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"It can still be really hard… to have conversations about race":

SNAP-Ed staff demonstrate low confidence in addressing racial equity in policy, system and environmental change

ASNNA Virtual Conference

March 1, 2023

Sarah Eichberger, MPH, RDN

Dawn Earnesty, PhD, RDN

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Methodology

Who:

47 SNAP-Ed Community Nutrition Instructors (PSE coaches) and eight Supervising Educators

What:

Six, 45-minute, qualitative focus groups

Nine question Survey

When:

October 2021-April 2022

Where:

Virtual using Zoom

Online Qualtrics Survey

Why:

To assess SNAP-Ed staff level of confidence, barriers and facilitators in using the new Racial Equity Impact Analysis

How:

Focus groups were double coded using thematic analysis and descriptive statistics for survey results

Dawn (2 minutes?)

Two research questions informed this study:

What are the needs of the SNAP-Ed Community Nutrition Instructor and Supervising Educators to be more confident in using the Racial Equity Impact Analysis?
What are the barriers and facilitators to using the Racial Equity Impact Analysis for PSE change?

Based on these two questions, 47 community nutrition instructors and 8 supervising educators participated in a 9-question Qualtrics survey and a 45-minute virtual focus group between October 2021 and April 2022.

Focus group participants were shown the Racial Equity Impact Analysis tool while questions were asked both verbally and in written form via the Zoom chat feature. During the focus groups, participants were asked a total of eight questions with additional probes to facilitate dialogue and conversation. Facilitators of focus group also provided definitions for “equity” and “disparity”.

Survey results were analyzed into descriptive statistics and focus groups were double coded following Braun and Clarks 6 steps of thematic analysis.

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Results

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Results

Barrier	Quote
Staff and partner burden	“We keep adding to the requirements and adding a survey with DEI focused questions where staff may not feel comfortable administering further hinders their willingness and readiness to coach partners through PSE.”
Having difficult conversations	“The individual just might not be confident enough in themselves to have the discussion, so I think that it can be intimidating to facilitate conversation like this.” “Taking that first step is always the hardest.”
Burden on People of Color	“As a minority, I feel like every time I have the conversation on racial equity, people feel put on the spot.”

Dawn (1 minute)

This project aimed to identify the barriers and facilitators for using the Racial Equity Impact Analysis when coaching a PSE change. Staff and partner burden was the most mentioned barrier in the focus groups. While the Racial Equity Impact Analysis tool only has 5 questions, it is additional paperwork that must be completed in addition to the PSE assessments. Hesitation around having a discussion on racial equity was another barrier. Staff shared that whether it was their own hesitancy or the partners, that it was a challenge for them. Many staff mentioned that taking the first step or having the first conversation can be the hardest. Additionally, staff of color felt an extra burden in that they were putting PSE champions on the spot. Other barrier themes that emerged from the data included: new tool and comfort is always low with something new and with COVID-19 and other job expectations, many staff shared they had forgotten about the tool and the trainings that were provided in October 2021.

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Results

Facilitators	Quotes
Training and support Role-playing/practice Understanding of purpose and value	"I just need to do more of a hands on. Role playing would make me more comfortable if I was in some sort of group and hearing what other people are saying how they would be answering these questions." "...focusing our efforts to understand for ourselves, not to just explain to the partner, but for ourselves why this tool might be helpful and what we could get from it."
Interpersonal confidence	“I think it comes down to communication skills and comfort levels facilitating larger discussions around PSE and the difference between that kind of facilitation and DEI.”
Strong community partnership	"the relationship...it just makes everything a little easier..." "holding off on this discussion until there is more rapport built is really important"

Facilitators – Sarah Note: 3 total minutes for slide 5 and 6 –about 1.5 minutes each

ADD narrative/talking points

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If the CNI already has a rapport established [with a partner] for at least 2-3 years, using this tool could happen more fluidly and naturally in conversation.

I feel fairly confident because my partners aren’t scary people, I know them.

I would have to say the relationship you already have with the partner. It just makes everything a little easier to introduce when you have worked with them and have that relationship versus a brand new partner where you are walking in for the first time.

It does need to be a safe place to have this facilitation and discussion, so I think holding off on this discussion until there is more rapport built is really important.

I question what the benefit is here. I guess knowing the benefit would be helpful to explain.

