Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota, USA.
Center for Antiracism Research for Health Equity, University of Minnesota School of Public Health, Minneapolis, Minnesota, USA.
Health Serv Res. 2023 Apr;58(2):314-324. doi: 10.1111/1475-6773.14032. Epub 2022 Jul 21.
To describe the perception of professional climate in health services and policy research (HSPR) and efforts to advance diversity, equity, and inclusion (DEI) in the HSPR workforce and workplaces.
We administered the HSPR Workplace Culture Survey online to health services and policy researchers.
Our survey examined participants' sociodemographic, educational, and professional backgrounds, their perception on DEI in HSPR, experience with DEI initiatives, feeling of inclusion, and direct and witnessed experiences of discrimination at their institutions/organizations. We calculated sample proportions of responses by gender identity, sexual orientation, race/ethnicity, and disability status and compared them with Fisher's exact test.
We administered the survey online from July 28 to September 4, 2020. HSPR professionals and trainees aged 18 and older were eligible to participate. Analyses used complete cases only (n = 906; 70.6% completion rate).
53.4% of the participants did not believe that the current workforce reflects the diversity of communities impacted by HSPR. Although most participants have witnessed various DEI initiatives at their institutions/organizations, nearly 40% characterized these initiatives as "tokenistic." Larger proportions of participants who identified as female, LGBQI+, underrepresented racial/ethnic groups, and those with a disability held this perception than their male, heterosexual, White, and non-disabled counterparts. Current DEI initiatives focused on "planning" activities (e.g., convening task forces) rather than "implementation" activities (e.g., establishing mentoring or network programs). 43.7% of the participants felt supported on their career development, while female, Black, Hispanic/Latino, LGBQI+ participants and those with a disability experienced discrimination at their workplace.
Despite an increasing commitment to increasing the diversity of the HSPR workforce and improving equity and inclusion in the HSPR workplace, our results suggest that there is more work to be done to achieve such goals.
描述健康服务和政策研究（HSPR）中的专业氛围感知，以及在 HSPR 劳动力和工作场所中推进多样性、公平性和包容性（DEI）的努力。
我们在线向健康服务和政策研究人员发放了 HSPR 工作场所文化调查问卷。
我们的调查研究了参与者的社会人口统计学、教育和专业背景、他们对 HSPR 中的 DEI 的看法、参与 DEI 计划的经历、归属感，以及在所在机构/组织中直接和间接经历的歧视。我们按性别认同、性取向、种族/民族和残疾状况计算了回答的样本比例，并与 Fisher 精确检验进行了比较。
我们于 2020 年 7 月 28 日至 9 月 4 日在线进行了调查。18 岁及以上的 HSPR 专业人员和受训人员有资格参与。分析仅采用完整的案例（n=906；完成率为 70.6%）。
53.4%的参与者认为当前的劳动力不能反映受 HSPR 影响的社区的多样性。尽管大多数参与者在所在机构/组织中见证了各种 DEI 计划，但近 40%的人将这些计划描述为“象征性”。认同女性、LGBQI+、代表性不足的种族/民族群体和残疾人士的参与者比男性、异性恋、白人、非残疾人士更倾向于持这种看法。当前的 DEI 计划侧重于“规划”活动（例如，召集工作组），而不是“实施”活动（例如，建立指导或网络计划）。43.7%的参与者感到在职业发展上得到了支持，而女性、黑人、西班牙裔/拉丁裔、LGBQI+参与者和残疾人士在工作场所经历了歧视。
尽管越来越致力于增加 HSPR 劳动力的多样性，并改善 HSPR 工作场所的公平性和包容性，但我们的研究结果表明，要实现这些目标还有更多工作要做。
