12:01:08 get started at 2 or 3 after
12:02:34 Good afternoon, everyone, and welcome to the 2022 better health together.
12:02:39 Equity assessment webinar we're so glad that you could join us today as we talk through what's in the assessment. this round as well as history background purpose.
12:02:53 And what it can be used for in your organization and for us as a region.
12:03:01 Today we're going to be starting with some team introductions.
12:03:05 Then we will be sharing around the intent and history of this assessment.
12:03:10 We have invited one of your colleague organizations to share about their experience with the first equity assessment.
12:03:16 So You're not just hearing from us Then we'll walk through the what's in the survey, and what will we learn from it?
12:03:23 We have time for a Q. A. at the end but as we usually do. we welcome folks to put their questions in the chat, or use the raise hand feature and ask questions as we go along.
12:03:38 And we'll also have that time for Q a at the end.
12:03:45 We have quite a few folks on the Bht team working on the equity assessment.
12:03:48 This round. These are just 3 of us. A lot of our team members have in given a lot of input and helped us understand how we can improve the assessment.
12:03:59 This round I'm Sarah Bollig Dorn I use she/her pronouns, and i'm our assistant Director of Health Integration.
12:04:06 Hey, Everybody good to see Some familiar faces. I'm hadley morrow Director of Movement Building.
12:04:14 I like they/them pronouns the best.
12:04:19 My name is Hannah Klaassen, pronounced she, her hers, and I am a program manager at BHT.
12:04:24 Wonderful. Thank you. We also have some folks from our providence core data team on, and they were also super instrumental in making this assessment work and understanding everything on the back end i'm gonna hand it over to hadley who
12:04:45 was our leader on this when we did the first round of the assessment, and holds all of that history for us.
12:04:55 That's right, folks, If you are wondering how do we get here?
12:04:58 Why are we here? what's going on with the heck is this assessment?
12:05:01 I am happy to walk us through some of that. The assessment really start.
12:05:07 The work started in 2,018, and what also happened in 2,018 was Ph. T.
12:05:11 Really made a solid commitment to embedding equity and all of the work that we're doing.
12:05:15 This up on the slide is the equity statement that came out from around that time in our commitment that every organization in the Bht community was gonna actively engage in an equity journey, so that we can make sure we're all equipped to
12:05:26 help every single person, no matter who they are, regardless of their identity and V lived experience.
12:05:33 Make sure. let's make sure that every single person has the best chance to reach their full health potential.
12:05:38 Now, in order to do that, we kind of need some information right like we gotta.
12:05:42 We're gonna attack a problem. We Gotta figure out where are we right now.
12:05:45 How are we doing? What are some of the things that we can change to make progress?
12:05:51 And when we started asking that question for ourselves and for the broad group of organizations that we get to work with as an accountable community of health, we started doing research, and we found there's lots of surveys, lots of
12:06:01 assessments, lots of different tools for measuring equity work.
12:06:06 In an organization. However, there wasn't exactly one that fit the just the type of work that we're doing, really centering health, equity, and looking at organizations that are mission-based or service, based doing some sort of community
12:06:17 work. So we looked at so surveys for like literally 8 months of research, and used a number of surveys plus the number of we talked to consultants.
12:06:26 We talked to community members. we had a lot, of research to create this survey in 2,019, and really the goal was to create a tool that could give us a baseline.
12:06:36 For if we're an organization that says we really care about equity, we want to have equity centered in our work. What are the behaviors that we'd expect our staff would be able to see with our eyes actually happening at
12:06:46 that organization to say, Yeah, this is the place where equity is happening.
12:06:52 The survey was created really just with a list of those behaviors.
12:06:55 Sarah's gonna walk through a little bit more specifically Sarah Hannah what what it looks like a little bit later.
12:06:59 But the goal was let's give ourselves a touch point so the Bht can can figure out kind of how the region's doing.
12:07:06 What could we do to be most helpful? What kind of assistance could we offer?
12:07:08 What kind of trainings, what kind of conversations, and also give organizations back.
12:07:12 You know a tool that they could say, Hey, how are we doing by ourselves?
12:07:16 And where could we start moving in our own equity journey?
12:07:18 We talked about that focus on behaviors I really just wanna talk about some of our methodology and what we were thinking. you know, one of the things we've really learned in our equity journey is there's a big difference between
12:07:30 values and behaviors right. so it's one thing for an organization to say, Yeah, we're committed to equity.
