Hospital Supplier Diversity Report

1. Policy Statement

Supplier Diversity Policy Statement

Keck Medicine DEI Vision At Keck Medicine quality healthcare starts with dignity, respect, and compassion for our patients, loved ones and colleagues. We intentionally and courageously create an inclusive and supportive clinical care, learning, research, and work environment. We actively work to dismantle systemic bias, racism, and inequalities so everyone belongs and thrives. Keck Medicine of USC Supplier Diversity Policy At Keck Medicine of USC, we believe in the impact of serving a community and population with diverse needs. To assist patients and providers in becoming Limitless, we strive to partner with vendors that demonstrate excellence while reflecting the diverse patients we serve. Our supplier diversity commitment is to provide equitable access to procurement and contracting opportunities to business entities - both large and small- 51% owned and operated by minority, women, LGBTQ+, and veterans.

2. Supplier Point of Contact, Outreach and Communication

Supplier Point of Contact

• Name: Joseph Knudsvig
• Phone: 323-442-9173
• Email: joseph.knudsvig@med.usc.edu

Outreach and Communication

How does your hospital encourage and seek out minority, women, LGBT, and disabled veteran business enterprises to become potential suppliers?

Any vendor doing business with either Keck Medicine of USC or University of Southern California is required to register through our supplier portal. This portal provides the opportunity to certify as a diverse entity including (but not limited to) Disabled, Disadvantaged, Minority-, Woman-, LGBTQ+, and Veteran-Owned Entities, and Small Business designations. We also currently participate in partnerships with our Group Purchasing Organization (GPO) Vizient and Primary Distributor Medline for reporting and sourcing current and potential diverse suppliers. We utilize our GPO supplier diversity portal we can benchmark our current supplier diversity spend twice a year. The Medline reporting allows access to similar benchmarking and expands our view to not only our Tier 1 direct spend with diverse suppliers but also the Tier 2 impact of where our vendors source their materials or services (this definition is separate from the Tier II designation from HCAI).

How does your hospital encourage its employees involved in procurement to seek out minority, women, LGBT, and disabled veteran business enterprises to become potential suppliers?

Keck Medicine continues to build out and formalize its training to the employees directly involved in the procurement process and helps support employees through its continued DEI efforts. In partnership with the University, Keck continues to expand on the foundation set in 2020. USC recruited its first Chief Inclusion and Diversity Officer (CIDO), Christopher Manning, who will report directly to the University President and chair the University's Diversity and Inclusion Council. Following suite the health system is finalizing the hire of our own CIDO to foster collaboration and build on the efforts started at the University Keck Medicine also continues its Journey Towards Inclusion, launching new employee trainings and resources, and Employee Resource Groups centered around common demographics, backgrounds, interests, or alliance. The executive level sponsor and chairs of these ERGs help foster a culture of safety, recognition, and inclusion within the Health System Environment. A wonderful example of the training at Keck is related to our gender affirming care program. In partnership with our Keck Pride ERG and the TransLatin@ Coalition, Keck Medicine was able to create a broad, multispectral alliance with a vision toward building holistic access to care for transgender, non-binary, and gender diverse communities. This program has resulted in 1,400 staff and faculty members (ranging from front line staff, nurses, physicians, access center operators, residents/fellows, and more) at Keck Medicine receiving training on transgender health, gender affirming care, and inclusive communication since 2020. Keck Medicine of USC is honored to be listed as a Leader in LGBTQ+ Healthcare from the Healthcare Equality Index and we are excited to continue this work in the next calendar year by offering future culture transformation trainings in partnership with TransLatin@. In addition to the resources for employees - specific training around disadvantaged vendor classifications, the impact of spend within the community through disadvantage vendors, and operational training on certification auditing, sourcing of disadvantaged vendors, and resources offered by our GPO and Prime Distribution partners including the Vizient Supplier Diversity Counsel.

How does your hospital conduct outreach and communication to minority, women, LGBT, and disabled veteran business enterprises?

