Quick Guide
Established Resources
All the resources in this page fall under the "Established" Development Level, which corresponds with a 3-4 on the Equity Development scale. A "3" means work from each competency has started but an organization has not yet achieved all their goals and plans. A "4" signifies that an organization is actively and routinely engaging in equity work and has made meaningful progress in integrating equity throughout their organization.
| Type | Title | Description |
|---|---|---|
| Articles | 10 DEI Metrics Your Organization Should Track | This article shows you the 10 Diversity, Equity, and Inclusion (DEI) metrics organizations should track. DEI metrics measure fairness in the workplace, strengths of your organization’s brand, and overall employee satisfaction. If you are unsure of how to calculate these metrics the article includes the formula you would use, along with examples. |
| 2023 CA LHJ Examples | Sutter County Public Health Branch | Sutter County Public Health has a workforce that strongly reflects the community served with staff that has community experience at all levels throughout Public Health. Sutter County makes an intentional effort to share job postings throughout the community and to actively recruit community members and residents. Hiring managers have also received implicit bias training. |
| 2023 CA LHJ Examples | Glenn County Improvements to Nursing Recruitment | Glenn County Board of Supervisors approved incentives to improve nursing recruitments. Public Health revisited agency agreement with CSU, Chico on interns and began accepting both nursing and non-nursing interns with a Public Health interest (previously, only nursing interns were accepted). Public Health was awarded funding from the CDPH known as the Public Health Workforce Career Ladder Education & Development Program, which will have a focus on staff development and training. Health & Human Services Agency started a Workforce Workgroup to establish actionable workforce-related activities. As a result of these efforts, four new nurses were hired and onboarded, immunization clinics started back up again after a 2-year pause, the Tobacco Education program had its first-ever intern, eligible staff pursuing higher education in the Public Health field were able to request tuition reimbursement (up to $5,000), and Equity Coordinator is part of the agency-wide Workforce Workgroup. |
| Type | Title | Description |
|---|---|---|
| Examples | CDPH Office of Health Equity - Equity Officer Sample Duty Statements | The CDPH Equity Technical Assistance (TA) Team created sample duty statements for different Equity Officer levels such as leadership, management, and coordinators. Additionally, this document includes links to Equity Officer job posting examples from various LHJs. |
| 2023 CA LHJ Examples | Butte County Department of Public Health | The Butte County Health Equity Team consists of a dedicated equity lead and two staff members partially funded for equity initiatives. The team of three can review policies and procedures and provide recommendations to leadership, as well as provide learning opportunities, resources, and technical assistance to staff across all levels. The primary focus lies in educating staff on equity principles, enabling them to integrate an equity perspective into their workflows and individual program development, and making department-wide recommendations as appropriate. |
| 2023 CA LHJ Examples | Kern County Health Equity Plan | Kern County established a Health Equity Team, and a Health Equity Taskforce with representation from the diverse program areas of the department. In addition, the creation of Internships through the Public Health Pipeline Project and program staffing have been instrumental in advancing equity activities outlined in the health equity plan. |
| Type | Title | Description |
|---|---|---|
| Examples | King County Affinity Groups | This example shows the Affinity Groups for the county staff in King County, Washington. This page lists the different groups, as well as mission and purpose statements. Forming affinity groups is a way to support diversity within your organization. |
| Examples | Nantucket Health and Human Services Department Workforce Development Plan | This Workforce Development Plan from Nantucket, Massachusetts goes into topics broader than equity, but provides a great example of how to integrate diversity and equity priorities in workforce development. It also explores an equity needs assessment and equity training plans within its development plan. |
| Trainings | Race Forward Racial Justice Training | ($100 fee, scholarships available) These interactive training modules are focused on advancing racial equity and understanding the roots of structural racism. Organizations should start with the training "Building Racial Equity” then continue learning with additional trainings, including “Organizing Racial Equity: Shifting Power” and/or “Decision-Making for Racial Equity.” |
| Trainings | Health Equity Consultants | This is a list of equity consultants compiled by CDPH representatives, but not endorsed or necessarily recommended by CDPH. |
| Guides | ASTHO Workforce Development Plan Toolkit | The Association of State and Territorial Health Offices (ASTHO) Workforce Development Guide gives examples and resources on how to integrate equity into an organization's workforce development plan. A notable example to review includes Ohio State's workforce development plan, which requires staff to receive health equity training. |
