[This is an excerpt.] Our organizations represent health care providers (physicians, pharmacists, medical groups, andhospitals) and health plans. We have partnered to identify opportunities to improve the prior authorization process, with the goals of promoting safe, timely, and affordable access to evidence-based care for patients; enhancing efficiency; and reducing administrative burdens. The prior authorization process can be burdensome for all involved—health care providers, healthplans, and patients. Yet, there is wide variation in medical practice and adherence to evidence-based treatment. Communication and collaboration can improve stakeholder understanding of the functions and challenges associated with prior authorization and lead to opportunities to improve the process, promote quality and affordable health care, and reduce unnecessary burdens. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Other Private Organizations: Private Payers
Consensus Statement on Improving the Prior Authorization Process
AACN is excited to announce new diversity & inclusion program offerings, including Fundamentals of Holistic Admissions Review; Measurement and Evaluation of Your Holistic Admissions Review Process; Creating an Inclusive Learning Environment; Fostering Success of Students from Diverse Backgrounds; and Recruitment, Hiring, and Retention of Nursing Faculty from Diverse Backgrounds.
This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.
Diversity & Inclusion Workshops
The American Occupational Therapy Association (AOTA) is leading the profession to be more diverse, equitable, and inclusive through its commitment to developing diversity, equity, inclusion, justice, access, and belonging (DEIJAB) resources and tools to strengthen occupational therapy practitioners' contribution to a healthy and engaged community.
This resource is found in our Actionable Strategies for Professional Associations: Spotlights: Professional Associations Relational Strategies (Improving Diversity, Equity, & Inclusion).
Diversity, Equity, Inclusion, Justice, Access & Belonging in OT
At the Ford Foundation, we believe a commitment to diversity, equity, and inclusion (DEI) is critical to the success of any social justice organization. We have created a toolkit to help funders, organizations and the philanthropic community at large identify and instill best practices for DEI-related issues.
The case studies and guides draw from four real-life scenarios to help grantmakers and grantees become more adept in establishing processes and policies in their own work.
This resource is found in our Actionable Strategies for Other Private Organizations: Foundations & Other Organizations.
Diversity, Inclusion and Equity Tools and Resources for Grantmakers
[This is an excerpt.] The Strategic Framework takes a tripartite approach — involving EU institutions, Member States, social partners and other stakeholders — and focuses on three key priorities: 1.) anticipating and managing change in the context of green, digital and demographic transitions; 2.) improving the prevention of work-related accidents and diseases, and striving towards a Vision Zero approach to work-related deaths; 3.) increasing preparedness to respond to current and future health crises. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Government: Ensuring Workers' Physical and Mental Health (Strengthen Occupational Safety and Health Policies).
EU Strategic Framework on Health and Safety at Work 2021-2027
Giving Voice to Values (GVV) is an innovative approach to values-driven leadership development in business education and the workplace.
This resource is found in our Actionable Strategies for Health Organizations: Aligning Values (Establish a Culture of Shared Commitment).
Giving Voice to Values
A vast body of respected work on job quality measures exists, however, none yet are worker-informed, equity-centered and specifically designed for the unique challenges of the caregiving sector, which is one of the most occupationally segregated and lowest compensated industries in the country. To that end, The Center for Equity created the following Good Jobs Measures derived from existing, recognized job quality measures and principles (laid out in the AirTable at the bottom of this webpage in the “Conventional Job Quality Measure” column), and filtered through our worker-centered, equity-oriented framework. Our framework and the specific workplace challenges covered by these measures were informed by a “Black Women Best” framework and through the participatory qualitative research we conducted in January 2022 in partnership with caregivers active in SEIU Local 2015 who identify as Black women. The result is a set of worker-informed job quality metrics tailored to the workplace challenges endemic to home care and nursing homes affecting the majority BIPOC and immigrant women caregiving workforce.
This set of pre-researched job quality measures intends to help equip advocates with a worker-centered job quality roadmap. We hope that stakeholders and use the measures and adapt them to their needs in guiding federal, state and local policymakers to maximize the impact of public funding, ensure public dollars are spent on good quality, family-sustaining jobs. Centering equity and worker voice in long-term care is a necessary and long-overdue practice, and we hope to support states, employers and other stakeholders in course-correcting on the racist, sexist legacy of care work in America, beginning with how care job quality is measured.
This resource is found in our Actionable Strategies for Health Organizations: Measurement & Accountability.
Good Jobs Measure: Introducing the “Good Jobs Measures” Toolkit: Building Equity & Job Quality Infrastructure in Long-Term Care
[This is an excerpt.] The resource center is designed to provide information to help you on the journey to health care equity, regardless of where you are on the path. For example, it has basic information on how to screen for health-related social needs and how to stratify measures to examine health care disparities. We have included brief synopses of approaches used by other organizations (Snapshots) and videos of organizations’ lessons learned (Soundbites). The resource center also has more advanced materials, such as examples of published, successful interventions to address common disparities that you may wish to implement in your organization and include in your action plan. We will be continuously monitoring the literature and talking with organizations so we can expand and improve the resource center. Sign up to be alerted when new resources are added. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Health Organizations: Aligning Values (Invest/Advocate for Patients, Communities, & Workers).
Health Care Equity Accreditation Resource Center
Violence in the workplace continues to be an area that risk professionals need to be proactively preparing their institutions to prevent. At the same time, the risk professional needs to know what to do in the event they are faced with an immediate situation. This toolkit is designed to assist with both.
ASHRM’s risk assessment looks at the following proactive and reactive areas:
- Patient-to-Staff Violence: proactive prevention, reactive response
- Visitor/Family-to-Staff Violence: proactive prevention, reactive response
- Staff-to-Staff Violence/Harassment: proactive prevention, reactive response
- Physician/Third-Party-Professional-to-Staff Violence/Harassment: proactive prevention, reactive response
- Stranger/Nonemployee-to-Staff Violence: proactive prevention
This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Workplace Violence Prevention).
