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North Sound ACH

North Sound Accountable Community of Health

newsletter

Equity: Important Now More Than Ever

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Last summer we were getting ready to launch our first communities of practice, and had several conversations that retrenchment was just around the corner for investments in equity-focused work. A lot of organizations added DEI staff after the murder of George Floyd in 2020. By early 2023, many of those organizations were already walking back some of those commitments, either eliminating positions or asking DEI leads to add other responsibilities like strategic planning, HR, and other business practices to their roles. 

I carry a lot of curiosity about whether organizations who committed to equity, actually knew what they were committing to in the first place. Equity is much more than a trendy term to use in communications, a banner to wave to show that one is responding to a crisis, or a current event. Rather, it is (or should be) a body of work that will strengthen organizations and our communities if we put the required investments of time and dollars in. There is nothing easy about this, and there is no single strategy that will ‘achieve’ equity. There are too many long held beliefs, barriers and roadblocks in the way. That said, it is also possible to make visible and lasting progress. 

A close friend, Diana Bianco, introduced me to a term almost 20 years ago – “to what end?” I can’t count the number of times that I say that out loud. If you don’t know what you’re after, how will you know if you ever get there? 

I read an article this week about several large companies who are reducing or eliminating their commitments to DEI, including companies whose products we use every day. My intention is not to call them out here; they are not alone in making decisions to remove references to equity. They are simply examples of why the work we do is so important – equity is more than a word. 

  • “We’re going to lead with inclusion, because we need a world where inclusion is front and center. And that means inclusion for all, not some people. Everyone has a right to feel that they belong in the workplace and that they are included.”  They further stated “By putting inclusion first, we aim to address the existing flaws in DE&I programs, which have caused societal backlash and increased polarization,” then emphasizing its continued commitment to promoting equity within its “inclusion” strategy. (SHRM)
  • “True systems-change work associated with DEI programs everywhere are no longer business critical or smart as they were in 2020”, while in another spot they said “our commitments to DEI remain the same.” (Microsoft)

How can your commitments remain the same when you cannot say the word out loud? 

This is beyond disheartening or disappointing. I understand that companies don’t want anyone to be uncomfortable. Inequities are present every day – not just in the past, but perpetuated today and will continue into the future if we don’t name what needs to be changed. That’s why they need diverse leaders, who are tasked with leading those initiatives and deep systems change. But having a group of diverse leaders is a visual representation of hiring practices; having teams who are tasked with advancing equity is a whole other matter. It means that you value the work itself.  

Large companies have the power to change minds, and when they are faced with discomfort they should use that opportunity to educate, not backpedal; leaning into discomfort instead of stepping away. (Well, they could be using it as an opportunity for education if not for two things – they’re reducing their DEI staff, and the IRS tax laws make it illegal for a for-profit company to take any action that could reduce their market share or return to shareholders.) 

Equity is about everyone – and if there are people who feel left out, it is a lack of understanding about what an equitable approach can accomplish to better the lives of all community members. We have to know where we are headed (the ‘to what end’) and then we can lay out the steps we’ll take along the way. We cannot just begin taking steps and think they’ll get us to some  unstated goal. The word ‘equity’ is not the reason people are uncomfortable; the notion of change that will somehow leave them out or give them less is scary. So let’s address that. 

I’ll end with something my oldest said to me when he held his first job after graduate school. He was lamenting how much technology he had access to in his graduate program that was not accessible in the firm where he was working. As a young architect he didn’t have 3D printers or a device that he could take into the field as he was managing a project. “Mom, they only have desktops!” After he described the scenario I asked why that was and his response stayed with me, “the principals of my firm were taught by professors who were born at the turn of the last century.” I had to sit down and do the math to catch up. That is how structural racism stays in place – it is not about the long ago history (that some want to bury), all that history is sitting with the leaders we have today, including me.

If we want a future that embraces us all, we must be brave enough to build new structures, not continue to rebuild what made sense in the early 1900s. 

I’m glad to be with you on this journey and look forward to seeing you in August. Registration for the Partner Convening is open! 