| Guides | Moving Into Equity : The Public Health Journey | This guide focuses on how to increase your organization’s equity development from "Content with the Status Quo" to "Committed, Engaged, and Activated." The guide has a checklist to see where your department is and recommendations for each step on how to move further down the equity journey. |
| Frameworks | Center for Addition and Mental Health:Health Equity and Inclusion Framework | This framework demonstrates the process of integrating health equity into trainings. Organizations can use the framework (as a guide) to review trainings of all topics to make sure they are appropriate for the organization, and equitable in content and delivery methods. |
| Articles | Development, Implementation, and Assessment of Health Equity Action Training (HEAT) | This article recounts Hartford, Connecticut's Health and Human Services Agency (HHSA) equity training initiative. The article details training development, final curriculum, and staff response. |
| 2023 CA LHJ Examples | Racial Healing Conversation Guide | Stanislaus County has provided opportunities for staff to learn and discuss equity topics through peer learning, Equity Co-LABS (Collaboratively Learning in Authentically Brave Spaces), as well as shared tools and resources. They host Co-LABS once per quarter to allow staff to reflect on a topic, heritage month, or awareness campaign and its interconnection to public health. Co-LABS have provided a space for staff members and community partners to connect as many of the Co-LABS are facilitated in partnership with a community-based organization. Providing space through Co-LABS is one strategy that Stanislaus County is implementing to cultivate an inclusive work environment where all staff can be their authentic selves. Stanislaus County also has a monthly newsletter that provides staff with additional resources and trainings to continue self-reflection on their health & racial equity exploration & healing. Note: Stanislaus did not create the linked resource but found it really helpful. |
| 2023 CA LHJ Examples | Marin County Health and Human Services CI-CARE Trainings and Talking Circles | Established across all of Marin County HHS, 450 staff received initial trainings in CI-CARE, a client experience tool developed by UCLA Health System to increase client satisfaction across HHS. 24 CI-CARE Champions received the train-the-trainer version to support new staff training & education within their divisions. Marin developed an agency-wide client experience survey to track client satisfaction, including any themes attributed to race, class, & gender. 250 staff completed 5 months of Embodied Awareness Talking Circles, a practice for staff to learn and exercise effective tools for dialogue within the organization. Marin County internally developed this series, in partnership with a consultant, inspired by frameworks for dialogue that have roots in many Indigenous nations and people around the world. Marin County offers on-demand trainings from myriad programs that focus on unconscious bias, microaggressions in the workplace, LGBTQ+ inclusion, and psychological safety at work. |
| Type | Title | Description |
|---|---|---|
| Examples | 2-1-1 San Diego - Connecting Partners through the Community Information Exchang | Developed by 2-1-1 San Diego, this case study highlights the Community Information Exchange (CIE) data platform, which enables health and social services to obtain a better understanding of interactions across systems, agencies, and community services. |
| Templates | Estimating the Total Cost of Partnership | This Excel spreadsheet can assist organizations to estimate the overall cost of a partnership for up to three years. It identifies the resources required to prioritize crucial decisions, consult with stakeholders, advocate for additional funding and maintain focus on the shared objectives. |
| Templates | Value Proposition Tool: Articulating Value within Community- Based and Healthcare Organizations Partnerships | This tool is intended for CBOs and healthcare organizations looking to form a new partnership or seeking clarification on the value of an existing partnership. For those considering a new partnership, this tool can help unite common objectives and determine the overall value of a partnership. |
| Webinars | Power-building for Health Departments Webinar - Part 1 | Part 1 of Human Impact Partners webinar series, Power-Building for Health Departments: Power 101. This webinar is intended for health department leaders, staff, and partners. It focuses on the foundational concepts, introductory frameworks, and strategies for shifting, sharing, and building community power. |
| Webinars | Power-building for Health Departments Webinar - Part 2 | Part 2 of HIP webinar series, Power-Building for Health Departments: Tools for Analyzing and Redistributing Power. This webinar focuses on tools for analyzing and redistributing power. Participants include representatives from Santa Barbara and Riverside Counties in California. |
| Webinars | Advancing Healthcare and CBOs Partnerships to Address Social Determinants: Lessons from the Field | This webinar includes effective strategies for producing and sustaining healthcare and CBO partnerships that address the social determinants of health. |
| Type | Title | Description |
|---|---|---|
