DEI AT WORK Diversity, Equity, and Inclusion (DEI) initiatives are essential to fostering a positive work culture, and that certainly includes our Public Health environment. Through exposure to diverse perspectives, you can improve employee morale, promote inclusive communications strategies, and drive creative problem-solving and innovation. However, it is not necessary to be directly working on DEI to benefit from its principles. In fact, DEI can intersect with your work in many ways, such as by creating a more inclusive work environment, improving communication, and enhancing collaboration through educational resources. Here, we will explore how DEI can impact your work and how you can leverage its principles to create a more productive and fulfilling work experience throughout your public health career.
Critical Considerations of DEI Evolution, Training, and Adaptation by Allyson S. Belton,
MPH Morehouse School of Medicine
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chieving health equity and ensuring optimal health outcomes for an ever-changing population can seem far from reach given the growing diversity seen across the populace. No longer is “diversity” a general phrase that refers only to one’s racial identity; rather, it reflects all the special bits and pieces that make us individuals. Additionally, “inclusion” has become more than ensuring that parties have a representative at the proverbial table; today, it means espousing the norms and values of those at the table and establishing an appropriate place for said norms and values. Yet, when given the task to prepare leaders a,d learners—both current and future—to take charge of this important task, it is critical to consider the intersectionality of diversity, equity, and inclusion (DEI) in what perpetuates the health inequities we witness, the solutions needed to eliminate these inequities, and the required resources.
The Emergence and Transformation of DEI The advent of DEI emerged in the late 1960s in response to the shifting, post-Civil Rights climate where support was needed to bolster social acceptability of racial integration.1 Over time, these constructs have not only been applied to promote institutional values relative to race and ethnicity but expanded in consideration of gender identity and sexual orientation, disability status, nationality, religious beliefs, and other identity spaces. Even among a group of highly diverse learners, there is a significant need to incorporate DEI in all training efforts.
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