FSPHP Equity Value Statement
The FSPHP endorses diversity, equity, and inclusiveness and commits to opposing discrimination in all its forms, within and outside our organization, including discriminatory factors related to a particular diagnosis, race, gender identification, sexual orientation, age, religion, national origin, or disability.
FSPHP Health Equity Statement
(Adopted 2022 from FSPHP Policy)
The FSPHP adopts the Healthy People 2020 definition of health equity as, "The attainment of the highest level of health for all people. Achieving health equity requires valuing everyone equally with focused and ongoing societal efforts to address avoidable inequalities, historical and contemporary injustices, and the elimination of health and health care disparities."
It is the policy of the FSPHP to engage in an active and ongoing process that affirms human diversity in its many forms, encompassing but not limited to ethnicity, race, gender identification, and sexual orientation, age, economic circumstance, class, disability, geography and philosophy. FSPHP seeks diversity to ensure that a range of perspectives, opinions, and experiences are recognized and acted upon in achieving the association’s mission.
At FSPHP, a diverse, inclusive, and equitable workplace is one where all employees, volunteers and members, whatever their human diversity, feel valued and respected. We are committed to a nondiscriminatory approach and provide equal opportunity for membership and employment and advancement in all of our positions. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.
We are committed to modeling diversity and inclusion for the entire health care profession, and to maintaining an inclusive environment with equitable treatment for all.
To provide informed, authentic leadership for cultural equity, FSPHP strives to:
- See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff, members and the health care professionals we serve.
- Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organization progress.
- Offer our member services, education, and services to all health care professionals in need, regardless of diagnosis, ethnicity, race, gender identification, sexual orientation, age, economic circumstance, class, disability, geography and philosophy.
- Explore potential underlying, unquestioned assumptions that interfere with inclusiveness.
- Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
- Help to challenge assumptions about what it takes to be a strong organization for our members, and one that is well-positioned to provide leadership.
- Practice and encourage transparent communication in all interactions.
- Commit time and resources to expand more diverse leadership within our board, staff, committee, and advisory bodies.
- Lead with respect and tolerance. We expect all employees to embrace this notion and to express it in work interactions and through everyday practices.
FSPHP abides by the following action items to help promote equity, diversity and inclusion in our organization:
- Pursue cultural competency throughout our organization by creating learning opportunities and formal, transparent policies.
- Ensure conferences and programs present some of the most visible and meaningful opportunities for member and colleague engagement. We will strive to have diversity of speakers and presenters to provide an inclusive and diverse perspectives.
- Use the board approved contracting process which demonstrates a commitment to diversity and inclusion as a practice. FSPHP has a procurement policy which is utilized in the selection of contractors during the contracting process. Prospective contractors are asked to make a voluntary commitment to inclusion, and their business practices shall be taken into consideration during the selection process.
- Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of American society.
- Pool resources and expand offerings for underrepresented constituents by connecting with other health associations committed to equity, diversity and inclusion efforts.
- Develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to the health care professionals we serve.
- Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our employees on equitable practices.
- Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequity, oppression and disparity.
