Introducing the BODi® Partner Podcast, the official podcast channel devoted exclusively to BODi Partners. From archives of the BODi Wake-Up Call, I Am BODi stories, and What I Know Now success tips from seasoned Partners, this podcast is your one-stop source for personal development, business training and peer-to-peer inspiration. Ready to explode your business? Tune in regularly to our official podcast and join the ranks of those transforming their lives and the lives of others!
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Innhold levert av Listening In (with Permission...) and Catalyst for Payment Reform. Alt podcastinnhold, inkludert episoder, grafikk og podcastbeskrivelser, lastes opp og leveres direkte av Listening In (with Permission...) and Catalyst for Payment Reform eller deres podcastplattformpartner. Hvis du tror at noen bruker det opphavsrettsbeskyttede verket ditt uten din tillatelse, kan du følge prosessen skissert her https://no.player.fm/legal.
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Episode 103: Dr. Irene Dankwa-Mullan on why every employer needs a health equity strategy
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Manage episode 302274767 series 1602067
Innhold levert av Listening In (with Permission...) and Catalyst for Payment Reform. Alt podcastinnhold, inkludert episoder, grafikk og podcastbeskrivelser, lastes opp og leveres direkte av Listening In (with Permission...) and Catalyst for Payment Reform eller deres podcastplattformpartner. Hvis du tror at noen bruker det opphavsrettsbeskyttede verket ditt uten din tillatelse, kan du følge prosessen skissert her https://no.player.fm/legal.
Suzanne Delbanco speaks with Dr. Irene Dankwa-Mullan, Chief Health Equity Officer at IBM Watson Health and Deputy Chief Health Officer within the Center for AI, Research & Evaluation. As an industry physician and scientist working at the intersection of AI, health equity, and health care, Dr. Dankwa-Mullan speaks to best practices for employers interested in measuring and addressing health inequities being experienced by those in their health benefits program, building on a Health Affairs article that she co-authored in December of 2020. Dr. Dankwa-Mullan cites definitions pioneered by Dr. Paula Bravemen for understanding what health equity and health disparities signify in the context of health care benefits. Health equity calls on stakeholders to focus on the unfair differences in health experienced by social groups based on the varying degrees of social advantages and disadvantages conferred to these groups, often across socially constructed racial and ethnic groupings. Diving deeper, Dr. Dankwa-Mullan highlights the lack of a uniform approach to collecting race and ethnicity data for use in addressing disparities. Amidst the lack of standardization and other challenges, the most important best practice is to have patients and/or plan members self-identify their race, ethnicity, primary language, and other cultural attributes that are important to their identity. Self-identification avoids inaccurate and incomplete categorizations. As employers and other stakeholders know all too well, health care benefits are a costly line item in any organization’s budget. But inequitable health care adds even more costs. Dr. Dankwa-Mullan offers the following rationales for why employers should collect and measure health statistics by race and ethnicity. 1. To ensure that the employer’s investment is reaching the full covered population in an equitable manner 2. To discover opportunities to improve population health 3. To demonstrate an organizational commitment to health equity Altogether, Dr. Irene Dankwa-Mullan highlights the need for employers and their business associates – including TPAs, consultants, and other partners - to acknowledge that health inequities exist and use their role as plan sponsors and benefits administrators to address them through comprehensive, data-driven, health equity strategies.
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128 episoder
Episode 103: Dr. Irene Dankwa-Mullan on why every employer needs a health equity strategy
Listening In (With Permission): Conversations About Today's Pressing Health Care Topics
MP3•Episoder hjem
Manage episode 302274767 series 1602067
Innhold levert av Listening In (with Permission...) and Catalyst for Payment Reform. Alt podcastinnhold, inkludert episoder, grafikk og podcastbeskrivelser, lastes opp og leveres direkte av Listening In (with Permission...) and Catalyst for Payment Reform eller deres podcastplattformpartner. Hvis du tror at noen bruker det opphavsrettsbeskyttede verket ditt uten din tillatelse, kan du følge prosessen skissert her https://no.player.fm/legal.
Suzanne Delbanco speaks with Dr. Irene Dankwa-Mullan, Chief Health Equity Officer at IBM Watson Health and Deputy Chief Health Officer within the Center for AI, Research & Evaluation. As an industry physician and scientist working at the intersection of AI, health equity, and health care, Dr. Dankwa-Mullan speaks to best practices for employers interested in measuring and addressing health inequities being experienced by those in their health benefits program, building on a Health Affairs article that she co-authored in December of 2020. Dr. Dankwa-Mullan cites definitions pioneered by Dr. Paula Bravemen for understanding what health equity and health disparities signify in the context of health care benefits. Health equity calls on stakeholders to focus on the unfair differences in health experienced by social groups based on the varying degrees of social advantages and disadvantages conferred to these groups, often across socially constructed racial and ethnic groupings. Diving deeper, Dr. Dankwa-Mullan highlights the lack of a uniform approach to collecting race and ethnicity data for use in addressing disparities. Amidst the lack of standardization and other challenges, the most important best practice is to have patients and/or plan members self-identify their race, ethnicity, primary language, and other cultural attributes that are important to their identity. Self-identification avoids inaccurate and incomplete categorizations. As employers and other stakeholders know all too well, health care benefits are a costly line item in any organization’s budget. But inequitable health care adds even more costs. Dr. Dankwa-Mullan offers the following rationales for why employers should collect and measure health statistics by race and ethnicity. 1. To ensure that the employer’s investment is reaching the full covered population in an equitable manner 2. To discover opportunities to improve population health 3. To demonstrate an organizational commitment to health equity Altogether, Dr. Irene Dankwa-Mullan highlights the need for employers and their business associates – including TPAs, consultants, and other partners - to acknowledge that health inequities exist and use their role as plan sponsors and benefits administrators to address them through comprehensive, data-driven, health equity strategies.
…
continue reading
128 episoder
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