12:07:36 And then everyone on this call probably would say like totally we're committed to equity.
12:07:39 But what that actually looks like, what we actually would define that if we started to choose it out, probably looks really different to everybody on this call, And that makes sense, because we're all coming with different experiences.
12:07:50 Backgrounds, different spaces in our organizations, different levels of closeness to equity, work and education.
12:07:57 So what we really wanted to do in this survey is now down.
12:08:00 Okay, So what are some of the actual behaviors the concrete things that we would see happening in an organization based off best practice, based off the research that we did over those many months and start to say let's put our steak in the ground And say like is this
12:08:13 happening or not, and if not, can we start to move towards it?
12:08:17 I want to name that a lot of times when we talk about equity work in general, it can be a source of shame right like, let's just throw that out on the table, and I wanna say that we did not design the survey
12:08:28 to be a place where folks are feeling super bad or shameful about themselves.
12:08:32 It's not meant to be a tool. to you know try to find organizations who, we think are you know are aren't behaving right or anything like that.
12:08:41 The point of this is to recognize actually none of our organizations.
12:08:44 Or am I? excuse me, oops there? Most of our organizations, because most of our organizations have been based within this system.
12:08:52 Have ended up being baked in with a lot of behaviors, policies, and procedures that simply aren't fair, and are not helping people at the same way in the same ways with the same rate.
12:09:02 So we're like. let's name it back to naming it and starting to ask ourselves the question is this happening or not is actually an active healing.
12:09:09 It is an act of love. it is an act of addressing a problem and moving towards solution.
12:09:14 So, even though when we look at the survey we might sometimes go ufo doesn't feel good, or hey?
12:09:19 I don't even believe that is actually just a tool it is information that we get to use.
12:09:25 We don't have to look at it. about as something that you know is supposed to be an attacker shutting us down, and I want to just add that you know the the system that is that creates some of these behaviors that
12:09:35 are unfair. it benefits when we don't talk about it it's like if we don't start to name what's happening, and not happening if we don't start to ask ourselves the question, Hey, What behaviors are
12:09:44 helpful of behaviors are harmful usually it's the harmful behaviors that went out and just keep happening right.
12:09:50 So again we're trying to create a conversation here with this information and just arm folks with some talking points for how to start out on a journey.
12:09:58 And then, of course, we get to assess and measure some of the folks.
12:10:01 I see so many folks on here who have been around for this long journey, and we'll have the benefit of getting to take the assessment for a second time and getting to measure.
12:10:10 Okay, has there been change? Has anything been different? We, as Vht staff, are super excited to get to actually see what the how the data looks as at the second time, What changes like? What does that mean?
12:10:20 How do we start to tease out those trends we're excited to have Province Core helping us out to go even deeper into the data analysis.
12:10:27 So let's go over the next slide and just sort of talk about okay like what were those seams that we got from these behaviors and sort of what we're excited about moving forward when we talk about behaviors we had to you know give
12:10:39 focus a scorecard kind of say how we're doing a touch point.
12:10:43 We like the red, yellow, green kind of give us a where's a red flag greens where we're doing good yellows kind of, and the way that we measured that is what not an organization or whether or not for that
12:10:53 behavior. The staff who took it more than 75% of the staff agreed that that was happening.
12:10:59 That's green for us and that's based on a little bit of social science that just says, basically that if more than 75% of a group of people believe something it becomes a cultural, norm, like it becomes a normal belief, for
12:11:11 a group, and we hope that equity behaviors are the normal beliefs.
12:11:14 The normal behaviors for a group. Holy cow or mine was blown in 2019.
12:11:20 When over 3,800 people took the survey, I think they were like maybe, like 800 people will take it. But wham!
12:11:25 That was crazy. 80 organizations as at a hole at a whole. That part of the thing that was helpful is the survey only like 12 min long.
12:11:33 So I I promise you it's not like a big ask or anything.
12:11:36 It's pretty easy to do, and what we learned is you can see the little graph down here.
12:11:40 Most most people didn't know like we had a huge level of red over half the questions over half the behaviors folks that either.
12:11:47 That's not happening here or we don't know if that's happening here, and you know what we found that really helpful information, because it said, All right, we're at the being a beginning of the journey. we're in a place where
12:11:56 we can start to define what does equity mean what does it look like.