| Trainings | Collective Impact Part 1: Common Agenda & Shared Measure | This training is part one of a two-part introductory series to the Collective Impact framework. Participants will gain an understanding of what collective impact is and how it can be used to advance public health initiatives. |
| Trainings | Collective Impact Part 2: Mutually Reinforcing Activities, Continuous Communication, & Backbone Support | Part two of a two-part introductory series to the Collective Impact framework, this training builds upon lessons of part one by learning about the last three conditions of the Collective Impact framework and mutually reinforcing activities, continuous communication, and backbone support. |
| Guides | Community-Based Participatory Research (CBPR): A Strategy for Building Healthy Communities and Promoting Health through Policy Chang | Presented by PolicyLink and UC Berkeley, this guide combines lessons and best practices from around the country. Included are six case studies from California that share learned experiences, promising practices, sample resources, and tools to assist local leaders in planning their own CBPR inspired projects. |
| Guides | A Guide to Supporting Engagement & Resiliency in Rural Communities | While this guide is catered towards Federal Emergency Management Agency (FEMA)'s Risk Mapping, Assessment, and Planning (MAP) process, concepts and strategies identified in this guide are relevant for rural communities. Provided are essential elements of successful engagement with rural communities, including trust and partnerships. Rural Resource |
| Frameworks | Prevention Institute: Collaboration Multiplier | The Collaboration Multiplier is a framework and tool used for analyzing collaborative efforts across sectors. It is designed to serve as a starting point for understanding the contributions of different fields and for building effective interdisciplinary efforts through partnerships. |
| Frameworks | Tulare County Community Engagement Framework | The Community Engagement Framework (CEF) recognizes the importance of community mobilization in collaboration with community partners and residents. It serves as a roadmap for building credible and trustworthy relationships with key community members. By implementing the Power Building strategies, efforts are guided on how to collaborate and share power among community members and stakeholders, strengthening the foundation for improved health outcomes. It is essential to acknowledge the different levels of engagement that occur both internally and externally within your respective organization. |
| 2023 CA LHJ Examples | Tulare County Health and Human Services Agency Committee Interest Letter | Community Engagement Tulare County Public Health Branch has streamlined recruitment for its advisory councils and coalitions by creating standardized recruitment materials. These materials clarify roles, responsibilities, and expectations for those interested in supporting the work of the Public Health Branch. Additionally, a Community Engagement Framework has been developed to guide staff on fostering collaboration with the community. |
| Type | Title | Description |
|---|---|---|
| Trainings | An Overview of Public Health Reaching Across Sectors | This training course takes about 30 minutes to complete and discusses why communication is essential to sustaining cross-sector partnerships. |
| Webinars | Engaging Across Sectors and Disciplines to Build Community and Capacity for Health Equity | This webinar details why developing cross- sector partnerships are essential to advancing health equity. The webinar focuses on understanding the concept of health disparities, building a community, and case studies of partnering for equity. |
| Guides | Developing Effective Coalitions: An Eight Step Guide | This guide provides actionable steps for building effective partnerships. |
| Frameworks | Rural Health Networks and Coalitions Toolkit | This toolkit provides tips and strategies for developing partnerships in rural areas. The toolkit includes real life examples of networks, strategy brainstorms for developing networks, and how to evaluate and sustain these partnerships. Rural Resource |
| Articles | Supporting Change Agents Across Sectors to Improve Health and Equity in Rural Communities | This article describes how cross sector collaboration is important to improving health and equity in rural communities. Rural Resource. |
| 2023 CA LHJ Examples | The Live Well Humboldt Initiative | The Live Well Humboldt (LWH) initiative is centered around the Community Health Improvement Plan (CHIP) priority areas (substance use, suicide prevention, housing instability and homelessness, and adverse childhood experiences (ACEs)). Equity goals are incorporated in the 2022-2027 CHIP, and Humboldt County is working to integrate them into the next Community Health Assessment (CHA). Previous results from this assessment have prompted them to strategize how to amplify equity and collaborate with other agencies across sectors. Humboldt County has contracted with professional equity consultants to provide trainings and technical assistance to dive deeper into co-development strategies. |
| 2023 CA LHJ Examples | Riverside County Partnerships | To lead equity efforts for Riverside University Health System – Public Health (RUHS-PH), a diverse Health Equity Team was established whose fulltime job is to improve health equity in Riverside County while engaging with the community and multi-sector partners. Initiatives they have spearheaded include: the Riverside County Health Coalition, the Equity and Justice Taskforce, Health Equity Policy Action Plan, the Advancing Health and Racial Equity Report, a Health Communications team, and the Community COVID-19 Impact Hub. |
