公众卫生工作人员对组织对多样性、公平性和包容性承诺的看法：PH WINS 2021 的结果。
Public Health Workforce Perceptions About Organizational Commitment to Diversity, Equity, and Inclusion: Results From PH WINS 2021.
机构信息
Department of Health Studies, American University, Washington, District of Columbia (Dr Owens-Young); Division of Health Policy and Management, University of Minnesota School of Public Health, Minneapolis, Minnesota (Dr Leider); and Department of Social, Behavioral, and Population Sciences, Tulane University, New Orleans, Louisiana (Dr Bell).
出版信息
J Public Health Manag Pract. 2023;29(Suppl 1):S98-S106. doi: 10.1097/PHH.0000000000001633. Epub 2022 Oct 11.
OBJECTIVE
In response to calls to achieve racial equity, racism has been declared as a public health crisis. Diversity, equity, and inclusion (DEI) is an approach public health organizations are pursuing to address racial inequities in health. However, public health workforce perceptions about organizational commitment to DEI have not yet been assessed. Using a nationally representative survey of public health practitioners, we examine how perceptions about supervisors' and managers' commitment to DEI and their ability to support a diverse workforce relate to perceptions of organizational culture around DEI.
METHODS
Data from the 2021 Public Health Workforce Interests and Needs Survey (PH WINS) to examine the relationship between public health employees' perceptions about their organization's commitment to DEI and factors related to those perceptions. PH WINS received 44 732 responses (35% response rate). We calculated descriptive statistics and constructed a logistic regression model to assess these relationships.
RESULTS
Findings show that most public health employees perceive that their organizations are committed to DEI; however, perceptions about commitment to DEI vary by race, ethnicity, gender identity, and organizational setting. Across all settings, White respondents were more likely to agree with the statement, "My organization prioritizes diversity, equity, and inclusion" (range, 70%-75%), than Black/African American (range, 55%-65%) and Hispanic/Latino respondents (range, 62.5%-72.5%). Perception that supervisors worked well with individuals with diverse backgrounds had an adjusted odds ratio (AOR) of 5.37 ( P < .001); organizational satisfaction had an AOR of 4.45 ( P < .001). Compared with White staff, all other racial and ethnic groups had lower AOR of reporting their organizations prioritized DEI, with Black/African American staff being the lowest (AOR = 0.55), followed by Hispanic/Latino staff (AOR = 0.71) and all other staff (AOR = 0.82).
CONCLUSIONS
These differences suggest that there are opportunities for organizational DEI commitment to marginalized public health staff to further support DEI and racial equity efforts. Building a diverse public health workforce pipeline will not be sufficient to achieve health equity if staff perceive that their organization does not prioritize DEI.
目的
为响应实现种族平等的呼吁，种族主义已被宣布为公共卫生危机。多样性、公平性和包容性（DEI）是公共卫生组织为解决健康领域种族不平等问题而采取的一种方法。然而，公共卫生劳动力对组织对 DEI 的承诺的看法尚未得到评估。本研究使用一项针对公共卫生从业者的全国代表性调查，研究了员工对主管和经理对 DEI 的承诺以及他们支持多元化劳动力的能力的看法与对 DEI 相关的组织文化的看法之间的关系。
方法
利用 2021 年公共卫生劳动力兴趣和需求调查（PH WINS）的数据，调查公共卫生员工对组织对 DEI 的承诺的看法以及与这些看法相关的因素之间的关系。PH WINS 收到了 44732 份回复（35%的回复率）。我们计算了描述性统计数据并构建了逻辑回归模型来评估这些关系。
结果
研究结果表明，大多数公共卫生员工认为他们的组织致力于 DEI；然而，对 DEI 的承诺的看法因种族、族裔、性别认同和组织环境而异。在所有环境中，白人受访者比非裔美国人和西班牙裔/拉丁裔受访者更有可能同意“我的组织优先考虑多样性、公平性和包容性”这一说法（范围为 70%-75%）（范围为 55%-65%和 62.5%-72.5%）。认为主管与具有不同背景的人合作良好的员工的调整后优势比（AOR）为 5.37（P<.001）；组织满意度的 AOR 为 4.45（P<.001）。与白人员工相比，所有其他种族和族裔群体报告其组织优先考虑 DEI 的 AOR 较低，非裔美国员工的 AOR 最低（AOR=0.55），其次是西班牙裔/拉丁裔员工（AOR=0.71）和所有其他员工（AOR=0.82）。
结论
这些差异表明，为了进一步支持 DEI 和种族平等努力，有机会让边缘化的公共卫生员工对组织的 DEI 承诺有更深的认识。如果员工认为他们的组织不重视 DEI，那么建立多元化的公共卫生劳动力渠道将不足以实现健康公平。
Zotero 插件