1. Importance Rankings (Hi to Lo - T to B, L to R)
27. When forming interview panels for the hiring of new staff, attention is paid to how the make up of the panel could enhance the recruitment of a more diverse workforce.
20. Management and supervisory staff at LDCHD are comfortable talking about class and classism.
18. Management and supervisory staff at LDCHD is comfortable talking about race and racism.
19. Staff I interact with at LDCHD are comfortable talking about class and classism.
29. Staff of diverse ethnic, racial and cultural backgrounds are equitably promoted throughout the LDCHD.
17. Staff I interact with at LDCHD are comfortable talking about race and racism.
3. I have an active role in making decisions that affect my team’s efforts to address health inequities.
21. I work with a culturally diverse staff.
11. I could explain to my co-workers the environmental, social, and economic conditions that impact health.
2. Staff at all levels have the opportunity to become leaders in the work LDCHD is doing to address health inequities.
23. Culturally diverse management and supervisory staff members remain long-term employees of LDCHD.
22. Culturally diverse management and supervisory staff members are actively recruited.
24. LDCHD actively recruits culturally diverse staff to provide client  or community services and support.
25. Culturally diverse client or community services or support staff members remain long-term employees of LDCHD.
9. I have flexible and/or paid time available to attend community meetings and/or otherwise engage with community residents outside normal business hours.
28. Interview questions are designed to gain insight into an applicant’s capability to address health inequities.
13. I believe it is important to understand the beliefs and values of the residents and community members served by the LDCHD.
1. LDCHD as an organization demonstrates a commitment to addressing the environmental, social and economic conditions that impact health.
6. When an agency level decision is made that affects me and my job tasks, I know why.
16. I feel my work environment is supportive of many different cultural perspectives.
5. When a team level decision is made that affects me and my job tasks, I know why.
10. I understand what the environmental, social, and economic conditions that impact health are.
14. I have taken steps to enhance my own cultural humility, cultural competence, and/or cultural understanding (for example through trainings, self-reflection, personal relationships, etc).
15. I regularly have personally meaningful interactions and have learned from people of different cultures and backgrounds from my own.
12. Being aware of my own beliefs, values and privilege helps me understand others’ perspectives.
8. Since I have been working at LDCHD, I have received training about the different ways public health can address the environmental, social and economic conditions that impact health.
7. Staff are encouraged to learn about ways to address the environmental, social, and economic conditions that impact health from one another.
4. I have an active role in making decisions that affect department-wide efforts to address health inequities.
26. When appropriate, minimum requirements for positions are flexible, allowing for relevant community experience in place of educational degrees.

2. Satisfaction Rankings (Hi to Lo - T to B, L to R)
10. I understand what the environmental, social, and economic conditions that impact health are.
1. LDCHD as an organization demonstrates a commitment to addressing the environmental, social and economic conditions that impact health.
11. I could explain to my co-workers the environmental, social, and economic conditions that impact health.
5. When a team level decision is made that affects me and my job tasks, I know why.
16. I feel my work environment is supportive of many different cultural perspectives.
14. I have taken steps to enhance my own cultural humility, cultural competence, and/or cultural understanding (for example through trainings, self-reflection, personal relationships, etc).
15. I regularly have personally meaningful interactions and have learned from people of different cultures and backgrounds from my own.
12. Being aware of my own beliefs, values and privilege helps me understand others’ perspectives.
3. I have an active role in making decisions that affect my team’s efforts to address health inequities.
8. Since I have been working at LDCHD, I have received training about the different ways public health can address the environmental, social and economic conditions that impact health.
21. I work with a culturally diverse staff.
2. Staff at all levels have the opportunity to become leaders in the work LDCHD is doing to address health inequities.
13. I believe it is important to understand the beliefs and values of the residents and community members served by the LDCHD.
24. LDCHD actively recruits culturally diverse staff to provide client  or community services and support.
9. I have flexible and/or paid time available to attend community meetings and/or otherwise engage with community residents outside normal business hours.
26. When appropriate, minimum requirements for positions are flexible, allowing for relevant community experience in place of educational degrees.
19. Staff I interact with at LDCHD are comfortable talking about class and classism.
7. Staff are encouraged to learn about ways to address the environmental, social, and economic conditions that impact health from one another.
17. Staff I interact with at LDCHD are comfortable talking about race and racism.
29. Staff of diverse ethnic, racial and cultural backgrounds are equitably promoted throughout the LDCHD.
18. Management and supervisory staff at LDCHD is comfortable talking about race and racism.
25. Culturally diverse client or community services or support staff members remain long-term employees of LDCHD.
20. Management and supervisory staff at LDCHD are comfortable talking about class and classism.
6. When an agency level decision is made that affects me and my job tasks, I know why.
22. Culturally diverse management and supervisory staff members are actively recruited.
23. Culturally diverse management and supervisory staff members remain long-term employees of LDCHD.
28. Interview questions are designed to gain insight into an applicant’s capability to address health inequities.
4. I have an active role in making decisions that affect department-wide efforts to address health inequities.
27. When forming interview panels for the hiring of new staff, attention is paid to how the make up of the panel could enhance the recruitment of a more diverse workforce.