| Type | Title | Description |
|---|---|---|
| Examples | Saint Paul- Ramsey County Public Health Health Equity Plan 2016-201 | This health equity plan for Saint Paul- Ramsey County, MN discusses concrete equity activities for staff, supervisors, and leadership. The plan also comprehensively discusses internal capacity for equity, resources available for the county to integrate equity, sustainability of equity efforts (including career pipelines), and external equity efforts. Additionally, the plan presents the county’s health equity lens with instructions for those interested in using it in their departments, and their approach to Health in All Policies. |
| Examples | National Association of Counties: County Declarations and Resources on Racis | The National Association of Counties lists real-world examples of declarations of racism as a public health crisis. This resource includes 12 examples from California counties that have made declarations, as well as declarations from many other states. |
| Examples | Dane County Equity and Inclusion Plan | As a show of commitment to equity, Dane County, WI compiles an equity and inclusion plan that details their organizational commitments, leadership development, program innovation, and resource mobilization. The guide states what county employees want to do in the future, a timeline for implementation, specific steps they will take, and a cost/benefit analysis of the actions. |
| Examples | Hennepin County Health Equity Assessmen | The health department in Hennepin County, MN presents their adaptation of BARHII's equity assessment into a shorter (10-15 min) and more specific survey to be completed by individual staff members. The survey covers priority areas for staff capacity, strengths and challenges for the department, and overall capacity and desire to address the root causes of health inequity. Hennepin County also did a follow-up survey after one year. |
| Templates | Health Equity & Social Justice in Public Health : A Dialogue Based Assessment Tool | This resource is a dialogue-based internal needs assessment about organizational health equity developed by the Michigan Public Health Institute (MPHI). The assessment focuses on four categories: Leadership, Workforce, Community, and Systems Change. Similar to CDPH’s Baseline Organizational Assessment for Equity Infrastructure, the assessment allows for conversations about health equity within the organization and gives staff a chance to express opinions on organizational commitment to equity. |
| Templates | Baseline Organizational Assessment for Equity Infrastructure | Developed by the CDPH Equity Technical Assistance Team, the Baseline Organizational Assessment for Equity Infrastructure is a tool that can be used by organizations to assess their level of internal equity infrastructure via twelve different competencies encompassed in four domains. In addition to the assessment, the link includes definitions of the competencies, frequently asked questions, and a results report from the debut of the assessment in May 2022. |
| Templates | Moving to Institutional Equity: A Tool to Address Racial Equity for Public Health Practitioners | This tool guides organizations on how to address racial equity in public health organizations. It includes a process to determine if your organization is ready to address racial equity that consists of a checklist of starting conversation points, such as, "are you doing this for the right reasons, or have you already had initial equity talks?” The tool also helps with decision points and feasibility of anti-racist policies. |
| Webinars | Increasing the success of health equity change initiatives: Organizational enablers and barriers | Presented by the National Collaborating Centre for Determinants of Health, this webinar guides organizations through finding their capacity to integrate a health equity lens internally. Notably, the webinar also discusses change management concepts as a way to facilitate this transition, such as proactive and reactive change and internal versus external change. |
| Articles | Public Health Workforce Perceptions About Organizational Commitment to Diversity, Equity, and Inclusion:Results From PH WINS 2021 | This article presents results from a national U.S. survey on public health workers’ perceived organizational commitment to DEI. The article concludes that a foundational commitment to equity must be seen in the organization before equity initiatives are started in order to have maximum impact on staff. Essentially, policies that are aimed at increasing equity capacity must feel as though they are being done purposefully and intentionally. |
| 2023 CA LHJ Examples | Del Norte County Health and Human Services | Del Norte Health and Human Services (DHHS) has set up a DEI Implementation team to bring together staff from all branches and operationalize the DEI strategic framework. The DEI Implementation team consists of staff from all four branches in DHHS led by the executive leadership team. They meet regularly bi-monthly to support the DEI strategic plan and develop an organizational internal equity action plan. |
