Assessing the Readiness of Black Churches to Engage in Health Disparities Research

Abstract

We assessed church readiness to engage in health disparities research using a newly developed instrument, examined the correlates of readiness, and described strategies that churches used to promote health. We pilot tested the instrument with churches in a church-academic partnership (n = 12). We determined level of readiness to engage in research and assessed correlates of readiness. We also conducted interviews with participating pastors to explore strategies they had in place to support research engagement. Churches scored fairly high in readiness (average of 4.04 out of 5). Churches with a pastor who promoted the importance of good nutrition in a sermon or had a budget for health-related activities had significantly higher readiness scores than churches without such practices. Having a tool to evaluate church readiness to engage in research will inform targeted technical assistance and research projects that will strengthen church-academic partnerships and improve capacity to address health disparities. Keywords spirituality; health disparitiesChurch-academic partnerships are a promising way to reduce health disparities in communities that have been marginalized and mistreated in biomedical research. [1][2][3] Churches hold a central, trusted position, especially in African American communities. In addition, churches have a wealth of expertise and experience in providing education, outreach, and social support to the communities they serve. [4][5][6] Church-academic partnerships based on mutual respect foster understanding, trust, and ownership. These conditions, in turn, enhance the appropriateness, effectiveness, and sustainability of interventions to reduce health disparities. [7][8][9][10][11]

Determinants of Implementation Effectiveness in a Physical Activity Program for Church-Going Latinas

“…Consistent with this framework, 11 study findings suggest that church leader support, innovation-values fit, and resource availability (e.g., time and space) can affect implementation effectiveness. Parishioner engagement also emerged as meaningful.…”

“…7-10 However, faith communities may vary significantly in their motivation and/or capacity to serve as conduits for these programs. 11,12 To date, there has been a lack of research examining the impact of faith based interventions on the health practices of community members or factors that facilitate program implementation. 13 …”

Assessing the Role of Faith-Based Organizations in Health Promotion

“…Some of them mentioned it directly from the pulpit; but, the CHLs were primarily responsible for making the congregation aware of MPower and encouraging them to maintain enrollment. The literature highlights the importance of pastoral involvement and how it is integral to the success of objectives (Harmon, Blake, Armstead, Hébert, 2013;Hippolyte et al, 2013;Williams et al, 2013;Newlin et al, 2012;De Marco et al, 2011;Austin & Claiborne, 2011;Williams, Glanz, Kegler & Davis, 2009;Ammerman et al, 2003;Markens et al, 2002;Taylor et al, 2000). The experiences of the negative case analysis were directly in line with the literature that suggests pastoral support is integral to successful programming in ecclesiastical establishments.…”

“…A frequently cited catalyst for success in faith-based health promotion is the importance of ministerial endorsement (Harmon, Blake, Armstead, Hébert, 2013;Hippolyte et al, 2013;Williams et al, 2013;Newlin et al, 2012;De Marco et al, 2011;Austin & Claiborne, 2011;Williams, Glanz, Kegler & Davis, 2009;Ammerman et al, 2003;Markens et al, 2002;Taylor et al, 2000). For example, Hippolyte et al(2013), focused on structural components that are integral to program implementation and maintenance within faith-based organizations; this includes but is not limited to the support of a lay leader, appropriate timing of intervention activities, and availability of meeting space.…”

“…Essentially, the success of a faith-based intervention may be best understood by evaluating the organization's "readiness to change" (De Marco et al, 2011). According to DeMarco et al (2011), "Organizational readiness for change is a 2-dimensional construct that reflects organization members' collective commitment (willingness) and collective efficacy (ability) to implement an innovation to change" (p. 2).…”