Diversity, Equity, and Inclusion

Deimplementation of bias(es)
Pragmatic framework for DEI

As an implementation scientist, the objective was always to develop and test strategies that facilitate the implementation and sustainability of evidence-based practices in any arena. The issues of health care disparities and implicit bias in health care workforce for example, represent a critical quality gap in need of investigation and implementation methods approach. Even after decades of knowledge that there are inequalities in health care training, health care delivery, health care workforce, there has not been systematic adoption of solutions that close this gap. I see implementation science and its core motivation to understand and develop solutions to problems that are complex and context specific as the next best approach towards achieving diversity, equity and inclusion in a departmental mission and culture. The goal of DEI programming is to achieve diversity, equity, and inclusion in our health care workforce, citizenship in our communities, and decrease health care disparities in St. Louis. Using behavior theory and implementation science methodologies, we can develop, refine, and implement DEI definitions, programs, and strategies as well as investigate the effectiveness and measure the impact of those efforts.