Purpose

The purpose of this study is to examine a unique application of mega-events theory in a US health-care organization. The organization hosted 50 virtual listening calls (LCs) in the summer of 2020 to understand and to hear their employees’ voices regarding their emotions about issues of racial injustice and to solicit their ideas for creating a more inclusive workplace.

Design/methodology/approach

This study used an illustrative, descriptive qualitative design. Using Saldaña’s (2015) structural coding approach, data from 388 employees who voluntarily participated in 50 virtual LCs were analyzed.

Findings

A total of eight themes with respective subthemes emerged regarding employees’ range of emotions and six themes emerged regarding employees’ specific suggestions for creating a more diverse and inclusive organization. This research suggests that hosting these open, virtual LCs enabled a space for employees to authentically voice their perspectives, learn from each other and afforded a powerful learning opportunity for organizational leaders to inform their diversity and inclusion practices.

Originality/value

This study represents a unique application of mega-events theory, focuses on pivotal events in the summer of 2020 that have been nationally and globally impactful and demonstrates the power of listening and learning to inform taking action in a health-care organization already constrained with the ongoing Covid-19 pandemic.

中文翻译：

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通过倾听和向员工学习来应对种族不公

目的

本研究的目的是检验大型事件理论在美国医疗保健组织中的独特应用。该组织在 2020 年夏季举办了 50 次虚拟聆听电话 (LC)，以了解和听取员工对他们对种族不公正问题的情绪的看法，并征求他们的想法，以创造一个更具包容性的工作场所。

设计/方法/方法

本研究使用了说明性、描述性的定性设计。使用 Saldaña (2015) 的结构编码方法，分析了 388 名自愿参加 50 个虚拟 LC 的员工的数据。

发现

总共出现了八个主题和各自的子主题，涉及员工的情绪范围，六个主题涉及员工关于创建更加多元化和包容性的组织的具体建议。这项研究表明，举办这些开放的虚拟 LC 为员工提供了一个真实表达自己观点、相互学习的空间，并为组织领导者提供了一个强大的学习机会，以告知他们的多样性和包容性实践。

原创性/价值

这项研究代表了大事件理论的独特应用，重点关注 2020 年夏季在全国和全球具有影响力的关键事件，并展示了倾听和学习为在已经受到限制的医疗保健组织中采取行动提供信息的力量。持续的 Covid-19 大流行。