12:11:59 Let's build collectively across our partnership a shared language and a shared belief around what equity and community change can look like in this way, so that we can start to build those stepping stones along our journey, How are
12:12:12 you pause here? Oh, actually, this is great! sorry All All over the place.
12:12:19 Some work keeping. This is gonna give you a little spoiler alert on some of the questions that you'll see. You know.
12:12:24 We wanted to know generally like where our organization is at i'm, not surprised to hear that most of the wonderful organizations that are doing community work really.
12:12:32 Believe. Yes, we focus on achieving health equity that's important to us, and yes, I think the workplace that I am in is supportive of many cultural beliefs.
12:12:40 Over 80 and 75% said that for sure.
12:12:42 But then, when we started to tease out the behaviors, so if we believe that, or our organization is achieving health equity, yes, what would we expect to see with our eyes to know that that was possible?
12:12:55 If our workplace is really a supportive of different cultural perspectives, we probably expect to see culturally diverse staff, right supportive environment.
12:13:04 That means lots of different people are gonna be drawn to it.
12:13:07 But what we found actually in this was that not very many people agreed.
12:13:11 So only around half, I mean huge percentage of people were like no, we don't actually have culturally diverse staff.
12:13:16 We also saw the culturally diverse staff didn't remain long term employees.
12:13:21 We also saw the culturally diverse staff we're less likely to be promoted or weren't equally promoted across organizations, and we also saw that when there was applications and onboarding maybe it wasn't super
12:13:33 reflective of being really inclusive. some of those things like you know. are we?
12:13:38 Were crying, requiring really heavy degrees. and we actually don't need all that schooling.
12:13:40 How many years of experience things like that so you know some of the behaviors would hope to see that make a workplace really supportive.
12:13:47 Now we're like Wait but folks aren't actually sure if those are happening.
12:13:51 So what's the difference between believing that equity is important and actually doing the things that make equity happen?
12:13:56 That's kind of what we're trying to tease out in the survey here.
12:14:00 Okay, I think. Now i'm at a good place to pause for questions and just quick reactions on some of our learnings and sort of setting up the survey So far
12:14:15 And please feel free to submit questions via chat or just unmute, and and ask them that way
12:14:27 Yeah, Hadley, this Dave, as you know, I would talk.
12:14:30 But The question is with the diverse staff Members said, You know the culture.
12:14:38 Diverse organizations. You said it should be reflected in the employees to people that work for that organization.
12:14:45 Did you do any correlation between size of the organization?
12:14:49 And that answer, because in my mind it seems like it'd be easier to be culturally diverse.
12:14:54 If you have more people than a very small one Yeah, you know, Come to think about it, I don't think we specifically looked at themes between like small medium. large organizations. We did acknowledge that it's.
12:15:09 The organization was less than 10 people. Not all of this data works the same way.
12:15:17 So, we had a recognition that if you were a a super small organization this might not like the the data.
12:15:23 Our sort of methodology is really designed for organizations that are 10 plus or 20 plus.
12:15:29 But it's still in for you useful information it's just not like that.
12:15:33 Percentage might not be the same, because Yeah, we recognize if it's a smaller group, especially where we are. and we might not see that.
12:15:41 But we also wanted to call to you know when we say cultural diversity.
12:15:44 Here we're talking about a spectrum of things so we're talking about, you know, race ethnicity, religion, geography, and background.
12:15:51 You know, were you from an urban community or from a rural community, you know?
12:15:55 Did your you know, looking at different lived experience, Perhaps you know folks have refugee or immigrant, you know backgrounds, but recognizing it's not just about one identity, you know.
12:16:06 It might not just be race. it might not just be gender.
12:16:09 But looking across the spectrum of, are we really welcoming different identities?
12:16:14 And in such a way that we are actually, you know, know that those different identities are present, too.
12:16:21 Thank you, Hey, Hadley, this is Amy I was curious from the 80 organizations that took this survey in the first round is, Are they all from Spokane or other counties, or where are they from? This was from?
12:16:35 All of our better health together. Region so spoken on Lincoln Adams.
12:16:40 Ponder a Ferry and stevens I don't think I have on me the breakdown of sort of our like rural versus Spokane.
12:16:49 We always have a bit of a Spokane dominance in the data.
