Equity Analysis of a Reproductive Health Association: a Case Study.

Abstract

To demonstrate the process and results of an equity analysis of a reproductive health association. A series of quantitative surveys and qualitative interviews were conducted with employees of Planned Parenthood League of Massachusetts (PPLM), assessing different aspects of equity. Amaka Consulting and Evaluation Services, LLC, an external consulting agency, analyzed the results and provided recommendations for improvements. Between 25% and 33% of the employees identified as Black, Indigenous, and people of color (BIPOC). Staff expressed a high degree of satisfaction with the organization's alignment to its mission and commitment to equity. Turnover was higher among BIPOC employees, and employees of color were less likely to say they had confidence in senior management. Themes that arose frequently in surveys included the need for increased communication around equity action steps, greater accountability, and work environment issues. Qualitative interviews indicated acknowledgment of diversity, equity, and inclusion (DEI) efforts but feeling that they were not as legitimate as they could be and vocalized a need for more equitable hiring. Recommendations for improvements included tracking feedback around social movements; conducting equity impact assessments; supporting staff through salary, opportunities for advancement, and better supervision; requiring management to attend equity initiatives, and creating equity resources for staff. This study provides a template for other evaluations of equity. Similar to other organizations in the field, this equity analysis suggests that PPLM had a stronger commitment to certain aspects of DEI than others, and that there was a need for improvement in several areas, particularly hiring and management.