The challenges associated with ending structural racism and advancing health equity—even within a single organization—can seem daunting. Rather than siloing staff who are committed to anti-racism efforts into advisory capacities, Mass General Brigham’s United Against Racism initiative incorporates anti-racism advocacy into leadership. Employees have the funding, staffing, and resources to address—rather than merely study—the effects of racial inequities. The results provide a template for others looking to make meaningful progress against systemic racism in healthcare.

Learn how employees at Massachusetts’s largest employer:

• Use a “solve rather than describe” strategy to tackle racism in healthcare
• Ended racialized approaches to procedures like kidney transplants and Cesarean sections
• Broke down linguistic and other barriers between medical staff and patients
• Partner with local government and community groups to bring healthcare to neighborhoods affected by structural racism

Hospital systems across the country have tasked senior staff with the responsibility of confronting longstanding inequities and addressing the impact of racism within certain healthcare intuitions. These health equity officers are positioned as leaders in advancing health equity but are often left navigating internal obstacles that continue to perpetuate racism.

Healthcare systems have a responsibility to provide quality care to all, regardless of race, ethnicity, gender, or sexual orientation. By acknowledging and addressing the historic and intentional harm of racism in the U.S., hospitals can start to improve care and outcomes by:

• Dismantling institutional policies that perpetuate structural racism
• Conducting anti-racism training for staff and leaders to address bias
• Recruiting and hiring diverse staff that reflect the community
• Creating health equity committees to advise leadership
• Collaborating with community organizations to learn from lived experiences