12:16:51 But I know we did do some female between sort of some of our world where we're all communities and spoken perfect.
12:16:58 Thank you So for Providence we got stevens and spoken in case you're wondering.
12:17:04 Thank you. Yeah, and we'll plan to take a Look at those breakouts again, this time depending on again numbers.
12:17:13 But looking at county looking at rural urban and today's point, potentially looking at organization size as Well.
12:17:30 All right. Well, to make it real like how did this data actually get used cool.
12:17:36 You've made a survey through a bunch of numbers at us but like did that actually do anything we wanted to invite one of our wonderful partners to actually talk about what the impact of the survey was So i'm gonna hand it over
12:17:47 to Lynn Kimball we are so grateful she's been a board member for Bht for a long term, but also serves some very important roles in the community.
12:17:56 So a little hand it over to you. Alright, Well, thank you so much, Hadley.
12:18:01 Yeah, we got our results. I believe in like early 2020 before the pandemic hit.
12:18:06 So we had been kind of on this equity journey for a while. but we really had just been dipping our toes in the water when the survey came out. So if anything, the results they weren't shocking it was like okay, there's
12:18:20 pieces we're doing but most of our staff doesn't know what they are.
12:18:26 They don't know what's in place we haven't been talking about things openly.
12:18:30 We haven't been communicating as a staff and it really helped as well as realize, like what practices did we have in the past, that maybe we Hadn't carried forward like.
12:18:40 Oh, that's drawing along the lines that's dropped along the line.
12:18:45 So it really gave us good data to really focus in on.
12:18:48 What do we need to focus in on? So really, out of this survey we ended up creating equity, Diversity and Inclusion Committee that is made up of staff members throughout the organization.
12:19:01 It is voluntary. it is staff lead, and they have actually, through the years to form different subcommittees.
12:19:08 That work on policy and hiring training and education, outreach and engagement, because they really took a deep dive Into What did these survey results tell us?
12:19:19 What can we then, kind of take from those survey results and then apply to our organization?
12:19:26 So where are areas where we definitely need some growth and some focus? So they've done everything from we've had a couple of trainings of equity 101 for staff and for some of our volunteers as well we went through a hr
12:19:41 Equity Series to get some really better education. more knowledge and tools to really take a better look at.
12:19:48 How are we doing recruitment power policies actually written?
12:19:54 How can we make changes to policies? are going to be better for staff as a whole?
12:19:58 We've also really taken a look, at. what does Outreach look like, or are appropriate. What does that engagement with other organizations really need to look like?
12:20:09 And then how do we make sure our data is actually capturing?
12:20:12 Are we really reaching the populations? we want to reach or not And if we're not, are we going to communities and asking Why?
12:20:20 So we're really excited? to see this year and get to purchase again, because we really wanna see did it change.
12:20:29 What are the answers gonna look like this time. our Our committee has been wonderful at reporting back out to staff. making sure whenever we have an all staff meeting they've got information. they're sharing back here, is the needs
12:20:45 assessment they did with our staff members here's how we use the information.
12:20:50 This is what we did and implemented in programs or implemented and adding additional languages or interpretation directions.
12:21:00 So we're. we're excited to see what happens and I know there's still going to be areas of growth, but it really has provided such a great tool to really be able to have somebody from the outside come in ask questions So we
12:21:14 know it's it's we get to look at that data and say, Okay, How?
12:21:18 What what is working, what isn't working and how can we keep getting better.
12:21:24 So we're very excited to participate again this year
12:21:30 Thank you so much, Len: Does anyone have questions?
12:21:45 Thank you again, Lynn, for joining us, and if questions come to mind as we continue going through, folks, please feel free to put those in the chat or ask them during our Q.
12:21:57 A.
12:22:01 Right we've talked about some of the history some of the high level.
12:22:08 What's in there? Why are we doing this and the experience of using the results?
12:22:13 We want to dig in now of what to expect this round what's coming up over the next few weeks.
12:22:19 What's in the survey? how it shows up when it's happening, and what are ask is of our partner organizations.
12:22:28 So, starting at the highest level process and timeline, we will send out the assessment on Monday.
12:22:36 So this webinar is really the the pre-launch to the assessment going out on Monday when we send out that email it will be going to the primary contact that better health together has listed for the organization if you've been
12:22:51 receiving the emails directly from us. Up to this point, then, you are the primary contact.