| 2023 CA LHJ Examples | Trinity County Public Health | Trinity County Health and Human Services Public Health Branch has updated its five-year strategic plan with equity outlined as the core of all programs and services, and the guiding value for all priorities and objectives within the plan. The Trinity County Health Equity Assessment and Plan have been developed and the Trinity Equity in Action team has been established to help guide and implement long-term equity work both internally and in collaboration with partners. In addition, Trinity County Public Health has begun to develop clear Health Equity policies and procedures to guide staff on ensuring equity is considered in all projects and programs. Trinity County Public Health is using the CDPH Career Ladder & CASPHI grants to build upon established workforce and provide equitable opportunities for education and career expansion for staff, including job related training, education stipends, and tuition support. |
| 2023 CA LHJ Examples | San Mateo County Health: Racial Equity Action Plan | San Mateo County Health’s executive leadership and GARE members led the development of a County Health Racial Equity Action Plan (REAP), and five divisions have created division-specific equity action plans. Public Health developed an Equity Plan Work Group with at least one staff representative from each of the nine public health programs to design a staff-led, collective Equity Plan for the division. |
| Type | Title | Description |
|---|---|---|
| Examples | Solano County Leverages Internal Champions and External Experts to Advance Equit | This case study highlights best practices for utilizing existing resources to build internal capacity to advance equity through three partnerships between Solano County Public Health and GARE, Human Impact Partners, and the National Organization of Urban Maternal and Child Health Leaders (CityMatCH). |
| Examples | San Mateo County Funds Community Implementation Projects to Advance Equity | This case study highlights the Community Implementation Fund developed by the San Mateo County’s Health Policy and Planning Program (HPPP), which recognizes the active leading role of nonprofit organizations in addressing the social determinants of health. Through the Community Implementation Fund, funding priorities are redirected to more policy- oriented projects that improve overall community health outcomes and address inequities within the social determinants of health including housing, education, economics, and neighborhood conditions. |
| Webinars | Building Internal Infrastructure to Advance Health Equity | This webinar, hosted by Human Impact Partners, focuses on how to build internal infrastructure within local health departments to further drive health equity efforts. The webinar highlights case studies from the Rhode Island Department of Health and New York City Health. Both departments have shifted internal policy priorities and funding to produce upstream change. |
| Webinars | CDPH Equity TA Office Hours: RFP Process | This office hour hosted by the Equity TA team featured guest speakers from Marin and San Diego counties. During the hour, a series of panel questions were asked and shared practices for an equitable Request for Proposals (RFP) process were discussed. |
| Guides | Racial Equity Toolkit: An Opportunity to Operationalize Equity | This toolkit, developed by GARE, is intended for governmental jurisdictions looking to operationalize equity into policies, practices, programs, and budgets. The racial equity toolkit can be utilized at multiple levels (local, regional, state, and federal) and shares guiding questions for considerations. |
| Frameworks | City of Long Beach : Equity Investment PowerPoint Slides | This resource provides the PowerPoint slides from the City of Long Beach which defines the health equity framework and RFP process. |
| Frameworks | City of Long Beach Memorandum : Equity Investmanet Framework | This resource is a memorandum released by the City of Long Beach and highlights the equity investment framework and the approach taken by the LHJ. |
| 2023 CA LHJ Examples | San Luis Obispo County Request for Proposals (RFP) Template | San Luis Obispo County included health equity lanuage in the boilerplate RFP template. Language around geographical areas, populations of focus, and community engagement can be found on page 10 of the boilerplate RFP template. For the 2022 American Rescue Plan Act Public Health Impacts Grant Application process, applicants were asked and scored on how their proposed projects would serve populations of focus. Public Health was able to provide 16 grants for a total of $5,925,000 for the October 2022 – Dec 2026 grant period. More detailed information on this criteria can be found in the grant application. |
| Type | Title | Description |
|---|---|---|
| Trainings | Changing Internal Practices to Advance Health Equity | Human Impact Partners (HIP) presents a training for organizations interested in addressing barriers to integrating health equity into their department. The program confirms the role of local health departments in addressing the roots of health inequity, addresses change management and different levels of influence in staff around equity initiatives, and gives examples of how to use internal actions to advance health equity. The reframing tools in this training are also very useful to all organizations in their equity discussions. |
| Trainings | Serving Diverse Communities: Building Cultural Competence and Humility into the Workplace | This training discusses culture, cultural competence, cultural humility, and the differences between them. Three online resources are included in this training to promote cultural competency and humility. |
