HEAL

This article takes a look at accountability and how to begin to establish it at varying levels of an organization.

This brief provides tips to help your organization get started with collecting and using demographic data, an essential tool for understanding the impact of your work.

This document makes suggestions for designing, implementing, and assessing the impact of programs and investments through gathering and analyzing demographic data ensuring responsive and relevant approaches to impact.

Geographic Information Systems

This USICH and their federal and national partners publication addresses the racial inequities that exist across experiences of homelessness. The purpose of this guidance is to provide communities with a framework for gathering and assessing that data.

By collecting and stratifying patient race, ethnicity and language (REAL) data, hospitals and care systems can identify which, if any, health care disparities exist—and then target interventions to address the disparities. This 5-step framework outlines step by step how to stratify patient data.

This resource guide lays the groundwork for an equity roadmap to support hospitals’ and health systems’ efforts toward achieving high-quality, equitable care for all. It focuses on the beginnings of data collection.

Protocol for Responding to and Assessing Patients’ Assets, Risks, and Experiences (PRAPARE) is a national effort to help health centers and providers use data to better understand their patients needs to improve their healthcare and reduce costs. The PRAPARE Screening Tool has been translated in over 25 languages to extend accessibility to the diverse populations you serve.

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.

This SHRM EDI Toolkit includes the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disabilities, ethnicity) as well as how organizations can leverage those qualities in support of business objectives.

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.

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.

This pamphlet is an example of an active DEI initiative at a health organization.

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 toolkit outlines a range of strategies for how health systems are using their investment assets to help address the resource gaps that keep communities from achieving better health and well-being.