During 2021 we continued to build on the success of utilizing 3rd party PPE vendors to help create opportunities for disadvantage business enterprises. JBY, Pelv-Ice, and Maadho Distributors are three major vendors that were able to help Keck during the height of the pandemic address backorder and supply constraints in the personal protective equipment space. Keck Medicine was able to partner with all three vendors to obtain their diverse vendor certifications. This included highlighting the current accepted certifications at our health systems and other large hospitals (by leveraging the HCAI 2020 reporting), identifying certifying bodies based on the most widely accepted classifications for each possible certification, and helping the companies to understand the business opportunity present for certified vendors. Keck continued its path forward in the last year by partnering with the USC DEI council. This steering committee remains committed to the DEI Council Strategy & Objectives developed in 2020 and highlighted below. DEI Council Strategy & Objectives Develop the infrastructure at USC Health to empower a diverse and inclusive workforce, advance equity in care, and enhance community and professional partnerships. 1. Strategically Source, Hire, and Retain Diverse Talent 2. Advance Health Equity & Culturally Competent Care 3. Foster Inclusion and Engagement 4. Enhance Community & Professional Partnerships

3. Diverse Supplier Spending

Diverse Procurement Spending by Minority

For the reporting period, enter the dollar amounts procured by your hospital from those business enterprises that employ the majority of their workforce in California.

Diverse Procurement Spending by Other

For the reporting period, enter the dollar amounts procured by your hospital from those business enterprises that employ the majority of their workforce in California.

What is your hospital's total procurement (including diverse and non-diverse suppliers)?

$635,986,367.00

4. Certifications and Third Party Procurement

Certifications

How does your hospital support organizations that promote or certify minority, women, LGBT, and disabled veteran business enterprises?

By partnering with the University we participated in local databases managed by Compete4LA and RAMP, as well as fostered a relationship with TELECU/LALCC. Both TELECU and LALCC are at the forefront of considerable change for Latino/minority business in Los Angeles. Thanks to these partnerships, as well as communications with GLAAAACC and the Asian Business Chamber, USC and by extension Keck Medicine of USC, are close to announcing additional outreach around networking and supplier outreach in the geographies around the University and Health System campuses. We also utilize validation services to make sure there is auditable tracking for certifications. Diversity Information Resources (DIR) is our annual reporting partner, helping us understand the offerings for disadvantaged vendor classification reported on the HCAI list and those outside of the current minority, women, LGBT, and disabled veteran classifications. By using DIR we are able to draw on a complete list of national, state, and regional agency certifications. DIR's report helps us understand our data better with additional detail around certifications in areas like small business, HUBZones, Labor Surplus Areas, and AbilityOne Programs. There data classification also helps us understand the sourcing categories within the current spend with the largest representation of disadvantaged vendors and highlight some of the largest opportunities.

Do you require suppliers to be certified?

Yes

Do you accept self-certification?

No

Third-Party Procurement

• Name: Vizient
• Website: https://www.vizientinc.com/what-we-do/supply-chain/supply-chain-programs/supplier-diversity

5. Other Relevant Information

Total Disadvantaged Vendor Spend: $32,731,310.35 (certifications outlined below) Our current years information include the below certifications. Moving forward Keck will also accept these certifications for supplier diversity classifications through federal, state, or local governments: SBA-8(A) Certified, Airport Concession Disadvantaged Business Enterprise (ACDBE), Alaskan Native Corporation (ANC), Disadvantaged Business Enterprise (DBE), Disabled Veteran Business Enterprise (DVBE), Economically Disadvantaged Woman-Owned Small Business (EDWOSB), Historically Under-Utilized Business Zones (HUBZone), LGBT Business Enterprise (LGBTBE), Minority-Owned Business Enterprise (MBE), Small Business Enterprise (SBE), Small Disadvantaged Business Enterprise (SDBE), Service Disabled Veteran-Owned Business (SDVOB), Service Disabled Veteran-Owned Small Business (SDVOSB), Veteran-Owned Small Business (VOSB), Veteran-Owned Business (VOB), Vietnam Veteran-Owned (VVO), Women-Owned Business Enterprise (WBE), Women-Owned Small Business (WOSB), AbilityOne Program, Disability-Owned Business Enterprise, Historically Black College or University / Minority Institution (HBCU), Labor Surplus Area (LSA) In modeling after the existing CPUC supplier diversity program and the state recognized Supplier Clearinghouse we will focus on having vendors obtain certifications from California Department of General Services, U.S. Small Business Administration, National Minority Supplier Development Council, Women's Business Enterprise National Council, National Gay & Lesbian Chamber of Commerce, and/or Office of Small Business & Disabled Veteran Business Enterprise Services (OSDS) (HBCU), Labor Surplus Area (LSA)