Be well –

Embracing Our Multifaceted Identities

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There are more than a few voices whose words I turn back to time and time again, especially when things feel harder than on other days:

  • “We need to practice – which is different than something being ‘a practice’, or thinking of ‘best practices’; we need to practice each day.” – Clarice Bailey
  • “Practice does not make us better; it makes us different.” – Ruth Wilson Gilmore 
  • “I lead with my vulnerability.” – Alex Sanchez

Our team is definitely being called upon to practice. Like many of you, we are learning into anti-racism, anti-blackness, antisemitism, Asian hate, islamophobia, homophobia, xenophobia, and more. And trying to bring in our principles of leading with love into that mix. Some days are uplifting and joyful, but often mixed with sadness, disappointment, and anger with the hateful things happening around us in communities. 

We have a policy of ‘no politics in the workplace’ and we’re struggling with how that manifests itself when my workplace is also my home. Ironically, we often offer more trainings to partners than we do to our team, so we’re doing some internal focused work too. That makes us feel vulnerable, but we are practicing so that we can be different. We’re on the journey from here to there. 

June is a great example of the multiple and intertwined identities we hold. In addition to celebrating graduations, end of the school year, and Father’s Day, did you know that June also brings:

  • Immigrant Heritage Month
  • Black Music Month
  • LGBTQIA+ Pride Month 
  • Men’s Health Month
  • Caribbean-American Heritage Month
  • National PTSD Awareness Month
  • National Loving Day
  • Juneteenth
  • Summer Solstice
  • National HIV Testing Day 
  • And many, many more 

We all carry a varied mix of identities, making us amazing and interesting people. I identify as female, am a daughter, sister, mother, and grandmother; descended from slaves purchased by the Danes to work on sugar plantations in the Caribbean and from French settlers in the Caribbean. My maternal grandfather was one generation removed from slavery and was a composer and musician. Both of my parents were born on islands in the Caribbean. My parents were married, but if not for the Loving v. Virginia case, their marriage could have been illegal when they moved to the mainland. I’ve raised three children into adulthood with my partner Nancy, and was previously in a traditional marriage before divorcing. I have mixed race children by birth and adoption, a daughter-in-law from Busan, Korea, and a grandson who I often describe as being half Korean and half everything else. Yet we are connected by love and care for each other in ways that cannot be measured.

It is only from the outside that I’m asked to name myself with one identity, a desire to label me as one thing or another, incapable of seeing the multiplicity that exists within each of us. It is within my personal circle that this multiplicity is unearthed and treasured.

The June events listed above are significant to me and my family. We love each other because we cannot imagine choosing a different way to approach our lives. We see what makes us different, yet we are tied together by the richness of our own experiences, our connections, and our love. It is not naive to believe that love is powerful. It is what allows me (and us) to see the humanity in another person, no matter what assets they have or struggles they bear. 

We tell partners that we want to lead with love, and sometimes we realize we haven’t yet incorporated it at all levels of our work. We can get stuck in self-criticism and looking for others to blame. I hope we can also see these moments as an opportunity to lift new ideas and try new ways to be different.

Having once tried to teach myself to play the guitar, I know that I can only practice in a space where I don’t feel I will be judged if I’m imperfect. I hope we can provide that kind of space to each other, where we can be imperfect while we practice and learn, individually and together. That, too, is pretty powerful: the space to grow and become different.

We look forward to seeing in six short weeks at the August convening. Details coming soon!

Be well –

Spring is here 

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We are welcoming the longer days of light, and even some warmth sneaking in! 

A group of staff and board members just returned from the Othering and Belonging Conference in Oakland, CA: three days of steeping ourselves into what is possible when we intentionally focus on belonging and the heavy work it takes to make it real. There was a theme about practice that we’ve heard iterations of over the past few years. 

  • Belonging is not only an aspiration, it is a practice (OBI)
  • Not only is it a practice, but it requires us to practice (Clarice Bailey)
  • Practice makes us different (as opposed to ‘better’) (Ruth Wilson Gilmore)

North Sound ACH joined some incredible partners from across the country on two panels, providing examples of how we have embedded belonging and Targeted Universalism into our work. We shared challenges and learnings, and what we have learned from you over the years. It was pretty incredible and we’re grateful to the Othering & Belonging Institute (OBI) for letting us join in those rich dialogues. 

