通过公平委员会工作,打破LGBTQ+卫生组织中的结构性种族主义
Brittany Brathwaite1,2, Michelina Ferrara2, Sadé Swift2
1CUNY Graduate Center, New York, NY, USA.
Health promotion practice
|July 16, 2025
概括
本研究介绍了设计公平连续性,这是一个新的工具,帮助组织深化多样性,公平和包容 (DEI) 工作超越偏见意识. 它促进了系统性的文化转变,以获得更大的社会正义影响.
科学领域:
- 公共卫生 公共卫生
- 社会正义,社会正义.
- 组织发展组织发展.
- 多样性,公平性和包容性 (DEI)
背景情况:
- 传统的多样性,公平性和包容性 (DEI) 努力往往集中在个人偏见意识和亲和群体上.
- 这些方法往往缺乏系统层面的分析和深层次的文化转变.
- 需要更深入的战略来消除系统不平等.
研究的目的:
- 设计一个整合公共卫生和社会正义原则的公平委员会程序.
- 为更深入的DEI工作和文化转型开发一个工具,即设计股权连续性.
- 探索在组织中实施系统DEI倡议的实际影响.
主要方法:
- 设计了设计股权连续性,这是一个为股权委员会提供四阶段工具.
- 向纽约州50个非营利组织的90名员工介绍了该工具和流程.
- 收集了参与者对所介绍的内容和工具的反.
主要成果:
- 所有参与者都表示对所呈现的内容"非常满意".
- 设计股权连续体被发现是探索更深入的DEI工作的宝贵工具.
- 确定了对实践的关键影响,强调了组织的准备和能力需求.
结论:
- 设计股权连续性提供了一个结构化的方法,以推进DEI超越传统方法.
- 成功实施需要解决组织结构,能力建设和专门的时间来理解该工具.
- 建议包括支持基于种族身份的亲和群体,并确保公平委员会独立于员工资源群体运作.
关键词:
我们的LGBTQ是LGBTQ.反种族主义反种族主义.文化能力 文化能力文化,组织文化,组织文化.在决策过程中做出决定.多样性的多样性多样性的多样性卫生公平性健康公平性组织组织的组织性.系统性的种族主义.更多相关视频
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