Philip R. Lee Institute for Health Policy Studies, University of California, San Francisco, CA, USA.
Department of Obstetrics, Gynecology and Reproductive Sciences, California Preterm Birth Initiative, University of California, San Francisco, San Francisco, CA, USA.
BMC Public Health. 2023 Oct 18;23(1):2039. doi: 10.1186/s12889-023-16812-3.
Growing recognition of racism perpetuated within academic institutions has given rise to anti-racism efforts in these settings. In June 2020, the university-based California Preterm Birth Initiative (PTBi) committed to an Anti-Racism Action Plan outlining an approach to address anti-Blackness. This case study assessed perspectives on PTBi's anti-racism efforts to support continued growth toward racial equity within the initiative.
This mixed methods case study included an online survey with multiple choice and open-ended survey items (n = 27) and key informant interviews (n = 8) of leadership, faculty, staff, and trainees working within the initiative. Survey and interview questions focused on perspectives about individual and organizational anti-racism competencies, perceived areas of initiative success, and opportunities for improvement. Qualitative interview and survey data were coded and organized into common themes within assessment domains.
Most survey respondents reported they felt competent in all the assessed anti-racism skills, including foundational knowledge and responding to workplace racism. They also felt confident in PTBi's commitment to address anti-Blackness. Fewer respondents were clear on strategic plans, resources allocated, and how the anti-racism agenda was being implemented. Suggestions from both data sources included further operationalizing and communicating commitments, integrating an anti-racism lens across all activities, ensuring accountability including staffing and funding consistent with anti-racist approaches, persistence in hiring Black faculty, providing professional development and support for Black staff, and addressing unintentional interpersonal harms to Black individuals.
This case study contributes key lessons which move beyond individual-level and theoretical approaches towards transparency and accountability in academic institutions aiming to address anti-Black racism. Even with PTBi's strong commitment and efforts towards racial equity, these case study findings illustrate that actions must have sustained support by the broader institution and include leadership commitment, capacity-building via ongoing coaching and training, broad incorporation of anti-racism practices and procedures, continuous learning, and ongoing accountability for both short- and longer-term sustainable impact.
学术机构内部存在的种族主义现象日益受到关注，这促使这些机构采取了反种族主义措施。2020 年 6 月，以大学为基础的加利福尼亚早产倡议（PTBi）承诺制定一项《反种族主义行动计划》，概述解决反黑人主义的方法。本案例研究评估了 PTBi 反种族主义工作的观点，以支持该倡议在种族公平方面的持续发展。
本混合方法案例研究包括对领导、教师、工作人员和参与该倡议的培训生进行在线调查，调查采用多项选择和开放式调查项目（n=27）和重点知情人访谈（n=8）。调查和访谈问题侧重于个人和组织反种族主义能力、倡议成功的感知领域以及改进机会的观点。定性访谈和调查数据被编码并组织到评估领域的共同主题中。
大多数调查受访者报告称，他们对所有评估的反种族主义技能都感到有能力，包括基础知识和应对工作场所种族主义。他们还对 PTBi 解决反黑人主义的承诺充满信心。较少的受访者清楚战略计划、分配的资源以及反种族主义议程的实施情况。来自两个数据源的建议包括进一步实施和沟通承诺，将反种族主义视角纳入所有活动，确保问责制，包括与反种族主义方法一致的人员配置和资金，坚持招聘黑人教师，为黑人员工提供专业发展和支持，以及解决对黑人个人的无意识人际伤害。
本案例研究提供了关键的经验教训，这些经验教训超越了个人层面和理论方法，朝着旨在解决反黑人种族主义的学术机构的透明度和问责制迈进。即使 PTBi 对种族平等有强烈的承诺和努力，这些案例研究结果表明，行动必须得到更广泛机构的持续支持，包括领导层的承诺、通过持续指导和培训进行能力建设、广泛采用反种族主义做法和程序、不断学习以及对短期和长期可持续影响的持续问责制。
