Public Health

In Madison, Wisconsin local data had shown that people of color, people with disabilities, and people from low-income backgrounds were far worse off than many other city residents in areas like educational attainment, income, health outcomes, and housing affordability and quality (City of Madison, n.d.). Using the data that had been collected, resolutions were written to formally adopt recommendations and begin implementing chosen strategies to reduce racial inequality. The core team consisted of 20 employees representing nearly all departments in Madison. The resolution established three goals for the city to focus its efforts on Equity in City Operations, Equity in City Policy and Budget, and Equity in the Community. A subcommittee consisting of core team members was formed to create and research racial equity tools. By looking at other jurisdictions like Seattle and Multnomah County, Madison determined that it needed to develop a tool that was customized and asked the right questions with minimal training. Two tools were created, and both emphasize the need for stakeholder involvement and not just the people using the toolkit (GARE, n.d.).The toolkit used is made up of six steps in order to analyze racial equity; set outcomes, involve stakeholders and analyze data, determining benefits or burdens, advance opportunity or minimize harm, evaluate, raise racial awareness, be accountable and report back. This strategy has worked for Madison and as of April 2015, the toolkit has been used on at least seven different projects (GARE, n.d.). The involvement of community members, as well as the government, is important in policy change as well as change in general. In order to create change at any level, people have to be willing to help and create awareness around the topic that needs changing. Being a leader means leading by example and the Madison government did just that in taking the initiative to change for the good of their community members.