Monson Samantha Pelican, Ramzy Laura, Prathap Shambhavi, Pereira Rocio I
Ambulatory Care Services, Denver Health and Hospital Authority, Denver Health Medical Center.
Graduate School of Professional Psychology, University of Denver.
Fam Syst Health. 2025 Mar 24. doi: 10.1037/fsh0000953.
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.
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%).
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.
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).
医疗保健机构已经认识到解决与多元化、公平和包容（DEI）相关问题对于促进反种族主义和改善工作场所文化的必要性。对于这些举措对员工的包容感、心理安全感和归属感的短期和长期影响，或者DEI举措的哪些方面对团队成员具有意义和价值，我们知之甚少。特别是，那些被认定为少数族裔/有色人种（POC）的临床工作人员的观点一直不明确且未得到充分研究，他们在团队中大多担任支持人员的角色，权力较小。本研究的目的是调查组织的DEI工作在为POC临床团队成员营造包容感方面，哪些因素使其具有意义和影响力，并找出在包容工作中察觉到的障碍。
在科罗拉多州一个安全网医疗保健系统内的13家社区健康诊所进行了一项定性研究。对40名参与者进行了半结构化访谈（77.5%为女性；41岁；77.5%为POC）。参与者在诊所的角色包括支持人员团队成员（75%）、医疗服务提供者（15%）和诊所领导（10%）。
研究结果说明了现有DEI举措的各个要素，从最有益的到最有害的，包括所有参与者群体共有的一些要素以及特定种族和/或角色群体特有的一些要素。
所有参与者都认可DEI举措的共同有益要素。被认定为POC且在诊所中权力较小的角色（即支持人员）的参与者也分享了可能造成伤害的要素。避免有害要素并纳入有益要素将使团队能够开展有意义的DEI举措。（PsycInfo数据库记录（c）2025美国心理学会，保留所有权利）