| Webinars | Advancing Health Equity in Local Health Departments: 4- Part Webinar Series | Organized by Human Impact Partners, these webinars were co-sponsored with the Government Alliance on Race and Equity, the National Collaborative for Health Equity, and NACCHO’s Health Equity and Social Justice Committee. Each webinar focuses on a set of strategic practices to help health departments build internal infrastructure, work across government agencies, foster community partnerships, and champion transformative change to advance health equity. |
| Guides | A Practitioner’s Guide for Advancing Health Equity: Community Strategies for Preventing Chronic Disease | This Health Equity Guide includes strategies and tools to incorporate equity into foundational skills of public health. This guide touches on the integration of health equity into local practices such as building organizational capacity, engaging the community, developing partnerships, identifying health inequities, and conducting evaluations for various public health initiatives. |
| Articles | Equity & Inclusion: The Roots of Organizational Well-Being | This article discusses the need to go beyond simply adopting standard diversity, equity, and inclusion (DEI) practices in order to build healthy and resilient organizations. Strategies include building capacity to develop new skills, creating an environment where DEI can grow, and implementing equitable systems internally and externally. |
| 2023 CA LHJ Examples | Butte County Resources to Embed Equity Principles | Butte County Public Health prioritizes equity in its Strategic Plan and lists “advancing equity” as a strategic priority. In 2022, the department revised its Health Promotion and Health Education Program Development Guide, highlighting addressing at-risk populations, health equity, and social determinants of health. The Health Equity Team creates various tools to help staff incorporate equity into their work, such as a Health Equity Flyer Checklist, an Equity Site Assessment Checklist, and hosts monthly internal meetings. They also invite guest speakers from the community representing diverse populations to enhance staff's cultural competency. Moreover, the department completed a DEI Guidance document, urging staff to integrate health equity principles into both internal and external activities. |
| 2023 CA LHJ Examples | Humboldt County Public Health: Health Equity Checklist | Humboldt County Public Health developed the Health Equity Checklist to integrate programmatic, policy, and operational strategies focused on advancing equity into the county's programs and initiatives. The Health Equity Checklist was piloted with programs in the Healthy Communities Division to practice with implementation and collect feedback on the tool. After piloting the checklist, Public Health developed the corresponding policy and procedure document on how to facilitate onboarding to programs. Equity staff have supported additional programs in different Public Health Divisions with implementation of the health equity checklist with the goal of expanding to branch-wide implementation. |
| Type | Title | Description |
|---|---|---|
| Examples | Oakland Equity Indicators - Measuring Change Toward Greater Equity in Oakland | This Oakland Equity Indicators Report is an example of the type of analyses that can be developed after going through the data collection process. The city of Oakland showcases a quantitative framework for city staff and community members to understand the impacts of race, measure inequities, and track changes in disparities over time. |
| Trainings | Data for Rural Health Equity, Vol. I: Understanding Population Health Concepts | The first of a three-part series, this 1.5-hour module reviews how to use data and make a connection between social determinants of health and health disparities in a community. (Rural Resource) |
| Trainings | Data for Rural Health Equity, Vol. II: Communicating Effectively | The second of a three-part series, this 1.5-hour module dives into how to communicate data to your community. (Rural Resource) |
| Trainings | Data for Rural Health Equity, Volume III: Visualizing Data Stories | The last of a three-part series, this 1.5-hour module covers data visualization strategies to help deliver health information to your audience and tell a more captivating story. (Rural Resource) |
| Guides | How Can We Mobilize Data? | This website provides ideas, actions, and resources on how to utilize data to understand and investigate inequities and evaluate public health interventions. The various materials span the spectrum of our early, established, and strong categories. |
| Articles | A Rising Tide: Increasing Rural Local Health Department Capacity to Address the Social Determinants of Health - Data and Evaluation | (Page 13 & 21) The National Association of County and City Health Officials (NACCHO) and the Centers for Disease Control and Prevention (CDC) describe five essential themes within rural local health departments to combat social determinants of health in their communities: Partnerships, Leadership, Community Engagement, Data & Evaluation, and Strategic Planning. (Rural Resource) |
