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Blog: Time to Act: National Minority Health Month Can be a Launchpad to Closing the ‘Knowing-Doing’ Gap
National Minority Health Month can be a launchpad to closing the ‘knowing-doing’ gap.
Attendees of the upcoming Accelerating Health Equity Conference, May 10-12 in Cleveland, will have an excellent opportunity to see the Health Equity Roadmap come to life as they join counterparts in other health care and community organizations for hands-on learning that can bolster efforts to advance diversity, equity and inclusion.
We spoke with Leon D. Caldwell, AHA’s senior director for health equity strategies and innovation and one of the Health Equity Roadmap’s architects, about its importance to hospitals and health systems.
Now is the time to evaluate how far we have come in closing gaps in health disparities, assess where health care is on the equity journey and take what we’ve learned to strengthen our organizations and communities through collaborative and innovative work — by investing in our neighborhoods and one another.
This blog offers guidance on how to get staff to get more involved in and discuss issues related to DEI. The blog focuses on creating employee resource groups, how to encourage and support them, and how to get them involved in internal DEI work.
In this article, diversity, equity and inclusion consultants Stephen Graves and Alex Bethel share insights on how White healthcare professionals can move beyond White fragility and harness their racial privilege to create health equity.
The REPAIR Project is a three-year initiative designed to address Anti-Black Racism in science and medicine. It recognizes that long-standing racial inequities in health, health care institutions and scholarship are a result of systemic race-based violence and racism in society as a whole, and seeks to open conversation and promote efforts to rectify and eliminate these problems.
This article looks at DEI efforts and how they can, if not carefully implemented, look solely like hiring initiatives. ERGs provide space for employees to feel like they belong. The article emphasizes formal organizational support where leaders approve group charters and agree on common themes.
This article outlines the benefits of ERGs while identifying ways for institutions to support involved staff, both internally and publicly, who are primarily volunteers. Black employees who are part of ERGs may feel burnt out and this article focuses on their involvement in ERGs and ways their companies can support them. ERGs develop internal leaders while benefitting the overall growth of the company. Ensuring ERG members are respected and given the time and space to complete this additional work separate from their full time job, have mental health support, and enough funding to allow for them to involve the rest of staff in learning will put less stress on ERG members.
This is a comprehensive example of a Hospital's Action Plan providing recordings, handouts, and the plan itself. An action plan with a focus on DEI results in a an organization dedicated to the goals of fostering a more equitable workplace. A finalized action plan results in goals to move forward in practice, in one case committing to employee-led resource groups.
This article takes a look at accountability and how to begin to establish it at varying levels of an organization.
Mobilizing toward health equity: Action steps for health care organizations, Perspectives of health care CEOs and leadership executives
Health care organizations are on the front lines of addressing health equity, playing key roles in not only access and care delivery, but also as employers and as community members. Discover strategies for organizations to address health equity within their organizations and the communities they serve.
How to Elevate Diversity, Equity, and Inclusion Work in Your Organization -The Wharton School, University of Pennsylvania
This article looks at DEI and how it is valued or unvalued in organizations. It is more common for employees who are attempting to do DEI work to be penalized or disregarded. The article offers a the "MERIT" framework to guide leaders in making their employees feel valued to do the work for DEI.