Table 4 Participant’s response on the opportunities or external factors towards engaging, proposing, and conducting equity-oriented D&I research

A. Use of existing theories, models, and frameworks

N (%)

 Health Equity Implementation Framework

35 (19.4%)

 RE-AIM – extension for health equity and sustainability

68 (37.8%)

 Baumann and Cabassa considerations for the Proctor Model

25 (13.9%)

 Other D&I theories, models, frameworks applied with an equity lens. Please specify

33 (18.3%)

 Other equity related theories, models, frameworks applied to D&I research. Please specify

22 (12.2%)

B. Types of measures

N (%)

 Individual-level factors (i.e. racist bias, impact of sexual orientation and gender identity, etc.)

75 (41.7%)

 Community-level factors (i.e. perceived structural racism scale, etc.)

58 (31.1%)

 Healthcare setting-level factors (i.e. major experiences of discrimination, etc.)

43 (23.9%)

 State and national policy level

24 (13.3%)

 Other measures. Please specify

12 (6.7%)

C. Use of relevant measures that incorporate an equity lens for community engagement

N (%)

 Yes

28 (15.6%)

D. Training participants reported wanting to accomplish the goal of incorporating health equity into D&I research

N (%)

 Training towards the use of theories, models, frameworks in health equity

103 (57.2%)

 Training towards the use of theories, models, frameworks in D&I research

68 (37.8%)

 Training to help guide the assessment of context with a focus on health equity

111 (61.7%)

 Training to help select and utilize implementation strategies to promote equity

138 (76.7%)

 Training to help select appropriate evidence-based interventions or practices to promote equity

98 (54.4%)

 Training to help operationalize health equity outcomes or determinants

119 (66.1%)

 Training to conduct community engaged D&I research

84 (46.7%)

 Training on anti-racism and addressing structural racism

94 (52.2%)

 Other. Please specify

11 (6.1%)