iCAT™ Tool

Solve Complex Organizational Challenges with the Intelligent Culture Assessment and Transformation (iCAT)™ Tool

Intelligent Culture Assessment and Transformation (iCAT)™ logo

Contact

Dr. Anthonise Fields

CEO of E3 NexHealth and Lead Researcher

info@e3nexhealth.com


Leah Smiley

President of IDC

info@diversitycertification.org

Partnership & Engagement Opportunities

Research Sponsors

  • Subject Matter Expert Panel
  • Industry-wide Validation Survey
  • Pilot Project
  • The Entire Measurement System, Cultural Threat Brief, and Toolkit


Early Adopters

  • Pilot Stage
  • Automation Stage
Learn More

iCAT™ Tool Overview


In the engineering field, a single point of failure (SPOF) is any non-redundant part of a system that, if dysfunctional, would cause the entire system to fail.


In the healthcare field, we tend to shy away from talking about failures, even when it should be a necessary part of complex discussions about healthcare outcomes. Beyond legal risks, healthcare organizations jeopardize their brand, commitment to quality, and leadership potential when they ignore or minimize how different individuals have been failed by the system that was designed to help them.


Through research, the Institute for Diversity Certification (IDC)® and E3 NexHealth identified seven (7) elements that would result in a cultural misalignment, thereby increasing the risk of a system failure. Without understanding the complexity, interconnectedness, and multi-faceted layers of an organization’s cultural elements, the risk of succumbing to environmental threats increases exponentially.


Want to change the prognosis? Apply a broad-based lens to cultural threats and engage in a smart assessment process that is designed to save time, conserve resources, and transform patient care outcomes—including but not limited to achieving health equity goals.


IDC and E3 NexHealth have launched a groundbreaking and immersive workplace performance system: the Intelligent Culture Assessment and Transformation (iCAT)™ tool. This innovative predictive modeling solution leverages the power of research and AI to optimize and improve health care outcomes.


Using an inclusive excellence lens, the tool will scan the internal and external landscape and propel a transformation in the workplace through a weighted measurement system. As a valid and reliable assessment tool, the iCAT™ assists with cultural alignment and risk management, as well as provides real-time feedback regarding policies, practices, and people.


This innovative tool is the roadmap to a high-performing, diverse, and sustainable organization.

iCAT™ Tool Objectives


This AI-powered platform empowers organizations to:

Diagnose the Current Culture

Discover your position on the Cultural Measurement and Development Continuum.

Chart a Clear Path

Receive custom recommendations for improving staff and patient experiences.

Predict and Optimize

Utilize predictive modeling to assess the cultural impact of new or modified initiatives, saving time and resources.

Achieve Operational Excellence Goals

Successfully apply AI to a patient-centered care model and future-proof sustainability efforts.

Manage Risk

Ensure cultural alignment during mergers/acquisitions and prevent lawsuits.

Monitor and Report

Track and report progress, as well as benchmark your results against peers.

Cultural Measurement and Development Continuum

Cultural Measurement and Development Continuum

This visual illustrates the content covered in the Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® certification systems.



A Black female healthcare professional holds her stethoscope in the shape of a heart

DEI Knowledge Domains Relevant to the iCAT™


CDP® Domains

  • A. Manage DEI Planning, ROI, and Budget
  • C. Promote DEI Organizational Culture and Engagement
  • F. Coordinate DEI Education and Development
  • G. Influence Organization’s DEI Communications


CDE® Domains

  • A. Engage in Professional Self-Development and Continuous Learning
  • B. Advance Leadership for Organizational DEI
  • C. Manage DEI Strategic Planning and Budget
  • D. Champion Organizational DEI Policies, Compliance, and Governance
  • E. Champion Organizational Values and Inclusive Culture
  • F. Advance Organizational Staff Education, Development, and Training
  • G. Leverage DEI Stakeholders and Partnerships
  • H. Lead Organizational DEI Initiatives and Integration Efforts
  • I. Collaborate on DEI Organizational Communications and Engagement

DEI Competencies Relevant to the iCAT™

  • CDP® - The Business Case for DEIA

    Organizations who employ diverse workforces better understand customer needs, are more proactive managing costs and opportunities, and are poised to thrive in a global economy. This competency helps practitioners maximize DEIA efforts using traditional business principles.

  • CDP® - Handling Difficult Conversations

    The art of delivering your message effectively is vital. Multicultural communication skills are essential for building strong relationships and setting a positive example for others. This competency guides practitioners in initiating and mediating complex discussions with confidence and respect.

  • CDE® - The Elements of Leading a Large-Scale DEIA Effort

    Leadership in the DEIA space is complex, especially in large organizations. Mastering this competency allows executives to develop formal frameworks that advance DEIA work while navigating competing dynamics and priorities.

  • CDE® - Global Best Practices for an Inclusive Culture

    An inclusive environment is intentionally designed, nurtured, and supported. DEIA leaders learn to operate a best-in-class effort that fosters equity, defines inclusive excellence, and achieves a discrimination- and harassment-free work environment.

  • CDE® - Bias in People, Policies and Practices

    Diversity leaders are challenged to confront age old assumptions about unconscious bias. This competency identifies implicit associations that lead to discrimination, inequality, and exclusion and presents effective techniques to overcome stereotypes and biases.

  • CDE® - Integrating Cultures Amidst Merger and Acquisition Activity

    Global business activity continues to bridge international cultures. DEIA leaders understand the challenges of cultural integration and how to overcome them, positioning them to counsel leadership about potential problems and opportunities.

  • CDE® - Innovation Through DEIA

    DEIA leaders play a critical role in driving innovation at their organizations. Fostering a culture of inclusion and diversity of thought can lead to the development of new and innovative products, services, and processes.

  • CDE® - Connecting Demographic Shifts to Organizational Strategy

    Demographic shifts have a major impact on the workforce and marketplace. Diversity leaders analyze demographic data to develop effective DEIA strategies for service delivery, talent management, marketing, communications, competitive positioning, and more.

  • CDE® - The Next Generation of Diversity, Equity, Inclusion, and Accessibility Work

    DEIA leaders need to be prepared to adapt their strategies to meet the needs of the changing workforce and marketplace. This competency helps leaders evaluate how DEIA efforts have evolved and prepares the organization to adopt forward-thinking practices and strategies.

  • CDE® - Advanced Data Insight and Analysis

    Collecting data or sharing research reports is not enough. DEIA executives must provide insight into how the data will impact the organization now and in the future. Beyond assumptions or opinions, data allows the organization to benchmark its people, policies, and practices against competitors and other best-in-class enterprises.

Intelligent Culture Assessment and Transformation (iCAT)™ logo

Contact

Dr. Anthonise Fields

CEO of E3 NexHealth and Lead Researcher


Leah Smiley

President of IDC and co-Research Lead

Learn More