LGBTQ+ Health Initiative Needs Assessment 2020


The LGBTQ+ Health Initiative provides Cultural Responsiveness and Organizational Development support, capacity building and technical assistance as it relates to sexual orientation, gender identity, race and ethnicity. We assessed the best ways to support Network member organizations using needs assessment data and organizational feedback. We broke the Needs Assessment into two surveys: a Technical Assistance Needs Assessment, and an Organizational Needs Assessment. We sent these surveys to Network and Component A-funded organizations between March and June of 2020.

These surveys asked agencies to share their organization’s principles, policies, and practices that support cultural responsiveness; training interests; and areas for greater equity. Data are used to create and offer technical assistance and capacity building opportunities to specific Network organizations and the whole Network throughout years 2-5 of the grant.

Technical Assistance Needs Assessment

Here is a one page summary of the Technical Assistance Survey results.

The purpose of this survey was to understand the current and emerging educational, training, and capacity-building needs surrounding regarding Cultural Responsiveness and Organizational Development as it relates to sexual orientation, gender identity, race, and ethnicity.

Process of Survey creation:

Training options included:
the active process of identifying and eliminating racism by changing systems, organizational structures, policies, and practices and attitudes, so that power is redistributed and shared equitably. Reference
Process that involves community members or recipients of interventions in all or some phases of the program development and implementation process. Reference: Minkler M. Community-based research partnerships: challenges and opportunities. J Urban Health 2005;82(2 Suppl 2):ii3-12.
Able to understand and consider different cultural backgrounds of people you work with and offer services to. Reference: Cambridge dictionary
Implicit bias: Attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. Reference
the interconnected nature of social categorizations such as race, class, ability and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage. Reference

Creating policies or practices of opposing homophobia and transphobia and promoting LGBTQ+/TGNCNB inclusion.

Teaches you to be in the moment and connect with the deeper values and needs driving peoples’ words and behavior rather than any intellectual diagnosis of who is right or wrong in the situation. Reference

Seeks to improve, repair, and strengthen relationships between individuals and within communities and achieve social discipline through participatory learning and decision making. Reference

strengths based framework that is grounded in an understanding of and responsiveness to the impact of trauma that emphasizes physical, psychological, and emotional safety for both providers and survivors. Reference

person who speaks or acts in support of an individual cause, particularly someone who intervenes on behalf of a person being attacked or bullied. Reference


Organizational Equity Survey

Here is a two page summary of the Organizational Equity Survey results.

The purpose of this survey was to understand organizations’ principles, policies, and practices on cultural responsiveness as it relates to sexual orientation, gender identity, race and ethnicity.

We reviewed the literature on organizational LGBTQ+ and racial equity and surveys to measure equity from the NYSDOH AI, a consultant who already conducted a literature review of equity surveys, and Dismantling Racism Works. As most existing surveys measured racial equity, not LGBTQ equity, the survey structure was formulated on an article by Kristen L. Eckstrand which provided a framework for LGBTQ equity.

Background documents used:

Eckstrand, K., Lunn, M.R., Yehia, B.R. (2017). Applying Organizational Change to Promote Lesbian, Gay, Bisexual, and Transgender Inclusion and Reduce Health Disparities.LGBT Health 4:3. DOI: 10.1089/lgbt.2015.0148.
Curry-Stevens, A., Reyes, M.-E. & Coalition of Communities of Color (2014). Protocol for culturally responsive organizations. Portland, OR: Center to Advance Racial Equity, Portland State University.
Ford Foundation (2016). Organizational Mapping Tool Individual Worksheet.
Wall, V., Obear, A. (2008). Multicultural Organizational Development (MCOD): Exploring Best Practices to Create Socially Just, Inclusive, Campus Communities. Amherst, MA: Social Justice Training Institute, University of Massachusetts.
Social Venture Partners (2006). Organizational Capacity Assessment Tool. Seattle, WA: Social Venture Partners.
Support, Technical Assistance and Resource Center (2017). Cultural Competency in Mental Health Peer-run Programs and Self-help Groups: A Tool to Assess and Enhance Your Services. Chicago, IL: NAMI STAR Center, The University of Illinois at Chicago.
Process of Survey creation:


After receiving the results of this survey from Network organizations, we created an organizational report with a smaller group of our consultants for each individual organization. We sent this report out to each organization that completed the Needs Assessment.

Next Steps