Table 3 PTBi anti-racism survey indicators in descending agreement: Competencies and Organizational commitment domains (N = 27)

Competencies

n (%)

n (%)

n (%)

I understand America’s legacy of racial inequity and anti-Blackness and its link to health outcomes.

26 (96)

0 (0)

1 (4)

I know how to recognize anti-Blackness and racism in my workplace.

25 (93)

1 (4)

1 (4)

I believe that PTBi faculty and staff have a basic understanding of racial equity, including anti-Black racism.

25 (93)

1 (4)

1 (4)

I know what to do when I see anti-Blackness and racism playing out at work.

25 (93)

1 (4)

1 (4)

It is my responsibility to advance racial equity and address anti-Blackness in my work.

22 (81)

4 (15)

1 (4)

I feel capable of discussing anti-Blackness and racism at work with my colleagues.

14 (52)

5 (19)

8 (30)

Organizational commitment

n (%)

n (%)

n (%)

PTBi leadership has demonstrated a commitment to advancing racial equity and addressing anti-Blackness.

25 (93)

2 (7)

0 (0)

PTBi leadership is equipped to participate in internal and external conversations around racial equity and anti-Blackness.

21 (78)

4 (15)

2 (7)

PTBi fosters an environment in which the full identities of individuals, different cultures, racial, ethnic, and educational backgrounds, as well as different sexual orientations, ages, and genders are valued and respected.

21 (78)

4 (15)

2 (7)

PTBi prioritizes funding to support Black-led community-based research.^a

12 (46)

8 (31)

6 (23)

PTBi has monitoring and evaluation plans, including indicators of progress, to measure its impact on advancing racial equity and addressing anti-Blackness internally.^a

10 (38)

9 (35)

7 (27)

PTBi has strategies in place to advance racial equity and address anti-Blackness with clear actions, roles, and responsibilities.^a

9 (35)

11 (42)

6 (23)

PTBi has committed sufficient allocation of resources, including staff time, to advancing racial equity and addressing anti-Blackness.^a

8 (31)

12 (46)

6 (23)