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https://chapelhillnc.workflow.opengov.com/#/explore/records/62492/react-form-details/62492 7/14 <br />Describe other racial equity related activities. <br />Program Funding Request <br />Please list all of the current Fiscal Year Human Services (HS) funding requested <br />for all programs and the proposed use of funds. <br />In 2021,all staff received Mind Sciences on Difference training to understand the <br />concepts of implicit bias,microaggressions, racial anxiety, and stereotype threat. This <br />training also helped increase personal motivation to confront these phenomena in the <br />workplace, improving employee engagement, patient experience,and health equity <br />efforts. <br />To build on and continue this work, we signed a contract with For The Culture—an <br />equity and culture shift firm founded by four women of color—to develop a <br />comprehensive diversity, equity, inclusion,and belonging (DEIB) training curriculum <br />and DEI work plan for PPSAT. While this engagement has ended, we are working with <br />another outside consultant. This consultant is collaborating with our Board’s DEI <br />committee,supporting the finalization of the DEI work plan, leading and facilitating <br />the BEA group, and coaching the leadership team.PPSAT’s Board and leadership <br />team has approved the work plan, and will encourage continued learning and <br />feedback related to DEI. PPSAT strives to be more than just representative of our <br />communities—we want our organization to reflect full participation and shared power <br />with diverse racial, cultural, and economic groups in determining our mission, <br />structure,constituency, policies, and practices. <br />Responses to Press Ganey patient experience surveys have revealed inequities in <br />patient experience based on race. Going forward, PPSAT’s Patient Services Strategic <br />Initiatives Manager is tracking Press Ganey survey results and communicating with <br />Health Center Managers (HCMs), at least quarterly,on progress toward minimizing <br />these inequities. They will assist in addressing persisting disparities and any new gaps. <br />PPSAT is considering establishing a Bias Incident Response Team (BIRT) program. <br />This team would receive reports from employees who have experienced or witnessed <br />bias in the workplace. We are determining how to select members of the BIRT, the <br />program’s role and relationship to our Human Resources department, and how to <br />train BIRT members. PPSAT is also pondering the pros and cons of employee resource <br />groups (more focused on professional development) and affinity groups (just focused <br />on a common identity). <br />Exhibit A <br />Docusign Envelope ID: 9B12EC66-D23F-408C-BE60-EBCDE242CC54