HEAL

Cultivating equity in an organization’s workforce is essential for improving health equity for the community. These key questions can help boards promote equity and inclusion for the workforce.

This is a guide for leaders who would like to hold more productive and inclusive meetings. This one page handout features creating a role for a volunteer to serve as the Designated Inclusion Advocate.

This checklist was developed based on ASTHO's Foundational Practices for Health Equity, and is designed to support organizational improvement in advancing health equity.

Applying a DEI lens to organizational policies and supporting an equitable and inclusive climate and culture.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Transforming on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Affirming on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Immersing on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Committing on the Equitable and Inclusive Organizational Policies continuum.

Action Planning is a critical step in collectively advancing equity and dismantling structural barriers (e.g., racism, sexism, ageism, etc.) in hospitals and health care systems. This Transformation Action Planner is for hospitals at Exploring on the Equitable and Inclusive Organizational Policies continuum.

This toolkit aims to help white-led organizations align their work with existing health advocacy, organizing and community-building work already happening in communities of color in ways that are respectful and grounded in an understanding of power and racial justice principles.

The purpose of this resource booklet is to: Tell the story of how our anti-racist organizational change project started. Share some of the resources we’ve found and developed along the way. Provide guidance on how other nonprofits can start their own process.

This report emphasizes the importance of providing healthcare professionals with learning opportunities to aid their ability to care for individuals different from themselves.

A survey of more than 19,000 HBR readers found that one particular culture style differentiated the diverse and inclusive organizations from those that were not: a learning-oriented culture that emphasizes flexibility, open-mindedness, and exploration, and can equip organizations with the ability to adapt and innovate.

This PolicyLink report identifies key strategic actions and internal catalysts that can help companies in these industries prosper byaddressing the distinctive needs of customers of color.

Sample Organizational DEI Survey.

The following nine steps break down these main phases into action steps employers can take to develop a DE&I initiative.

This document contains racial equity value statements from various organizations located in different places.

The aim of this tool kit is to help organizations review and consider changes to policies such as these to make sure that they are equitable for all employees and members, and for their community.

This is a free resource that can be used as often as needed by individuals or teams on your campus who are familiar with your institution's DEI efforts.

The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about.

7 Steps to Advance and Embed Race Equity.

This resource looks at how making health equity a strategic priority can aid health systems and organizations in achieving equity initiatives.

Simply put, strategic planning determines where an organization is going over the next year or more, how it's going to get there and how it'll know if it got there or not. The focus of a strategic plan is usually on the entire organization.

The AHA Task Force on Ensuring Access in Vulnerable Communities examined ways in which the access to and delivery of care could be improved. During that process, the Task Force grappled with the reality that, in vulnerable communities, even if quality care is available, social determinants often prevent individuals from being able to access health care or achieve health goals.

Diversity, inclusion, cultural humility and health equity are imperative for health care organizations, as the U.S. demographic landscape continues to change and regulatory agencies continue to implement requirements to improve safety and quality, reduce health care disparities and create more affordable care for patients. This certificate program works to train leaders who can build a more robust diversity strategy in their health care community.