It would be easier to use if we could explain to the audience while we are using it

So I think maybe focusing our time and our efforts to understand for ourselves, not to just explain to the partner, but for ourselves why this tool might be helpful and what we could get from it. It starts at that base level of being comfortable talking about race.

I think we have to be pretty specific in how we explain what this document is used for. With what goes on in the world today, any time you bring up the word racial, agencies tend to be like whoa we’re diverse, we do all our programs, we’re open to all, and you don’t want to necessarily scare them into thinking this is judging them in any way. Just like, x when we use the word scorecard, we’re not scoring you on any answers, we’re using it to better the program

I recently used this with two partners and I was explaining this form was to help guide what materials/resources they could use.

Need to do some "role playing" like we would be the partner in a scenario and have to answer all these questions?

A role playing would make me more comfortable if I was in some sort of group and hearing what other people are saying how they would be answering these questions.

Just going out and doing it, just trying. Maybe some role playing around that area. Seeing it done. Seeing it in a scenario situation and maybe in person.

For me, just doing it the first time I think . I don't remember the training. I may have missed it? I don’t remember the training so. Seeing it, doing it would greatly increase my confidence level

Re-reading it again. Re-watching the video. Otherwise, what X said, just doing it will help.

Observing someone else do it as well as practice doing it myself

I was thinking eitherA role playing would make me more comfortable if I was in some sort of group and hearing what other people are saying how they would be answering these questions. or doing kind of like mock situations or just you know in the field jumping right in. Obviously the more I do it, I think the more comfortable I’ll be doing it and confident in using it.

Everytime I use this tool I will become more comfortable in it

Doing it. Right? The more often the more confident you become in it. So just yeah, just go out and do it and then do it five more times.

Seeing it, doing it would greatly increase my confidence level

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Develop continued internal capacity to support readiness for use in practice

Shared language and understanding
Why – purpose and value of assessing racial equity
Peer to peer and/or small team facilitated dialogue in trusted spaced
Community-led decision making
Alignment with organizational commitment statements on diversity, equity and inclusion

Reinforce the value and time necessary for trust building

Implications for Training and Learning

Finish narrative**

Training /Learning Implications (Sarah)

*Embed racial equity impact analysis tool into an existing –possibly a pre-qual interview with community champions

Moving the results forward***

Through SNAP-Ed, we can advance racial equity through supporting the implementation of policy, systems and environmental change, however it is critical we not perpetuate racial inequity and disparities.

The use and completion of a racial equity tool or assessment allows the tool facilitators --SNAP-Ed staff and/or their community partners to better understand how potential changes (whether it’s food pantry operating hours, establishing a new food retail location, or making healthy and safe water more accessible) will affect - help or hurt racial disparities.

Policy, systems and environmental changes are stronger by centering and incorporating racial equity considerations from the beginning.

Tools such as the Racial Equity Impact Analysis can help by assessing if the proposed changes consider what kinds of racial outcomes are likely to be produced as a result.

When it comes to implications for future training and learning ---

There are opportunities to further enhance the internal capacity of our staff so they feel confident, knowledgeable and supported facilitating or co-facilitating the guiding questions offered with partners. Creating opportunities for staff to further build a shared language and understanding concepts like racial equity, disparities and structural racism can help reinforce a shared understanding between racism and health.

Developing communication tools, or talking points staff can tailor can help offer further context and reasons for considering the use of this tool in practice

Learning opportunities on equity-centered engagement practices

Future training and learning should take into consideration preferences expressed by staff that aim to build confidence by spending time with the questions offered through practice, or role-playing with peers and/or facilitated dialogue among their small and trusted regional teams

Findings reinforce the importance of developing trusting relationships with community partners so both SNAP-Ed staff express a greater level of comfort offering such a tool as a way to inform and support the development of more equitable PSE change.

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Sarah Eichberger, MPH, RDN

Eichber2@msu.edu

Dawn Earnesty, PhD, RDN

Wilcoxd4@msu.edu

Contacts

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MSU is an affirmative-action, equal-opportunity employer. Michigan State University Extension programs and materials are open to all without regard to race, color, national origin, sex, gender, gender identity, religion, age, height, weight, disability, political beliefs, sexual orientation, marital status, family status or veteran status.