Back to dr. Chows question around the two different paths of equity and workforce equity. I know you wont achieve one without the other. Yes, theyre the same. Im wondering how will we find a way to measure the effect or impact an increasingly or achievement on the workforce equity goals and its impact on Health Equity and vice versa. Thats one question. The other is so thats an intersectionalty question and cannot be measured and then with our external partnerships. So with this alliance across the government, how do we both benefit that alliance and benefit from that over time so were not just sort of following standards that are set but, obviously, this is something that will be growing and experiencing over time and San Francisco is a unique environment in which to apply a lot of the things coming out of this. How does that relationship have some neutral benefit and is that something that we are going to be able to hear about and somehow influence . The relationship between us and o
Are there Outcome Measures that you are going to i understand with Health Equity and what you said that theres very specific measures with the blood pressure, et, but with policy, process and practise, will there be Outcome Measures that youll be able to have in place . I think there are Outcome Measures possible in every stage. So ill give you a couple of examples. So were going to deploy a respect policy some time soon which delineates disrespectful behaviours and encourages us to move to using our standard discipline and other mechanisms to actually enforce our Workplace Culture to do something about disrespectful behaviour. And so, the outcome of that is measured in a few ways. The process of whether or not people make those complaints and how many there are and what the nature of them is. And are there an overconcentration in an area to give us a sense of where we go next but tells us about what the department is doing so thats a process measure but the outcome measure is why we a
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