Quick Guide
Definition: Recruit, hire, and develop a professional workforce that reflects the populations served and communities facing health inequities.
Why It Matters: Diversity and inclusion are important priorities, as having employees with different perspectives, experiences, and cultures helps eliminate racial inequities. Diversity and inclusion also help to advance policies, resources, and services for the inclusive economic growth and prosperity of California's diverse communities. Workplace diversity can improve employee morale, strengthen loyalty, increase engagement, foster a sense of community, and support the overall wellbeing of employees.
| Type | Title | Description |
|---|---|---|
| Examples | CDPH HRD Recruitment and Hiring Tips and Tricks | The California Department of Public Health (CDPH), Human Resources Division (HRD) shares recruitment and hiring tips and tricks with an equity & diversity inclusive lens. This document includes information on crafting job descriptions, developing equity, diversity, and inclusive statements, and creative ways to promote job listings. |
| Examples | Health Equity Bank of Job Applicant Interview Questions | List of health equity interview questions that can be asked for any position and desired skills and abilities to look for in a candidate. |
| Trainings | New Resources and Creative Strategies for Recruiting Candidates for Health Departments | This training has an emphasis on diversity, equity, and inclusion in recruitment for health departments. The training covers understanding candidate motivation, developing effective recruitment materials, and how emphasizing the mission-driven work of public health agencies can help attract the best candidates. |
| Webinars | CDPH Equity TA Team Office Hours: Hiring | This CDPH Equity Technical Assistance Team Office Hour has two guest panelists from Marin and Madera County who share successful practices in hiring, working with human resources (HR) to remove barriers, and ideal places to advertise your job listings. |
| Guides | Creating a Culture of Belonging : A Guide for Retention | This guide, from the State of Colorado, provides information on why retaining a diverse workforce is important, initial steps and measurements organizations can take, and onboarding new employees into a culture of belonging. |
| Guides | Ensuring a Diverse Workforce : A Guide for Inclusive Hiring Practices | This guide, from the State of Colorado, provides several recommendations to ensure the workforce represents the community it serves. Included are resource such as a position description checklist, job announcement checklist, sample interview questions and more. |
| 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 | 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. |
| 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. |
| Type | Title | Description |
|---|---|---|
| 2023 CA LHJ Examples | Tulare County Equitable Communications Resources | Tulare County Public Health prioritizes equitable communications by integrating equity considerations into its messaging. This is achieved through various methods including translation services, plain language usage, following Cultural and Linguistically Appropriate Service (CLAS) Standards, and abiding by ADA compliance in materials produced by the Public Health Branch. |
| 2023 CA LHJ Examples | Tulare County Public Health | Tulare County Public Health has invested in equity by creating a Training Officer position within the branch. This Training Officer has developed and delivered training relating to Cultural Humility to both staff and community partners. They have also created additional training materials on equity including pronouns in the workplace, CalAIM, and public health foundational services. |