Diversity, equity, and inclusion initiatives: A qualitative study on community health clinic team member perspectives.

INTRODUCTION

Health care organizations have recognized the necessity of addressing diversity, equity, and inclusion (DEI)-related issues to promote anti-racism and improve workplace culture. Little is known about the short- and long-term impacts on staff perceptions of inclusion, psychological safety, and belongingness, or what aspects of DEI initiatives hold meaning and value for team members. In particular, the perspective of clinical staff identifying as racial-ethnic minorities/persons of color (POC), who disproportionately occupy support staff roles with less power on the team, has been unclear and understudied. The purpose of this study was to investigate what makes organizational DEI efforts meaningful and impactful in creating a sense of inclusion for POC clinic team members and identifies perceived barriers to inclusion efforts.

METHOD

A qualitative study was conducted across 13 community health clinics within a safety-net health care system in Colorado. Semi-structured interviews were conducted with 40 participants (77.5% female; 41; 77.5% POC). Participants' clinic roles included support staff team members (75%), medical providers (15%), and clinic leadership (10%).

RESULTS

Findings illustrated elements of existing DEI initiatives, ranging from the most beneficial to the most detrimental, including some common across all participant groups and some unique to specific races and/or role groups.

DISCUSSION

All participants endorsed common beneficial elements of DEI initiatives. Participants identifying as POC and in roles with less power in the clinic (i.e., support staff members) shared elements with the potential to cause harm. Avoiding detrimental elements and incorporating beneficial elements will allow teams to engage in meaningful DEI initiatives. (PsycInfo Database Record (c) 2025 APA, all rights reserved).