And, we were excited to see faces from many Washington organizations there, including the Washington Department of Commerce, Washington Department of Health, Office of Financial Management, the Seattle Foundation, the Governor’s Office of Equity, and Whatcom Community Foundation, just to name a few. Washington wants to become a state of belonging, and it was exciting to see so many there who will help make that happen.

On returning home, my son shared an article from the Seattle Times featuring Children of the Setting Sun Productions (CSSP). My heart was overflowing with joy for them, their growth, and what is yet to come as they continue forward. If you didn’t see the article check it out by . Also check out their , which highlights their work. We are so grateful to be in partnership with them. 

Our goal is to continue uplifting the work you all do and we appreciate your trust in us as we try new things. North Sound ACH alone cannot make change happen, but together nothing seems impossible for us to tackle. 

Thanks for all you do!

March Musings

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You are probably tired of reading that two of my favorite days in the year fall on the spring and fall equinox – each of them marking the turn of a season. March 19 was the first day of Spring, and it also marks a day when we have equal hours of sunlight and darkness, and for those of us who can look to the horizon, the sun rises due east and sets due west. There are all kinds of science behind it, and it leaves me in awe each and every time. 

There are so many issues that could use my full, undivided attention, and it is one of many reasons why we added new leaders to our team this quarter. I hope that you get to meet and work with both Arlesia Bailey (Chief Transformation Officer) and Hallie Pritchett (Chief Equity Officer) soon. They have joined Nicole Willis (COO) and are ready to help us grow internally and expand our work across the region with partners and the Collaborative Action Network. At a recent event a colleague took a picture of us, along with Cheryl Raser, who is Chairing the Board of Directors. I’m honored to be working alongside such a powerful and passionate group of leaders.

From left: Cheryl Raser, Liz Baxter, Hallie Pritchett, Nicole Willis, Arlesia Bailey. Photo by North Sound ACH.

Almost 30 years ago, I was introduced to the notion of ‘tension’ in decision making – that few things fit squarely in an either/or paradigm. Each decision we make puts tension on another end of a string. Examples include, expecting providers to easily share information so that we don’t have to repeat ourselves, with wanting confidentiality and privacy/security held sacred. Or, internally we have a policy about not being political in the workplace, yet we are an empathetic team with values about leading with love, so how do we respond to humanitarian crises? And I wonder just how much the lines have blurred in unanticipated ways with our team being 100% remote. We’re looking for models, and sometimes there aren’t many to reflect on.

We have a philosophy at North Sound, introduced to us by a colleague from Portland, Ben Duncan – ‘failing forward.’ The question isn’t whether we will make mistakes or mis-steps – we will. The real question is what we do after that happens. How do we learn, who do we learn from, how do we incorporate that learning into our policies and guidelines for the future? I hope I’m not surprising you by saying that North Sound ACH will stumble – but we’re committed to learning from and with you about how we can do better. 

The news story that stuck with me this week – thinking about corporations mining the moon as a source for helium. Understanding how the helium shortage is impacting technology and health care, I found myself wondering aloud if corporations understand the impact of altering the moon on this planet we call home – time, tides, and light.  The link takes you to an article of the Natural History Museum in the UK, but it might put some attention to how we have limited sight on how decisions and strategies impact our world and the people on it. 

In our work incorporating the Vital Conditions for Well-being, one of those is a Thriving Natural World. Being interconnected, many factors impact stewardship of the planet that might require us to think from the ground all the way into space. 

We’ll be hosting a learning session in May around a thriving natural world, so stay tuned!  

Be well, and looking forward to seeing some of you on April 6 in Everett to watch the first episode of The Sound!

February Musings

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I spent part of last Saturday at a gathering hosted by Fatherhood the Foundation in Bellingham celebrating Black History Month. It was an amazing combination of storytellers, poets, songs, and historians laying seeds for the next generation, who were also there sharing their voices, passion, and visions. It was also a chance for me to see what members of my team do when not wearing their ACH hats, and it makes me even more honored that they decided to join us in this transformative work. 