12:22:58 If you have a question about who that is for your organization or it needs to be someone different, just reach out to us, and we can update that the reason we're Cindy just to one contact instead of blasting it out to all the
12:23:09 staff. we happen to have from your organization. is that we're asking that the the email to ask for your staff to complete this actually becoming from each organization's leadership. So and knowing then that the staff knows that the tool and the results will come back to you
12:23:27 after Bht has de-identified it. So when the problem contact, when you probably you, the person on this Webinar, receives that, email we ask that you forward it.
12:23:40 Then to all of your staff, with any personalization that you want to add anything that you want to say from your organization, and encouraging all of your staff to complete that the email includes a quick overview and what to expect in the
12:23:56 assessment. obviously the hyperlink to the assessment, as well as a little bit of background on the value.
12:24:05 The email will come in English, but at the very top also includes links where folks can read that launch email in Marshallese, Russian and Latin, American Spanish.
12:24:20 So It's we've done a fair bit of translation for for our region, and for your staff to be able to use throughout October. and maybe a little bit at the end of September we'll be
12:24:33 sending reminder emails just a couple not too many.
12:24:36 And the survey will close on October 20 eighth.
12:24:42 We hope this gives you time to encourage your staff in different ways.
12:24:45 Maybe give time during a staff meeting maybe We've had the last round folks.
12:24:51 Do you know, Raffles, for a gift card or things like that?
12:24:54 So this is some a little bit of time for for you to use.
12:25:00 To get the survey complete. We will send results after the survey closes.
12:25:06 We're gonna take November in December to really put those regional reports in organizational reports together
12:25:18 More generally. What do I expect when I take the assessment itself?
12:25:21 As Hadley mentioned, average time is just 11 or 12 min to complete it.
12:25:26 The questions are mostly on an agree disagree like or scale, and we'll show you details here in a moment each section.
12:25:37 And this is a point that we heard feedback from the last round has space for optional open feedback as well.
12:25:42 So a place for people taking the survey to put a little bit more detail, maybe some nuance to their answers, and that's a an addition for this round, adding that to each section.
12:25:55 We do ask. And this is something you may get a question.
12:25:59 Either have the question for yourself or for your staff. Each section is going to ask to speak about your organization, but really should answer on behalf of your own observations.
12:26:09 Your experience. don't try to guess for other departments or other programs.
12:26:13 We've made a little bit of a language. some language changes in this assessment to help with that For example, the first round there was a question in there about Does the budget have specific dollars for equity, and we we realize and hurt the feedback
12:26:30 that a lot of folks in an organization don't have eyes on the organization bug the budget, however, and we update the language a little bit to say, Are there resources that your organization has dedicated towards equity Are Those
12:26:45 adequate. so, a little we've tried to reframe it to make it a little easier to speak from your own experience and observations, and as Hadley mentioned we it, we're challenging everyone to answer authentically that's part of
12:26:59 tolan's point the benefit of someone coming in and saying, there's someone not who's not your boss who'll be looking at this information and then giving it back to you as a tool it's just
12:27:11 information. it's and we want to give the space for people to answer authentically. So i'll talk a little bit but it's also throughout the survey reminders that there will be de-identification.
12:27:24 So it is a chance to answer authentically about everyone's experience Your own experience in the organization
12:27:36 Alright specifically. Now, what's in the assessment There are a couple of different areas where we wanted to make sure we're digging in both to a variety of aspects of equity, as well as a variety of
12:27:48 aspects of how organizations work. Hadley was sharing that we.
12:27:54 When we were first doing this we were looking around for an assessment that was already out in the world that captured this, and so many of them were siloed either in the type of organization They were looking at the type of identity or
12:28:06 equity area that they were looking at, and we wanted to kind of bring that together so that we could get a regional picture that was not sector specific.
12:28:15 That was not about one specific area of equity, but actually gave us a more nuance picture of all of those.
12:28:22 So the assessment questions delve into a lot of aspects of equity, gender, race, disability, primary language, sexuality, lived experience, and they also have questions about the organization so different aspects, the high level commitment to
12:28:42 equity. and then section 2 gets into personal understanding of health equity.
12:28:48 So what is the you the person taking the survey what's your understanding and level of knowledge of health equipment?
