Health Equity Strategic Plan | Department of Human Services

Early Deaf and Hard of Hearing Communication and Language Access 

Timely screening, diagnostic, and early intervention efforts can help combat the prevalent language and socioemotional delays prevalent among members of the deaf and hard of hearing communities. The Colorado Early Hearing Detection and Intervention (COEHDI) program supports the Joint Infant Committee on Infant Hearing (JCIH, 2019)’s 1-3-6 benchmarks to ensure appropriate language, communication, and social development. COEDHI program data reported to CDC will focus on 1-3-6 milestones, screening by 1 month of age, diagnostics/identification by 3 months of age, and enrollment in early intervention by 6 months of age. Goals include increase screening by 1% from baseline per year, or achieve at least a 95% screening rate, whichever is lower; increase diagnostics/identification by 10% from baseline or achieve a minimum rate of 85%, whichever is lower; and increase enrollment in early intervention by 15% from baseline or achieve a minimum of 80%, whichever is lower. 

Strategy #2

SNAP Timeliness

CDHS will ensure that Coloradans receive food and nutrition benefits in a timely manner, not only compliant with federal regulation, but in time to feed their families and support their well-being. CDHS will improve the application processing timeliness of eligibility determinations for the Supplemental Nutrition Assistance Program (SNAP) to empower Coloradans with low incomes to have access to healthy food and the ability to make their own food choices. Extensive research has documented the connection between food insecurity and chronic physical health conditions and reduced mental health outcomes. For children, food insecurity has significant implications for human development and school experience.

Strategy #3

Expand Eligible CDHS Applicant Pool

CDHS employs over 6000 individuals across the state in various facilities and offices. CDHS is improving our employee recruitment and hiring processes to ensure every eligible applicant, regardless of the identities they hold or are perceived to hold, is treated fairly. People who work are more likely to have positive health outcomes. A diverse workforce of direct care staff and decision-makers that is representative of the communities we serve minimizes disparate impacts and increases positive programming and health outcomes for community members. A workforce of diverse colleagues and leaders is shown to improve the sense of belonging and success of all employees.

Note: We recognize that this effort includes many aspects of lived experiences and identities. CDHS tracks the demographic data collected in the State of Colorado employment application system (race/ethnicity, gender, and veteran status). Gender and Veteran status of our eligible applicant pool are above the state demographic year to year average. We hope to also incorporate geographic information as well. There is an opportunity to bridge the representation of the staff/employees to more closely reflect that of our clients/patients.