Being there also spurred this blog post, with thoughts about Black History Month, Healthy Heart Month, Valentine’s Day, and chocolate cream cheese. And if you’re curious what connects them all – none of them should be limited to just one month. 

In a time when decision-makers around the country are limiting what history can be taught in schools, we celebrate Black History Month, as if it is not also part of American history. This nation has many accomplishments, and we are blinding ourselves without recognizing that so much of the nation’s wealth was built upon the backs (and the minds, intelligence, and innovation) of immigrants, slaves, and Indigenous peoples. Ironically, there is not a month dedicated solely to ‘American History’ but as we think of this month, and many others, know that we are all a part of the history – and future – of this nation. (link to a sample listing of heritage and awareness months; there are certainly more out there.) 

February is also American Heart Health Month. Cardiovascular disease is the leading cause of death in the U.S., and this intertwines with Black History Month because African Americans are 30 percent more likely to die from heart disease than non-Hispanic whites, according to the Office of Minority Health. This link from the Cleveland Clinic provides a high-level description of how race and ethnicity play into heart disease, but one number is striking – 59 percent of Black adults have hypertension. 

A few years ago we learned about Live Well San Diego, and for the last 15 years in February, they have held blood pressure checks stationed throughout their area – at grocery stores, pharmacies, libraries, fire departments, salons, faith communities, and more. They call it “Love Your Heart” month, with campaigns to have everyone ‘know their numbers.’ They use demographic data to prioritize the screening sites in communities with higher numbers of people at risk for undetected hypertension. This intentional outreach to reach those most at risk is an example of targeted universalism. Everyone is welcome, but they recognize that not everyone has the same access or incentives to early identification of hypertension. 

Which brings me full circle to chocolate cream cheese! A local Bellingham bagel maker offers chocolate cream cheese every February – in alignment (I think) with Valentine’s Day, a day devoted to expressing love. Then again, maybe it is a tribute to Black History Month? But I question why just one day; why just one month? We live in a world where people are hungry for connection and community, and we could use more efforts to remind us how we are all intertwined and can take action together. We can celebrate things simultaneously. As a person whose life touches so many of these annual awareness days/months, my takeaway is always that we are more connected than disconnected, and more alike than not alike (thank you Maya Angelou for imprinting those thoughts on my psyche).

Be well, and looking forward to seeing you all again soon.

January 2024 CEO Note

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January – start of a new year for us, and this first month is always filled with activity. The two-day Partner Convening, annual Board retreat, filling out our ‘year at a glance’ calendar, and staff looking at their professional development goals for the year – laying the groundwork for 2024 and more. 

For me, it’s also a month of family celebrations and remembering – birthdays (my mom, maternal grandmother, great aunt, sister, cousins, nieces and nephews), my parent’s anniversary, and one year since losing my oldest brother. It always brings to mind the word ‘bittersweet’ – that we can celebrate and mourn, laugh and grieve, because all those emotions sit inside us as humans. My nephew’s birthday brings out smiles and old pictures, and reminds the family that we lost him in a drive-by shooting almost 23 years ago, leaving my oldest brother to raise his grandson. It still feels like yesterday. Our emotions are intertwined – and this complexity of emotions surrounds so many community members every day.

The Collaborative Action Network has grown to almost 140 organizations, and the convening is just one opportunity for them to meet others who might be aligned with their work. Relationship building, collaboration building, and movement building. The network will strengthen some long held beliefs, and hopefully offer some surprises for potential new partnerships. 

Starting the year off with a two-day convening is ambitious (those who do meeting planning know what that means) and I hope you all know that it is only a teaser for what is possible. The gathering nourishes our team, and unsurprisingly makes them say things like “I wish we’d had more time for ….” Being inspired by the work you do is a nourishment to us. We thank you.

We look forward to next steps with you. We’ll be announcing dates for the August convening soon, plus communities of practice and the Learning Series. The new Medicaid waiver will support capacity building for regional care coordination and once we have that agreement in place you’ll hear more. 

Many blessings to you, your families and teams, and hope to see you all again soon.