How To Build A Culture Of Belonging: Lessons for Healthcare Organizations

In today’s healthcare landscape, leaders recognize that organizational success hinges not just on clinical excellence, but on a thriving culture of diversity, equity, inclusion, and belonging. High levels of employee engagement and a deep commitment to workplace diversity and inclusion help hospital systems deliver optimal care while fostering an inclusive environment in which employees—and patients—feel genuinely valued.

To glean practical lessons on this topic, we look to the insights and experiences of Arianne Dowdell Vice President and Chief Culture & Engagement Officer at Houston Methodist. With a career that spans television, law, university administration, and now healthcare leadership, Dowdell exemplifies what it means to continually adapt and grow, all while placing people at the center of her work.

1. Embrace a Non-Linear Career Path That Centers on People

Dowdell’s own trajectory underscores how seemingly disparate experiences can converge into a role that enhances organizational culture. She initially studied broadcast journalism, worked in television (including at Court TV on the show Cochran and Grace), and was mentored by the late Johnny Cochran, whose advice led her to pursue law. Dowdell then practiced medical malpractice defense and labor law, recognizing early that her real passion lay in championing people rather than billing hours in a law firm setting.

She transitioned to higher education—working at institutions such as The Rockefeller University, Virginia Commonwealth University (VCU), and Syracuse University —where she spearheaded large-scale events, fundraising efforts, and community engagement programs. Those experiences honed her communication skills and further fueled her commitment to inclusivity and belonging.

Dowdell notes that her varied background taught her to appreciate everyone’s story: “Every person has a story, and there’s always some aspect of commonality if you look for it,” she says. This empathetic perspective is the bedrock upon which a true culture of diversity and belonging must be built.

2. Understand That Culture Starts at the Top—and Involves Everyone

A hallmark of Houston Methodist’s success is its deliberate focus on workplace culture. Employees across the system repeat the same refrain: they feel valued there. In turn, patients benefit from a diverse workforce that consistently exhibits respect, compassion, and teamwork.

“When you see organizations that have strong cultures, you can usually trace it back to senior executives who invest in their people—not just financially, but with time, resources, and a genuine openness to feedback.”

But leadership alone cannot create a culture of inclusion and belonging. Every level of the organization has to live by the values. In her role, Dowdell partners with department heads, human resources, spiritual care, and community relations to ensure that DEIB initiatives are woven into daily practice. From frontline staff to senior leadership, fostering a welcoming, inclusive workplace becomes a shared responsibility.

3. Foster Listening and Authentic Communication

For Dowdell, the cornerstone of her success in leadership is her willingness to listen before speaking, and to create spaces where everyone feels safe sharing. She emphasizes that listening and hearing are two different things. One can passively listen without truly absorbing the message; hearing someone out means taking in their experiences and actively working to address them.

Practical Tips:

• Set up regular feedback channels (focus groups, listening sessions, anonymous surveys) so employees can voice concerns safely.
• Encourage leaders to pick up the phone or meet face-to-face to discuss sensitive matters rather than relying on impersonal email threads.
• Create a feedback loop where employees see that their input is taken seriously and leads to tangible change.

4. Leverage Employee Resource Groups (ERGs) and Education

One of the most tangible ways Houston Methodist fosters belonging is through a robust Employee Resource Group (ERG) program. In less than three years, the system launched 11 ERGs with over 3,500 active participants, surpassing the average ERG participation rates seen in many Fortune 500 companies. These ERGs serve as excellent diversity and inclusion examples within the organization.

ERGs provide safe spaces for employees to connect, share experiences, and network—often across aspects of identity like race, gender, or shared interests. They also serve as incubators for leadership diversity and employee engagement. By leading or actively participating in an ERG, employees sharpen communication, project management, and conflict-resolution skills.

Additionally, Houston Methodist’s culture team offers ongoing education that moves beyond standard compliance training. Topics include equitable communication, cross-cultural competence, and the fundamentals of health equity. Dowdell’s team uses interactive, scenario-based sessions that invite staff to think critically about how to relate to diverse patients and colleagues. This diversity training helps address unconscious bias and promotes inclusive communication throughout the organization.

5. Tie Belonging to Organizational Goals—Including Financial Ones

Healthcare organizations often look to financial metrics and patient outcomes as indicators of success. While the “intangible” nature of belonging can make some leaders skeptical about investing in culture, Dowdell cites clear business advantages:

“We need innovation in healthcare now more than ever. Diversity of thought, life experience, and culture fosters that creativity.”