| 2023 CA LHJ Examples | El Dorado County Community Health Assessment (CHA) Data | El Dorado County completed a community health assessment using a “boots on the ground” approach, meeting with folks in their communities. The number of events, staff participating, and community responses was remarkable. The demographics of the respondents reflected the diversity of the county, closely mirroring the most recent Census data. El Dorado County will use the results of this assessment to inform new programs and services. Assessment data is accessible via their website at Welldorado.org. |
| 2023 CA LHJ Examples | 2022 Sutter County Community Health Assessment (CHA) | While data limitations exist, Sutter County Public Health prioritizes collecting equity related data in their Public Health programs and through the Sutter County Community Health Assessment. Sutter County Public Health collects qualitative data in targeted areas within the County to capture the differences in experiences with health and well-being that exist for community members. Furthermore, Sutter County shares disaggregated data through the Community Health Assessment dashboards to highlight the health disparities that exist in Sutter County and to inform future equity work. |
| Type | Title | Description |
|---|---|---|
| Examples | Mobilize Data, Research, & Evaluation Case Studies from HealthEquityGuide.org | This website showcases case studies of health departments that successfully mobilize data, conduct research, and develop evaluations within their departments and communities. There are case studies in all levels of our early, established, and strong spectrum, each with a description of factors that enabled the work, their impacts, and advice to replicate successful efforts. It includes five case studies from California LHJs. |
| Guides | Evaluating Community Programs and Initiatives | (Chapters 36, 38-39). Part of the Community Tool Box from the University of Kansas, this section focuses on how organizations can use Community Participatory Research to evaluate and make decisions on community facing programs and policies. The section includes a toolkit specifically focused on how to evaluate a community initiative with a detailed and easy-to-follow step-by-step guide. |
| Guides | Health Equity Data Analysis | The Minnesota Department of Public Health shares their Health Equity Data Analysis (HEDA) guide to assist public health workers in separating their data into different vulnerable populations. This allows organizations to look at health outcomes among different populations in their community and plan equity activities based on data. The guide explains how to do a HEDA step-by-step, as well as how to both share and use the findings. |
| 2023 CA LHJ Examples | Butte County Community Health Assessment (CHA) & Strategic Plan | For Butte County, shared analysis occurs during the Community Health Assessment (CHA), Community Health Improvement Plan (CHIP), and Strategic Plan processes. Additionally, some programs have formed coalitions or committees, or participate in other agencies’ coalitions or committees, where shared analysis and co-development of solutions may occur. For instance, the Public Health Director is a member of the Healthy Communities Collaborative Steering Committee which is an interagency body representing various partners in the community to address three main health improvement priorities. |
| 2023 CA LHJ Examples | Riverside County Equity Initiatives | To lead equity efforts for Riverside University Health System – Public Health (RUHS-PH), a diverse Health Equity Team was established whose fulltime job is to improve health equity in Riverside County while engaging with the community and multi-sector partners. Initiatives they have spearheaded include: the Riverside County Health Coalition, the Equity and Justice Taskforce, Health Equity Policy Action Plan, the Advancing Health and Racial Equity Report, a Health Communications team, and the Community COVID-19 Impact Hub. |
| Type | Title | Description |
|---|---|---|
| Guides | Resources for Collaboration and Power Sharing Between Government Agencies and Community Power-Building Organizations | This guide is for health departments seeking to share power with community power-building organizations (CPBOs) and provides action-oriented steps to improve collaboration. |
| Guides | Making Equity Endemic in Solano County | Using the Solano County Public Health Department as an example, this report includes recommendations on ways to support BIPOC communities during the post pandemic recovery. |
| Guides | Ensuring Equity in COVID-19 Planning, Response, and Recovery Decision Making | This resource helps health departments ensure that equity is at the center of the decision-making process before, during and after a public health emergency. It provides examples of California health departments, (e.g., Santa Clara County, City of Long Beach etc.), embedding equity into their COVID-19 response. |
| 2023 CA LHJ Examples | Riverside County Communications Community Engagement Practices | Riverside's Health Communications team works to ensure that information is linguistically and culturally appropriate as they work with the community and other partners. They engage community residents and partners to provide their input on relevant topics. Riverside also participates in a regional language access planning committee led by Public Health Alliance which allows them to continue to learn and expand on ways to communicate with the public while exercising best practices. Members of the Riverside County Health Coalition have established a list of health priorities that the coalition are looking to address. These priorities will also inform their Community Health Improvement Plan (CHIP). |