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PEBB Board Retreat Goals and Format Goals welcome to brighter PEBB Board Retreat Goals and Format Goals • To develop a strategy that is centered on health equity, building on the Triple Aim, value based care strategies, core values and guiding principles • To educate and inform Board members about health disparities, health equity and related concepts in order to define and address the issue of health equity • To create a framework on how the Board will be proactive in pursuing health equity • To develop an approach for the Board to consider policy and operational decisions from a health equity lens Key Assumptions to Achieve these Goals • The Board needs to fundamentally do business differently in order to evolve its strategy to embrace health equity • As the Board changes and articulates its needs and requirements, the benefit partners will also need to change to become aligned with this evolving health equity strategy • Building a strategy on health equity is NOT just about measuring health disparities and this is NOT about data analytics • To Understand and address the Board composition through intentional diversity (NOTE: The new Board members are identified from the Governor’s office of appointments) Format • Virtual using Zoom (set up by Mercer) • Interactive participation with robust conversation, not just lecture • Break-out sessions to discuss specific topics • Frequent breaks Page 2 PEBB Board Retreat Goals and Format Structure of the Retreat: Three major parts • Phase 1: Introductions, Retreat Goals, Education ─ Background, history, and challenges face by marginalized populations • Phase 2: Health Equity ─ Framework, including terms, concepts, assumptions, values, and guiding principles • Phase 3: Identify Action Items ─ Board ─ Member committees and councils ─ Benefit partners ─ Consultants ─ Other stakeholders Page 3 PEBB Board Retreat Goals and Format Phase One: Education Topic Format Estimated Time • Meeting kick-off • Mercer facilitated discussion 15 minutes ─ Introductions ─ Review of retreat goals ─ Meeting guidelines to foster robust and respectful dialogue • Education • Mercer facilitated discussion 30 minutes ─ Overview of health disparities, including Oregon-specific data ─ Impact on marginalized populations Break 5 minutes • Discussion about health disparities • Small group break-out 10 minutes in ─ Learnings sessions small groups ─ Surprises • Gather back to larger group to 10 minutes in ─ What does this mean for the PEBB share insights larger group membership? Break 5 minutes Phase Two: Health Equity Topic Format Estimated Time • Health equity framework • Mercer facilitated discussion 20 minutes ─ Overview of the OHA health equity framework, including vision, values, assumptions, and prioritized populations with Oregon specific data • Discussion on health equity • Small group break-out 15 minutes in ─ Strengths and alignment of OHA equity sessions small groups framework with PEBB • Large group facilitated by 10 minutes in ─ Identify what health equity does NOT Mercer large group look like Break 5 minutes • Review of the short term and long term • Mercer facilitates review of the 10 minutes for strategies through the lens of health equity long term and short term review strategies • Small group break-out 15 minutes for sessions small groups • Re-group for sharing 10 minutes for re- discussion from small groups group Page 4 PEBB Board Retreat Goals and Format Lunch Break: 30 minutes Phase Three: Identify Action Items Topic Format Estimated Time • Organizational change management (AGILE) • Mercer facilitated 20 minutes ─ Awareness of issues discussion ─ Goal setting ─ Identify improvements ─ Leverage resources ─ Evaluate results • Health equity visioning session from • Small group break-out 20 minutes for stakeholder perspectives sessions small groups ─ What is working well • Regroup into larger group 10 minutes for ─ What is not working well regroup ─ What does success look like Break • 5 minutes • Plan for implementation, including • Small group break-out 20 minutes in accountabilities, assignments, & timeframes sessions small groups ─ Board • Regroup into larger group 10 minutes in re- ─ OHA group ─ Benefit partners ─ Consultants ─ Other stakeholders ─ Resources ─ Timeframe ─ Vetting ─ Communication Break 5 minutes • Evaluation of retreat and wrap-up • Mercer facilitates large 15 minutes group discussion u:\ehb\core\sea\pebbor\year\2020\board deliverables\11172020 - retreat\pebb board retreat agenda goals_nov2020_.docx Phase 1, Section 1: Introductions November 17, 2020 Michael Garrett, MS, CCM Principal, Total Health Management and Inclusive Benefits Practice welcome to brighter Agenda To develop a strategy that is centered on health equity, building on the Triple Aim, value based care strategies, core values, and guiding principles To educate and inform Board members about health disparities, health equity, and related concepts in order to define and address the issue of health equity To create a framework on how the Board will be proactive in pursuing health equity To develop an approach for the Board to consider policy and operational decisions from a health equity lens Copyright © 2020 Mercer (US) Inc. All rights reserved. 