Great Compensation- Lack of Inclusivity - Director Harris Health Employee Review

The hierarchical structure, outdated procurement practices, and rigid IT governance present significant barriers to efficiency and progress. The IT governance, in particular, feels like the opposite of shared governance, stifling collaboration and innovation. Additionally, Harris Health prides itself on its DEI initiatives, largely driven by significant minority employee demographics, but often misses the broader point of inclusivity, particularly in creating equitable opportunities and fostering an environment where all voices are truly valued. The 15% salary cap on promotions exemplifies this gap, creating inequities that leave employees in critical roles, like mine, substantially undercompensated compared to peers in similar positions. These systemic challenges not only undermine efficiency but also negatively impact morale, retention, and productivity. Streamlining procurement processes, modernizing IT governance to reflect shared decision-making, and revisiting the salary cap policy to align compensation with responsibilities and industry standards could significantly improve employee satisfaction and operational efficiency. Addressing these gaps would better position Harris Health to live up to its values, attract and retain top talent, and achieve its strategic goals effectively.