Health Care Facility Workplace Violence Risk Assessment Toolkit
[This is an excerpt.] The goal of the program is to unite the healthcare community in building a culture committed to increasing joy in medicine for the profession nationwide. The program aims to build awareness about solutions that promote professional fulfillment and spur investment within health systems to reduce physician burnout. The program is also designed as a roadmap for health system leaders to implement programs and policies that support physician well-being. [To read more, click View Resource.]
Health System Roadmap
[This is an excerpt.] You may suspect or discover your loved one is dealing with a mental illness,drinking too much, or using drugs. As a family member, you can play a central role in getting them the help they need. [To read more, click View Resource.]
Helping a Loved One Dealing with Mental and/or Substance Use Disorders
[This is an excerpt.] Home care workers provide support to people with disabilities and older adults so that they may receive care and remain in their own homes. Widely preferred by care recipients and the aging adult population, home care is one of the fastest-growing jobs in the country. Yethome care workers – who are disproportionately women, and Black, Indigenous, and people of color – are under-paid and undervalued, contributing to chronic staffing shortages and high turnover in the field.During the COVID-19 pandemic, some states used the emergency influx of federal Medicaid dollars to implement hazard pay, a significant but temporary increase in home care workers’ wages. This case study is based on in-depth interviews and a statewide survey sent to 42,000 caregivers and completed by 5,307 caregivers who received hazard pay in Washington State. It provides evidence that even a $2.50 increase in home care wages yields significant measurable improvements in caregivers’ housing and food security, access to healthcare,mental health, savings, and well-being – as well as their ability and willingness to take andstay in these critical jobs. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Health Organizations: Meaningful Rewards& Recognition (Adequate Compensation) AND Actionable Strategies for Government: Fair and Meaningful Reward & Recognition (Strengthen Worker Compensation and Benefits).
Higher Home Care Wages Reduce Economic Hardship and Improve Recruitment and Retention in One of the Country’s Fastest-Growing Jobs
AACN now offers Holistic Admissions Review workshop training, which is designed to help universities consider a broad range of factors reflecting the applicant’s academic readiness, contribution to the incoming class, and potential for success both in school and later as a professional. If you are interested in this workshop being offered at your school or other diversity services please complete the Diversity Service Request.
This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.
Holistic Admissions Review Training
Holistic review is a university admissions strategy that assesses an applicant’s unique experiences alongside traditional measures of academic achievement such as grades and test scores. It is designed to help universities consider a broad range of factors reflecting the applicant’s academic readiness, contribution to the incoming class, and potential for success both in school and later as a professional. Holistic review, when used in combination with a variety of other mission-based practices, constitutes a “holistic admission” process. Many colleges and universities have employed a holistic admission process to assemble a diverse class of students with the background, qualities, and skills needed for success in the profession.
This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.
Holistic Admissions Tool Kit
Urban Universities for HEALTH is a partnership effort of the Coalition of Urban Serving Universities (USU)/Association of Public and Land-grant Universities(APLU), the Association of American Medical Colleges (AAMC) and the National Institutes of Health (NIH) National Institute on Minority Health and Health Disparities (NIMHD). The project aims to improve evidence and the use of data that will help universities enhance and expand a culturally sensitive, diverse and prepared health workforce with the goal of improving health and health equity in underserved urban communities.
This resource is found in our Actionable Strategies for Health Organizations: Promoting Diversity, Equity, & Inclusion.
Holistic Admissions in the Health Professions: Findings from a National Survey
Providing holistic support for caregivers’ physical, emotional and financial well-being is more important than ever.
This resource is found in our Actionable Strategies for Health Organizations: Empowering Worker & Learner Voice (Worker & Learner Engagement).
How Healthcare Organizations Care for Caregivers (Podcast)
[This is an excerpt.] Unions help protect the health, safety, wages and retirement security of working Americans. Workers represented byunions feel safer voicing concerns about workplace safety and health, wage theft, discrimination and harassment, andother violations of worker protections. Unions help enforce workers’ legal rights. Supporting workers as they try to formunions helps the Department of Labor carry out our mission. Check out the resources below to understand your right to organize a union without retaliation. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Workers & Learners: What Workers & Learners Can Do AND Actionable Strategies for Government: Empowering Workers & Strengthening Leadership and Governance (Strengthening Protections to Speak Up)
Know Your Organizing Rights
[This is an excerpt.] Title VII of the Civil Rights Act of 1964 (Title VII)This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business. The Equal Pay Act of 1963 (EPA)
This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Government: Aligning Values & Improving Diversity, Equity & Inclusion (Improving Diversity, Equity & Inclusion).
Laws Enforced by EEOC
[This is an excerpt.] “You broke the rules for us, and it made all the difference.” This statement, made by a family member recalling how a nurse “broke” a hospital rule regarding visitation so that a new mom and her baby were able to visit one another inspired an idea. It got members of the IHI Leadership Alliance thinking: How many rules do we currently have in place that were likely created with the best of intentions but don’t benefit patients, families, or staff? [To read more, click View Resource.]
This resource is found in our Actionable Strategies for Health Organizations: Improving Workload & Workflows (Reducing Administrative Burdens).
Leadership Alliance: Breaking the Rules for Better Care
[This is an excerpt.] NACHC’s leadership development and career advancement training programs target the essential workforce competencies and tools that health center leaders need to skillfully address short- and long-term challenges and goals. Educational events, resources and technical assistance is offered on a broad range of relevant and timely topics. All TTA programs are responsive to the stated training needs of health centers and their partners at state and regional levels. [To read more, click View Resource.]
