percent Native Hawaiian, 13 percent Black and 1 percent American Indian employees. But the company is still striving to improve: It has a goal to increase diversity in upper management.

• Economically sustainable communities. Kaiser Permanente has an aggressive goal to spend a billion dollars with diverse suppliers over the next five years. (It is already on target to spend $680 million in 2011.) Tyson receives a monthly dashboard of the pipeline to make sure all business is on target. 

• Healthy environments.Healthcare is an ongoing dedication and extends beyond office visits and doctor appointments. Kaiser Permanente seeks a full return on its investments by getting involved in the communities it serves, spending more than $2 billion a year with major initiatives across the country.
  • Ensuring the most vulnerable populations have access to care
  • Extending reach beyond healthcare in building farmers markets, planting gardens and producing educational theater for children on topics regarding healthy living including sex, bullying and HIV
  • Identifying and impacting social determinants of health

Above all, diversity and inclusion efforts can only be successful under the guidance of inspiring leaders, Tyson said. Kaiser Permanente’s executives set an example by getting involved with charitable organizations. Tyson himself recently worked with Remember Them: Champions for Humanity to create a bronze monument in Oakland, Calif., which depicts 25 international humanitarians. The goal was to make sure future generations don’t forget those who strived for the greater good. The project raised $7 million.

“My role is that I’m trying to create an environment where brilliant people can do brilliant things,” Tyson said.

The post Diversity & Inclusion Puts Kaiser Permanente on Top With Employees, Customers appeared first on DiversityInc.