Assistant Professor Kimberly Hudson, Ph.D., recently published research that provides an intersectional antiracist framework for healthcare organizations seeking transformation around the topic in their workplace culture.
The article, titled “Intersectional Antiracist Advocacy Practice in Health Care Organizations”, was published in Health Promotion Practice.
“Health care organizations, like individuals, can evolve to become antiracist and promote racial equity within and beyond the organization. In this brief article, we introduce an intersectional antiracist advocacy practice framework applicable to health care organizations that seek restorative and transformative change, as well as participation in social and economic justice action. Becoming an antiracist organization requires an acknowledgment that no organization is impervious to racist and other oppressive ideologies. Organizations can then begin to interrogate, interrupt, and address how racism permeates agency policies, procedures, and culture. The implementation of an intersectional antiracist advocacy practice framework within organizations involves a multifaceted approach, including both internal and external practices. Internally facing practices include providing mandatory antiracist trainings to all employees; promoting a representative and equitable workplace; and developing an organizational power structure based on inclusion, transparency, and accountability. Externally facing practices include fostering nonexploitative, reciprocal community partnerships; contributing to social and economic justice movements; and demonstrating transparency and accountability for the negative impact of operations in Black, Indigenous, and People of Color (BIPOC) communities and lands. We conclude with key questions for health care organizations to consider in regard to their racial equity efforts, specifically around organizational readiness, risk tolerance, and long-term commitment.”