HEAL

This toolkit focuses on developing diversity and inclusion leadership strategies at the board level. It also encourages significant governance changes throughout health care organizations.

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.

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 Culturally Appropriate Patient Care 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 Culturally Appropriate Patient Care 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 Culturally Appropriate Patient Care 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 Culturally Appropriate Patient Care 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 Culturally Appropriate Patient Care continuum.

This toolkit looks at place-based investment strategies, with an integrated capital approach, which create positive community impacts traditionally overlooked.

This report looks at the different methods for collecting and analyzing data on race and ethnicity while also looking at government policies that enhance data disaggregation.

The third in the series, The Fenway Institute offers troubleshooting tips in implementing the Sexual Orientation and Gender Identity (SOGI) data such as adding SOGI questions to registration forms next to data regularly taken and how to best use the data recorded.

The second in the series, The Fenway Institute offers tips for collecting Sexual Orientation and Gender Identity (SOGI) data and building coalition support.

This article presents challenges and offer recommendations for facilitating the process of eliminating health disparities and achieving health equity across diverse populations.

This toolkit focuses on training and education strategies and approaches to encourage cultural humility and overcome implicit bias.

The first in a series, The Fenway Institute shares information on why collecting Sexual Orientation and Gender Identity (SOGI) data is beneficial.

This article from the CDC stresses the importance in collecting Sexual Orientation and Gender Identity (SOGI) data to provide better service to the LGBTQI+ community.

This is a library of resources ranging from webinars to publications on how to collect data on sexual orientation and gender identity.

The Health Leads Social Health Data Toolkit is designed for a range of healthcare teams seeking to effectively collect and apply social health program data.

This racial equity tool is designed to integrate explicit consideration of racial equity in decisions, including policies, practices, programs, and budgets.

This report seeks to support organizations in better operationalizing racial equity and inclusion into their 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.

This article looks at the benefits of utilizing data to establish metrics for tracking DEI goals. A suggestion is to empower employees to track and measure organizational DEI metrics.

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.