12:28:54 Then section 3, 4, and 5 will get into areas within an organization.
12:29:01 So what about the program and service design is, what does the equity look like in hiring and employment? that was an area that Lenn was talking about?
12:29:11 That was a big one that came out for their group in an area.
12:29:12 They ended up working on and also taking a look at equity in the data.
12:29:17 What are you looking at internally? What are you measuring? What are you?
12:29:20 What's the information you have so those are the 5 core sections.
12:29:26 There's also an introduction. that captures a little bit of that information that we did find some interesting results.
12:29:33 The first round around. differences by position in the organization length of service population served those level of things.
12:29:42 There's also an optional demographic section and that's actually the area we had the most change from last round, and i'll talk about that a little bit more.
12:29:50 But let's take a look at some of these questions
12:29:56 This is the portion of the overview and introductory questions.
12:30:03 Page. you can see that the for each page of the survey folks will be able to choose the preferred language.
12:30:12 Take the survey, and if you choose once you choose and switch.
12:30:17 The subsequent pages will also be in that language.
12:30:20 We. I want to point this out. We were able to do introduct translations into Marshallese for the introductory introductory language.
12:30:32 The launch email the Faqs and the background. information However, we didn't have someone with the expertise to translate the survey itself.
12:30:41 And so the actual survey instrument, Once we get into the questions, we were not able to get that portion transferred into Marshallese.
12:30:49 However, this the survey can be taken in English, Spanish, or Russian, and you can see that here.
12:30:59 Then we get into sections, one through 5, really the the meat of the information. and the first section is our commitment to health equity.
12:31:12 Those high level questions, and you can I wanna show here that you can see that there are some hyperlinks on some of those we haven't.
12:31:21 We've done some high-level definitions of some terms that may be things that those are the we that we use.
12:31:30 But other organizations or other communities are using slightly different terms.
12:31:34 So while we're hoping the assessment will get at some understanding of equity, we didn't want any particular term to be a barrier to understanding. so for example social determinants of health, I think everyone on this
12:31:48 call very familiar with that term. However, other community members may refer to it as social services as the individual type of social determinants of health.
12:32:03 And so we have a definition that folks can link to and say, Oh, yeah, we are definitely working with education and food security and transportation, even if the term social determinants of health is not familiar, and that goes through the throughout the
12:32:17 survey. were there terms that popped up last time as areas of question.
12:32:24 You'll see. there are also questions about personal experience at the organization as well as observations of the organization.
12:32:31 About how folks feel in their work, environment aware of your own beliefs, and how they show up in your work.
12:32:42 And we also then, you know, Section 3, 4, 5. We have questions about the particular areas of within an organization where these things show up.
12:32:53 And I also wanted to include this particular screenshot just as an example of some of the different areas of equity and identity that this dives into including linguistic needs physical accessibility of your space.
12:33:07 The ways you're trying to minimize barriers race gender.
12:33:11 Obviously this This screenshot cuts off a little bit, but quite a few areas that we delve into, and that can tell you a lot about depending on your organization.
12:33:20 Maybe you focused more in one area than the other, and it gets you next steps
12:33:28 We also have the demographic information. I wanna talk a little bit more about this, because this was 2 be fully transparent.
12:33:40 That this was one of the areas that we actually received the most feedback about the survey instrument.
12:33:45 Self. We recognize that our demographic and our lived experiences influence how we show up at work, how we show up in our community, and then how we experience those those spaces. once we get there when we are doing data collection by its nature
12:34:04 It's going to capture an incomplete picture of our lived experience and our identity.
12:34:10 So we're working within that natural limitation the other thing we realize, is 2019.
12:34:16 When we first did this is a long time ago, I mean it's. it's 3 years, but it's been eternity, both in terms of the experiences we've lived through and as well as the ways our understanding in our language
12:34:28 has changed. So within this we have done a lot of updates to the demographic information, selected new language and added the lived experience as its own.
12:34:42 Really space that we show up it's not just our demographics. it's our lived experience that influences how how we show up, and how folks see us in the spaces like like our workplace.
12:34:56 So. the included demographics in this optional section are age, race, gender, identity, and lived experience, and with the obvious exception of age, these are multi-slect.
12:35:06 We recognize that our identities are intersectional, they
12:35:11 And so we wanted to make sure folks could share as much as they feel comfortable sharing All the information.
