Data to Action: Building a Diverse and Inclusive Public Health Workforce
Abstract
Background:
Confronting the root causes of structural and systemic inequities requires a workforce that possesses cultural humility, competency in fostering partnerships and building trust, and the ability to design and implement programs and practices that eliminate disparities in every community. A diverse, multi-disciplinary workforce will create more inclusive and accessible climates, policies, and practices for broader public health impact. Greater diversity provides access to a broader cadre of talent, expertise and perspectives that strengthen the ability to address health disparities, respond to emerging crises, and better protect the health of the nation.
In 2022, the center published their diversity, equity, belonging, inclusion, and accessibility (DEBIA) strategic plan. The plan outlined goals and objectives in three domains: workforce, workplace, and scientific and programmatic work; with a mission to cultivate an inclusive, accessible workplace, where a diverse injury and violence prevention workforce will eliminate health inequities.
Methods: The center identified and prioritized implementation of 115 actions to support associated workforce and workplace objectives. Actions needed for the establishment of baseline data and knowledge were selected for implementation in year one of the five-year plan. Actions included a workforce demographic dashboard, listening and learning sessions, and DEBIA trainings.
Results: Overall, the workforce was similar to the civil labor workforce; however, there was lack of racial/ethnic representation at the senior level. The number of employees with disabilities exceeded organizational goal. Although 30% of staff participated in trainings, most of the learners were non-supervisors.
Conclusions: Changing the representation of the public health workforce will involve analyzing data across the employee life cycle. To help advance health equity, public health institutions can use data to develop action plans for attracting and retaining diverse talent. In addition, institutions can use DEBIA trainings to help staff across all levels obtain competency in creating diverse, equitable, and inclusive workplaces.
Keywords
diversity, equity, inclusion, workforce, training, strategy
Data to Action: Building a Diverse and Inclusive Public Health Workforce
Background:
Confronting the root causes of structural and systemic inequities requires a workforce that possesses cultural humility, competency in fostering partnerships and building trust, and the ability to design and implement programs and practices that eliminate disparities in every community. A diverse, multi-disciplinary workforce will create more inclusive and accessible climates, policies, and practices for broader public health impact. Greater diversity provides access to a broader cadre of talent, expertise and perspectives that strengthen the ability to address health disparities, respond to emerging crises, and better protect the health of the nation.
In 2022, the center published their diversity, equity, belonging, inclusion, and accessibility (DEBIA) strategic plan. The plan outlined goals and objectives in three domains: workforce, workplace, and scientific and programmatic work; with a mission to cultivate an inclusive, accessible workplace, where a diverse injury and violence prevention workforce will eliminate health inequities.
Methods: The center identified and prioritized implementation of 115 actions to support associated workforce and workplace objectives. Actions needed for the establishment of baseline data and knowledge were selected for implementation in year one of the five-year plan. Actions included a workforce demographic dashboard, listening and learning sessions, and DEBIA trainings.
Results: Overall, the workforce was similar to the civil labor workforce; however, there was lack of racial/ethnic representation at the senior level. The number of employees with disabilities exceeded organizational goal. Although 30% of staff participated in trainings, most of the learners were non-supervisors.
Conclusions: Changing the representation of the public health workforce will involve analyzing data across the employee life cycle. To help advance health equity, public health institutions can use data to develop action plans for attracting and retaining diverse talent. In addition, institutions can use DEBIA trainings to help staff across all levels obtain competency in creating diverse, equitable, and inclusive workplaces.