2 Key assumption to achieve these goals The Board needs to fundamentally do business differently in order to evolve its strategy to embrace health equity As the Board changes and articulates its needs and requirements, the benefit partners will also need to change to become aligned with this evolving health equity strategy Building a strategy on health equity is NOT just about measuring health disparities and this is NOT about data analytics To understand and address the Board composition through intentional diversity (NOTE: The new Board members are identified from the Governor’s office of appointments) Copyright © 2020 Mercer (US) Inc. All rights reserved. 3 Format Interactive Break-out participation Virtual format sessions to Frequent with robust using Zoom discuss specific breaks conversation, topics not just lecture Copyright © 2020 Mercer (US) Inc. All rights reserved. 4 Zoom features — quick training • Annotate 1 2 – Used for non-verbal feedback – Let’s practice! • Chat Function – Thumbs up/down, yes/no, “coffee break”, etc. 1 • Polling (we’ll practice!) – Answer are anonymous • Breakout Rooms 2 – Randomly assigned – Mercer facilitator in each room Copyright © 2020 Mercer (US) Inc. All rights reserved. 5 Let’s practice polling! Copyright © 2020 Mercer (US) Inc. All rights reserved. 6 Polling questions What are you most excited about for this What are your concerns about this retreat? retreat? • Feeling overwhelmed • Learning about this important topic • Not achieving consensus on a clear action plan • Spending time and getting to know other board • Being uncomfortable members • Not getting to everything we need to address • Making progress towards health equity • Getting bogged down • Developing a strong collaborative consensus on what we need to do as a Board • Uncertainty over the future course of action • Being able to demonstrate our commitments to • Needing to make significant changes to achieve our goals achieving health equity • Dealing with irritating meeting facilitators • Really making our strategies actionable • Designing benefits and programs to better meet the needs of members • Creating a whole new approach to benefit designs Copyright © 2020 Mercer (US) Inc. All rights reserved. 7 Structure of the retreat Phase 1 Phase 2 Phase 3 Introductions, retreat Health equity Identify action items goals, education • Framework, including terms, • Action items and • Background, history, and concepts, assumptions, accountabilities for all challenges faced by values, and guiding stakeholders marginalized populations principles Copyright © 2020 Mercer (US) Inc. All rights reserved. 8 Meeting guidelines 1. Follow the agenda 2. Tackle issues, not people 3. Assume positive intent 4. Make sure you understand the topic/issue before giving an opinion 5. One speaker at a time 6. Let everyone have a chance to speak 7. Be present, so do not multi-task 8. Be willing to ask questions if you don’t understand 9. Stay on key topics and do not derail 10. Ask tough but respectful questions 11. Be brave enough to suggest radical ideas/solutions 12. Allow some humor Copyright © 2020 Mercer (US) Inc. All rights reserved. 9 Heads up! If you are comfortable, we are not making progress… Copyright © 2020 Mercer (US) Inc. All rights reserved. 10 Phase 1, Section 2: Background, history, and challenges faced by marginalized populations November 17, 2020 Michael Garrett, MS, CCM Principal, Total Health Management and Inclusive Benefits Practice Madeleine Winslow Senior Associate, D&I Consulting welcome to brighter Today’s speakers Madeleine Winslow Michael Garrett, MS, CCM • Senior Associate • Principal • Diversity & Inclusion • Total Health Management and Inclusive Benefits Practice Pronouns: she/her/hers Pronouns: he/him/his Copyright © 2020 Mercer (US) Inc. All rights reserved. 12 Definition of racism Definition of anti-racism “a belief that race is a fundamental “the policy of challenging racism and determinant of human traits and promoting racial tolerance” capacities and that racial differences produce an inherent superiority of a particular race” What you’re saying: You don’t hold the belief that one race is superior to another Copyright © 2020 Mercer (US) Inc. All rights reserved. 13 Journey to becoming anti-racist Segregationist: Assimilationist: Anti-racist: One who is expressing the One who is expressing the One who is
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