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Office of Diversity, Equity and Inclusion

Hispanic Heritage Month


Arts and Culture

Healthcare and Wellness 

Community and Heritage 

Activism and Social Justice 

Office of Diversity, Equity and Inclusion

Gender and Sexuality

Gender and Sexuality

Something we may take for granted at Equitas Health is that everyone is speaking the same language around queer identity and has the same knowledge of terminology and experience. This repository is meant to help bridge the gap for those who do not know and those who would like to deepen their understanding. Identifying as LGBTQIA+ does not mean that we always know or understand everything about the community. We can all work to be better advocates and accomplices for marginalized communities.

LGBTQIA+ 101

Definitions List

Lesbian

Gay/MSM

Bisexual/Pansexual

Queer

Intersex

Asexuality/Aromantic

Trans/Nonbinary/Gender Expansive

Office of Diversity, Equity and Inclusion

Black Futures Month

Black Futures Month

Introducing Black Futures Month

The Future of Arts and Culture

The Fight Forward – The Future of Activism and Social Justice

The Future of Community

Office of Diversity, Equity and Inclusion

DEI 101

DEI 101

DISCLAIMER: These repositories are in no way comprehensive. The resources here are an introduction to common terminology and concepts. We encourage you to use this repository as a launching pad for your continued education on diversity, equity, and inclusion topics.

If you have questions about any of the resources or topics found here, please reach out to Tea Brown, Program Manager of Culture and Climate.

Defining Diversity, Equity and Inclusion

Diversity is the practice of having people of a variety of experiences, perspectives, and identities present in a space. This is accounting for race, gender, sexuality, ability, and even education experience. Diversity asks: Who ISN’T in the room? Who should be in the room?

Equity is taking those experiences of people and meeting people where they are. Equity is about providing equal opportunities for access and care to others. Equity asks: What barriers exist and what needs to be done to remove them?

Inclusion is about ensuring that those of diverse experience feel that they belong and are able to contribute meaningful to a group. It moves further than simple representation and values the possibilities that arise when different perspectives are brought to a space. Inclusion asks: does everyone feel that they can share? Does everyone feel valued here?

What is Identity?

Understanding Bias

Understanding Microaggressions

Understanding Intersectionality

Racism and Anti-Racism

Understanding Ableism and Ability

(Asterisks are materials created by BIPOC Individuals or organizations)

Office of Diversity, Equity and Inclusion

Health Equity in the Workplace

Disclaimer: These repositories are in no way comprehensive. These resources here offer insight and guidance on how to achieve health equity in the workplace. We encourage you to see this as a resource guide for your journey on understanding health equity in your place of employment and for tools and tips on how to thrive at work.

If you have any questions about the resources or topics that are found here, please reach out to Dominique Shepherd, Associate Director of Diversity, Equity, and Inclusion. 

What does health equity in the workplace mean?

Let’s begin by defining health equity. In a report designed to increase consensus around the meaning of health equity, the Robert Wood Johnson Foundation (RWJF) provides the following definition: “Health equity means that everyone has a fair and just opportunity to be as healthy as possible. This requires removing obstacles to health such as poverty, discrimination, and their consequences, including powerlessness and lack of access to good jobs with fair pay, quality education and housing, safe environments, and health care.”

Discriminatory practices are often embedded in institutional and systems processes, leading to groups being under-represented in decision-making at all levels or underserved. Inequity, discrimination, and bias have no place in the workplace. Yet, they remain, rooted in historical and present-day policies and systems that favor one group over others.

Research shows that promoting health equity can positively affect employee health, development, productivity, and reduce health care costs. Achieving health equity in the workplace means deconstructing barriers that hinder folks from equitable opportunities and instead, we should be creating a sustainable environment where employees can thrive physically, mentally, and emotionally.

What are some internal strategies that can be implemented for health equity in the workplace?

  1. Offering diversity, equity and inclusion training to all staff members at all levels
  2. Review organizational policies and procedures to ensure they are culturally humble and accessible.
  3. Ensure all employees have a voice in decision-making.
  4. Pay equity studies and consistent review for factors such as inflation on the living wage.
  5. Ensure our community partners, external businesses and other stakeholder are committed to equity and equitable practices.
  6. Move with intentionality when it comes to maximizing the utilization of historically marginalized vendors.
  7. Promote and offer training on health literacy and employee benefits (EOB) program literacy.
  8. Comprehensive paid family and medical leave program. 
  9. Offer anti-racist education/training and implement an anti-racist policy. 
  10. Diverse representation at all levels of leadership.
  11. Equitable evaluation and promotion matrix.
  12. Working conditions that promote a healthy work-life balance.
  13. Build the organization’s capacity to understand and operationalize anti-racism equity strategies via training and tool development
  14. Ensure equitable structures, processes, and accountability in the organization’s workforce, contracts and budgeting, communications, and publishing
  15. Integrate trauma-informed lens and approaches when developing and implementing policies and practices
  16. Assess organizational change (culture, policy, process) over time

Reference: American Heart Association CEO RoundTable: Driving Health Equity in the Workplace

Work-Life Balance

 Mental Health

Physical Health

Staff Demographic Statistics

Current and two-year data regarding race and ethnicity show that our DEI efforts are yielding results.

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Equitas Health Institute

Equitas Health Institute

Provider Education

The Equitas Health Institute offers online and in-person training in cultural humility to medical and social service providers who wish to offer LGBTQ+ affirming services. It’s time to transform your care!

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