12:35:19 Return back to organizations will be aggregated.
12:35:21 De-identified. We want to make sure that folks can be authentic here, and the information shared cannot be tied back to individual survey.
12:35:31 Respondents. So when we get into lived experience because i've gotten this question a couple of times,
12:35:37 What is, what did we include in there? What is What does that include?
12:35:42 We have some examples there. immigrant refugee person with disability, veteran status, justice involved.
12:35:49 Foster involved current Medicaid user first language other than English currently or formerly houseless or unstably housed.
12:35:58 Urban native. So lots of different areas of lived experience and as well as with all of these, again, with the exception of age, the opportunity for folks to put in lived experience for demographic information that we didn't list the other thing we've
12:36:15 done. is mate tried to make it really really clear how, on the data end, we might roll things up into categories.
12:36:26 So, for example, in the race section of the demographics, we have included space for folks to put in their specific affiliations identities or tribal memberships, and also made it clear that, for example, if we have small
12:36:45 numbers. how would that be? How would that show up at all higher level?
12:36:49 So if folks have more questions on that i'm i'm really happy to to go through and dig into that a little bit more
12:37:06 Okay, not i'm gonna go from the what's in this survey To what do we learn from it
12:37:17 So I'm you heard this from Hadley and Lynn earlier, but we can only grow from what we know.
12:37:23 This is not a survey for survey's sake it's intended to be information that can be very useful within your organization as well as within our broader region about where we go and where we do better after the
12:37:38 survey closes we will aggregate and score the data from the surveys.
12:37:43 We will compile both organization level reports that come back to each individual organization as well as a regional report that'll be shared broadly.
12:37:52 We? when you get those reports back it should be early.
12:37:57 2023 and Bht staff will be available to meet with organizations to review your results, including reviewing your results against 2,019.
12:38:08 If you participated at that time, so we can help identify to get together.
12:38:13 Where are the places where you had growth, and where are the areas where you might want to go next?
12:38:20 The assessment results, we hope, are also provided back in a format that is useful to you.
12:38:26 As you apply for other funding, as you engage in internal work, as you are doing work with your staff work with your clients.
12:38:35 So we really intend this to be as useful as possible.
12:38:37 Not just what does Vh: what is bht interested in?
12:38:43 We. but I will say that this assessment results will also inform future funding on how we work is the region.
12:38:52 The Healthcare Authorities Submission of the Medicaid Waiver Renewal to Cms
12:38:59 Included a fair bit about equity. so we do expect that that's going to be a major part of our work.
12:39:06 Not only because of bht's commitment to advancing equity, but also because we expect that that's a high priority for the State, and we'll prioritize how some of the funds come out
12:39:20 And Hadley shared a little bit about this in her section 2
12:39:25 But in terms of what is the report? Look like. this is just another example of what that'll look like.
12:39:31 How you can see the score so you'll both have the specifics around the breakout of I don't know, disagree, Agree as well as a score where you can look quickly and see those areas
12:39:49 And that is the 2022 equity assessment.
12:39:53 In a 39 min nutshell so i'd open for questions that you have for me had the Portland, and as people think about questions again, feel free to unmute and share them or send them over in the chat
12:40:13 I have a note from Lisa at Core, who provided some additional context for de-identified information which in addition to the report
12:40:26 The reports being really intentional about pre protecting anonymity.
12:40:31 The survey itself never asks for the name or title of individual respondents, and so that's something to keep in mind, too, as part of that
12:40:40 That effort to hopefully wealth people to share fully and freely
12:40:52 Thanks so much. i'd also open this space if there are other organizations who took the equity assessment last round, and wanted to share about their experience, or what they may be looking for, or looking forward to in this round
12:41:39 Alright, hearing no additions at this time. I want to thank you all for joining for hearing about the equity assessment and for participating in it here this year.
12:41:52 If you if you have questions that come up following the webinar, if you're like me and you have like, oh, yeah, 2 A. M.
12:42:00 I should have asked that question, feel free to send us an email.
12:42:06 And you can either email those of us whose name you know, or we have a mailbox EQA@betterhealthtogether.org
12:42:14 Hannah has put that in the chat, and that will reach the the whole Bht team.
12:42:20 Who any of us can answer our question. The questions you have
12:42:29 Alright, thank you all so much for joining us. Hope you have a wonderful weekend