1. Using BARHII's Organizational Self Assessment Toolkit to initiate LHD action on health inequity Tuesday, March 8, 2011

2. Objectives At the end of today’s webinar participants will: Understand the prerequisites to implementing the BARHII Self Assessment Tool. Be familiar with the measures and capacities BARHII’s tool emphasizes. Understand the benefits to implementing an equity-oriented self assessment and using that assessment to plan future efforts.

3. Agenda I. Webcast and Speaker Introductions II. Introduction and background to Self Assessment Toolkit Edith Cabuslay & Sandi Galvez III. Berkeley’s experience using the Toolkit Kate Clayton & Abraxas Seale IV. Q&A V. Closing and evaluation

4. Introduction and background Edith Cabuslay Chronic Disease and Injury Prevention Manager, San Mateo County Health System Co-chair of BARHII Sandi Galvez Senior Policy Associate Bay Area Regional Health Inequities Initiative (BARHII)

5. Berkeley’s experience using the Toolkit Kate Clayton Chief of the Health Promotion Berkeley Public Health Division Abraxas SealeBerkeley Public Health Division

6. Alameda City of Berkeley Contra Costa Marin Napa San Francisco San Mateo Santa Clara Santa Cruz Solano Sonoma

7. BARHII Mission Statement “. . . To transform public health practice for the purpose of eliminating health inequities using a broad spectrum of approaches that create healthy communities.”

9. Build alliances with key institutions that influence the health of communities

10. Inform policy makers and the general public about the underlying social causes of Health Inequities

12. BARHII Framework

13. BARHII FRAMEWORK

14. Bay Area Regional Health Inequities Initiative Built environment Community Data Internal capacity Social determinants of health Policy/ advocacy BARHII Structure

15. Organizational Self-Assessment Toolkit

16. Mission of Internal Capacity Committee Enhance the capacityand collaborationof multiple health departments to effectively eliminate health inequities.

17. Key Questions addressed by ICC What are the skills and abilities needed by public health department staff to effectively address health inequities? What are the characteristics of a public health department that can effectively address health inequities?

19. Knowledge of public health framework

20. Understand the social, environmental and structural determinants of health

21. Community knowledge

22. Leadership skills

23. Collaboration skills

24. Community organizing skills

25. Problem solving ability

27. Hiring to address health inequities

28. Structure that supports true community partnerships

29. Supporting staff to address health inequities

30. Transparent & inclusive communication

31. Institutional support for innovation

32. Creative use of categorical funds

33. Community accessible data & planning

35. Org. Development Literature

37. Inventories a set of research-based organizational and individual traits;

38. Informs strategic planning and organizational development activities;

40. Time Estimates & Materials Budget

41. Bibliography

43. Roadmap: Tailoring the Self-Assessment

44. Tips

45. Online Survey Guide

46. Sample Communications

47. Glossary of Key Terms

50. Sample Tables & Reporting Guidelines

53. Collaborating partnersFocus Groups: Cross-section of Health Department staff Interviews: Management staff and leadership Internal documents review and HR Worksheet

55. Prioritized questions are highlighted

58. Health Inequities

59. Social Determinants of Health

60. Root Causes of Health Inequities:

61. Institutionalized or Structural Racism

62. Class Inequality

64. Key Term Examples A local health department addressing health inequities targets the health issues facing the community it serves, while at the same time working to address the inequalities in the social and environmental conditions that contribute to the differences in illness and injury. For example, in addition to providing individuals with WIC vouchers, a local health department also works to advocate for improved access to sustainable, affordable, healthy food in neighborhoods with few resources.

66. Administered to all staff

67. Content spans five broad areas:

68. Health department planning and policies

69. Collaboration within public health agency

70. Collaboration with external partners & policy-makers

71. Working with communities to address health inequities

74. Select group of partners is asked to participate

75. Content spans five broad areas:

76. LHD's role and commitment to addressing health inequities

77. Staff members' commitment to and understanding of health inequities

78. Collaboration with LHD: administrative processes and decision-making

79. Community input and communication

82. All levels of the organization participate

83. Explores:

84. LHD culture and support for staff

85. Skills and practices critical for understanding health inequities

86. Diversity and cultural competency

87. Working with the community

90. External interviewer recommended

91. Explores:

92. Mission, vision, and values of LHD

93. Planning

94. LHD culture regarding organizational and workforce development

95. Diversity and cultural competency

96. LHD decision-making process

97. Efforts to build community capacity

100. Systematic review of organization’s documents

101. Human Resources data and practices

102. Budget documents

103. Program materials

104. Human Resources Worksheet

106. Human Resources Worksheet

108. Commitment

109. Identify resources

110. Participate in interviews and focus groups

112. Communicate department-wide and create buy-in

113. Prepare staff and provide adequate time and support for completion of instruments

114. Identify appropriate community partners to survey

115. Review and modify instruments as needed

117. Staff Engage on Health Equity through Assessment

118. Communication between all levels of organization before, during and after process

119. Allocate staff time to participate in process

121. Strong and knowledgeable focus group facilitation

122. Use the assessment results to develop department-wide strategies

124. New ISMS Workgroup

125. New Workforce Development

126. Promotional practices influenced

129. Formal Celebrations of Diversity

132. What resources would you need to be able to carry this out?

134. Colleagues in other LHDs?

135. organizations like NACCHO, etc?

136. others?

138. Thank you! If you have any questions or additional comments please feel free to contact: Ashley Bowen, MAProgram Associate, Health Equity & Social JusticeNACCHO(202) 507-4282 directabowen@naccho.org Or visit http://healthequity.naccho.org