Equity, Diversity, Inclusion and Belonging within the AAPHD: Climate Survey Results

The American Association for Public Health Dentistry (AAPHD) Equity, Diversity, and Inclusion (EDI) committee conducted a climate survey of AAPHD members to assess perceptions of equity, diversity, inclusion, and belonging within AAPHD, as well as identify strengths and opportunities. The survey was distributed to all AAPHD members (n=385) via email in March 2024. A total of 83 members participated (return rate: 22%). 

Participants in the survey

The survey contained 31 questions, most of which were on a 5-point Likert scale. Most respondents (59%) were between the ages of 36 and 65 years. Among those who responded, 8% identified as having a disability and 8% identified as having a sexual orientation other than heterosexual. Most (55%) identified as ‘White’, followed by 15% who identified as ‘Hispanic or Latino’, 9% who identified as ‘Black or African American,’ and 10% who identified as ‘Asian’. Only 6% of participants were not part of the dental profession and 55% were Diplomates of the American Board of Dental Public Health (ABDPH). Ten percent of participants were new AAPHD members (<2 years) and 47% have been AAPHD members for more than 10 years. The majority (71%) stated they did not currently serve on the AAPHD board, committee, or council, however, 47% had previously served on the board, committee, or council.

Overall perceptions of EDI efforts within AAPHD 

Most survey respondents expressed positive feelings toward AAPHD EDI efforts, particularly around inclusivity, with 73/79 (92.4%) respondents expressing they feel welcome and respected as members. Over 90% of respondents disagree with the statements that their voice or contribution was not valued or that they experienced barriers accessing resources, training, or mentorship due to race, gender, or other identities. In addition, most respondents (69/74, 93.2%) agree that AAPHD is diverse. However, this portion reduces slightly to 58/63 (85.3%) when asked about diversity within AAPHD leadership. 

While most responses were positive, respondents also raised key issues to consider. These include (a) the inability of non-dentists to attain full AAPHD membership and the resulting feelings of inequity associated with this; (b) financial barriers, particularly for attending the NOHC; (c) experiences of bullying and exclusion among female colleagues; and (d) the need for improved organizational culture, particularly among AAPHD leadership, which was referred to as a “clique.”

Recommendations from the EDI Committee for consideration by the AAPHD Board

1. Increase and retain membership diversity

1. Active recruitment of individuals from underrepresented groups

2. Partner with organizations that work with underrepresented groups (e.g. SAID, HDA)

3. Partner with organizations that serve non-dentists (e.g., ADHA)

4. Provide discounts, where possible, to alleviate financial barriers for members in need

5. Focus diversity efforts at the leadership level, e.g. regular training of leaders

6. Work on improving the organizational culture to ensure it is welcoming

7. Increase awareness of diversity and inclusivity via social events and webinars

2. Promote engagement, inclusivity, and sense of belonging

1. Focus on understanding members’ interests to better engage them

2. Generally better member engagement opportunities to get involved

3. Institute mentorship program to improve sense of belonging, particularly for newer members and non-dentist members 

4. Additional initiatives/outreach for new members

3. Communicate EDI values and commit to long-term change

1. Emphasize and clearly communicate to the membership the need for EDI actions

2. Highlight the importance and the achievements of EDI actions

3. Commit to long-term change and set goals with measurable outcomes

4. Monitor and evaluate

1. Institute a process for responding to instances of bullying/discrimination 

2. Investigate reasons for individuals leaving the organization

Figure. Selected comments on equity, diversity, inclusion, and belonging