1. Employee Retention: Studies show—and Houston Methodist’s experience confirms—that when people feel valued and included, turnover rates go down. This results in significant cost savings in recruitment, onboarding, and training.
2. Organizational Reputation: A diverse workforce that mirrors the communities it serves often garners stronger patient loyalty and community trust. This positive public perception can translate into a more stable financial position, as patients choose providers they feel understand their needs.
3. Innovation:Diverse teams are more likely to find creative solutions to complex problems.

For Houston Methodist, this has manifested in sustained margins despite industry-wide challenges, as well as giving back generously to the community through grants and initiatives focused on health equity and pay equity. These benefits of diversity and inclusion in the workplace demonstrate the tangible impact of a strong cultural framework.

6. Make Health Equity a Core Pillar

The mission to create a culture of diversity, equity, inclusion, and belonging does not stop at the organization’s internal culture. Houston Methodist is distributing 5 million per year to community-based programs. This approach reflects an understanding that true belonging in healthcare extends beyond staff to the populations served.

Dowdell and her colleagues work to identify and address disparities that can emerge due to socioeconomic status, geography, language barriers, and more. Some of their efforts include:

• Health Education and Screenings: Bringing preventive care resources directly to underserved communities.
• Equitable Communication Training: Helping clinicians connect effectively with patients from diverse cultural and linguistic backgrounds.
• Community Partnerships: Collaborating with local nonprofits and civic groups to increase awareness and trust in healthcare services.

Such work requires a concerted effort from multidisciplinary teams—medical staff, researchers, community organizers, and policy experts all bring different lenses. It also demonstrates how a commitment to DEIB can and should translate into concrete strategies that improve patient outcomes and overall population health.

7. Cultivate Psychological Safety to Fuel Innovation

A question often posed about DEIB is whether it stifles innovation or even creates “psychological unsafety” for those who might disagree with certain policies. However, Dowdell explains that true DEIB hinges on psychological safety:

• Open Dialogue: Make it clear that conversations about race, identity, or personal background need not be confrontational; they are learning opportunities.
• Diversity of Thought: Welcome contrasting opinions and encourage debate around patient care improvements or operational efficiencies. This environment keeps ideas flowing.
• Ongoing Feedback: By normalizing feedback loops (both giving and receiving), you can continuously refine DEIB initiatives in a collaborative manner.

In reality, healthcare needs innovation more than ever to solve systemic challenges. Diversity of thought fuels that innovation, enabling a richer pool of perspectives when tackling problems like staffing shortages, access to care, or telehealth implementation. This approach highlights the difference between inclusion and belonging, where inclusion ensures diverse voices are heard, while belonging fosters an environment where everyone feels valued and empowered to contribute.

8. Recognize the Power of Authenticity

A culture of diversity and belonging thrives when people can bring their whole selves to work. For Dowdell, this means being the same person—rooted in empathy, open communication, and respect—whether she’s in a boardroom, talking to frontline staff, or meeting community partners.

“Your steps are ordered, even if you don’t realize it in the moment. Embrace the experiences that shaped you—then leverage them to serve others.”

Leaders who model authenticity set the stage for employees to do the same. This alignment fosters trust throughout the organization, which in turn drives better teamwork, reduced friction, and higher levels of employee satisfaction. It’s a key component of creating an inclusive environment where diverse talent can thrive.

Conclusion

Building a culture of diversity, equity, inclusion, and belonging in healthcare is not simply about following a checklist of diversity metrics. It is about investing in people—their stories, their talents, and their unique experiences—and channeling that collective strength to enhance both employee well-being and patient care.

Leaders like Arianne Dowdell show that creating this kind of inclusive workplace is not just good for morale; it is an imperative for sustained growth, improved retention, innovative care delivery, and stronger community ties. By listening before speaking, supporting robust ERGs, integrating employee feedback into actionable change, and focusing on health equity, healthcare organizations can transform “the intangible” into measurable, lasting impact.

As Dowdell succinctly puts it:

And that is the ultimate lesson for healthcare leaders seeking to build workplaces where everyone belongs, and where patients trust they will receive compassionate, equitable care. By embracing DEIB initiatives, fostering inclusive leadership, and implementing inclusive hiring practices and inclusive decision-making processes, organizations can create a truly diverse and inclusive workplace that benefits all stakeholders. This approach not only addresses workplace discrimination but also promotes equal opportunities and cultivates an environment where corporate