Models for organizational innovation give an idea of the dimensions that need to be considered to strengthen the integration of equity into organizations and to support the changes in practice that result from using the tool. They provide a reminder that a health equity tool cannot be the cornerstone of an organizational strategy to fight against SIH; rather, it must be incorporated as part of a systemic strategy of professional and organizational development.
— Read on academic.oup.com/heapro/advance-article-abstract/doi/10.1093/heapro/day047/5068642
A useful contribution, if perhaps self-evident. I don’t think many people arguing for the use of health equity decision support tools imagine their use alone will make the changes required to address inequities. Clearly related organisational and workforce development, resourcing, and leadership are all required as well.