This toolkit looks at place-based investment strategies, with an integrated capital approach, which create positive community impacts traditionally overlooked.

This article presents challenges and offer recommendations for facilitating the process of eliminating health disparities and achieving health equity across diverse populations.

This toolkit focuses on training and education strategies and approaches to encourage cultural humility and overcome implicit bias.

In this article, diversity, equity and inclusion consultants Stephen Graves and Alex Bethel share insights on how White healthcare professionals can move beyond White fragility and harness their racial privilege to create health equity.

The REPAIR Project is a three-year initiative designed to address Anti-Black Racism in science and medicine. It recognizes that long-standing racial inequities in health, health care institutions and scholarship are a result of systemic race-based violence and racism in society as a whole, and seeks to open conversation and promote efforts to rectify and eliminate these problems.

This article looks at DEI efforts and how they can, if not carefully implemented, look solely like hiring initiatives. ERGs provide space for employees to feel like they belong. The article emphasizes formal organizational support where leaders approve group charters and agree on common themes.

This article outlines the benefits of ERGs while identifying ways for institutions to support involved staff, both internally and publicly, who are primarily volunteers. Black employees who are part of ERGs may feel burnt out and this article focuses on their involvement in ERGs and ways their companies can support them. ERGs develop internal leaders while benefitting the overall growth of the company. Ensuring ERG members are respected and given the time and space to complete this additional work separate from their full time job, have mental health support, and enough funding to allow for them to involve the rest of staff in learning will put less stress on ERG members.

This is a comprehensive example of a Hospital's Action Plan providing recordings, handouts, and the plan itself. An action plan with a focus on DEI results in a an organization dedicated to the goals of fostering a more equitable workplace. A finalized action plan results in goals to move forward in practice, in one case committing to employee-led resource groups.

This article takes a look at accountability and how to begin to establish it at varying levels of an organization.

This toolkit aims to help white-led organizations align their work with existing health advocacy, organizing and community-building work already happening in communities of color in ways that are respectful and grounded in an understanding of power and racial justice principles.

The purpose of this resource booklet is to: Tell the story of how our anti-racist organizational change project started. Share some of the resources we’ve found and developed along the way. Provide guidance on how other nonprofits can start their own process.

This report emphasizes the importance of providing healthcare professionals with learning opportunities to aid their ability to care for individuals different from themselves.

A survey of more than 19,000 HBR readers found that one particular culture style differentiated the diverse and inclusive organizations from those that were not: a learning-oriented culture that emphasizes flexibility, open-mindedness, and exploration, and can equip organizations with the ability to adapt and innovate.

This PolicyLink report identifies key strategic actions and internal catalysts that can help companies in these industries prosper byaddressing the distinctive needs of customers of color.

Sample Organizational DEI Survey.

The following nine steps break down these main phases into action steps employers can take to develop a DE&I initiative.

This document contains racial equity value statements from various organizations located in different places.

The aim of this tool kit is to help organizations review and consider changes to policies such as these to make sure that they are equitable for all employees and members, and for their community.

This is a free resource that can be used as often as needed by individuals or teams on your campus who are familiar with your institution's DEI efforts.

This SHRM EDI Toolkit includes the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disabilities, ethnicity) as well as how organizations can leverage those qualities in support of business objectives.

This article looks at DEI and how it is valued or unvalued in organizations. It is more common for employees who are attempting to do DEI work to be penalized or disregarded. The article offers a the "MERIT" framework to guide leaders in making their employees feel valued to do the work for DEI.

This pamphlet is an example of an active DEI initiative at a health organization.

The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about.

7 Steps to Advance and Embed Race Equity.

This toolkit outlines a range of strategies for how health systems are using their investment assets to help address the resource gaps that keep communities from achieving better health and well-being.