3. Relative Strengths and Problems
10. I understand what the environmental, social, and economic conditions that impact health are.
1. LDCHD as an organization demonstrates a commitment to addressing the environmental, social and economic conditions that impact health.
5. When a team level decision is made that affects me and my job tasks, I know why.
16. I feel my work environment is supportive of many different cultural perspectives.
14. I have taken steps to enhance my own cultural humility, cultural competence, and/or cultural understanding (for example through trainings, self-reflection, personal relationships, etc).
15. I regularly have personally meaningful interactions and have learned from people of different cultures and backgrounds from my own.
Relative Problems
6. When an agency level decision is made that affects me and my job tasks, I know why.
13. I believe it is important to understand the beliefs and values of the residents and community members served by the LDCHD.
7. Staff are encouraged to learn about ways to address the environmental, social, and economic conditions that impact health from one another.
20. Management and supervisory staff at LDCHD are comfortable talking about class and classism.
18. Management and supervisory staff at LDCHD is comfortable talking about race and racism.
19. Staff I interact with at LDCHD are comfortable talking about class and classism.
29. Staff of diverse ethnic, racial and cultural backgrounds are equitably promoted throughout the LDCHD.

4. Importance Satisfaction
High
Low
1. LDCHD as an organization demonstrates a commitment to addressing the environmental, social and economic conditions that impact health.
13. I believe it is important to understand the beliefs and values of the residents and community members served by the LDCHD.
10. I understand what the environmental, social, and economic conditions that impact health are.
5. When a team level decision is made that affects me and my job tasks, I know why.
16. I feel my work environment is supportive of many different cultural perspectives.
14. I have taken steps to enhance my own cultural humility, cultural competence, and/or cultural understanding (for example through trainings, self-reflection, personal relationships, etc).
15. I regularly have personally meaningful interactions and have learned from people of different cultures and backgrounds from my own.
12. Being aware of my own beliefs, values and privilege helps me understand others’ perspectives.
8. Since I have been working at LDCHD, I have received training about the different ways public health can address the environmental, social and economic conditions that impact health.
3. I have an active role in making decisions that affect my team’s efforts to address health inequities.
11. I could explain to my co-workers the environmental, social, and economic conditions that impact health.
21. I work with a culturally diverse staff.
2. Staff at all levels have the opportunity to become leaders in the work LDCHD is doing to address health inequities.
24. LDCHD actively recruits culturally diverse staff to provide client  or community services and support.
6. When an agency level decision is made that affects me and my job tasks, I know why.
7. Staff are encouraged to learn about ways to address the environmental, social, and economic conditions that impact health from one another.
20. Management and supervisory staff at LDCHD are comfortable talking about class and classism.
19. Staff I interact with at LDCHD are comfortable talking about class and classism.
18. Management and supervisory staff at LDCHD is comfortable talking about race and racism.
29. Staff of diverse ethnic, racial and cultural backgrounds are equitably promoted throughout the LDCHD.
17. Staff I interact with at LDCHD are comfortable talking about race and racism.
22. Culturally diverse management and supervisory staff members are actively recruited.
23. Culturally diverse management and supervisory staff members remain long-term employees of LDCHD.
25. Culturally diverse client or community services or support staff members remain long-term employees of LDCHD.
9. I have flexible and/or paid time available to attend community meetings and/or otherwise engage with community residents outside normal business hours.
28. Interview questions are designed to gain insight into an applicant’s capability to address health inequities.
4. I have an active role in making decisions that affect department-wide efforts to address health inequities.
26. When appropriate, minimum requirements for positions are flexible, allowing for relevant community experience in place of educational degrees.
27. When forming interview panels for the hiring of new staff, attention is paid to how the make up of the panel could enhance the recruitment of a more diverse workforce.