Your hospital isn't deliberate about diversity in leadership? Meet Antoinette Hardy-Waller, the woman out to change that
Tue, Feb 07, 2017 @ 12:45 PM
Fri, Jul 15, 2016 @ 11:08 AM
Recent demographic shifts will have major implications for the U.S. healthcare system, both in terms of the delivery of patient care and the practice of nursing. According to experts at Kansas State University, improved public health and clinical care have led to an increase in the average life span, meaning that by the year 2020 more than 20 percent of the population will be age 65 or older. In fact, individuals over the age of 85 make up the fastest-growing group. This will lead to extended treatment of long-term chronic conditions, challenging the healthcare system’s ability to provide efficient care.
In addition, the diversity of the general population is a relevant topic on the minds of many nurses. Because multiculturalism affects the nature of illness and disease as well as morbidity and mortality, nurses must learn to adapt their practice to various cultural values and beliefs. Relevant factors include national origin, religious affiliation, language, gender, sexual orientation, age, disability, socioeconomic status and more. Understanding cultural diversity is becoming a daily responsibility for many nurses.
Such changes in the population are significant for nurses. Nursing practice, education and perspectives must adapt and respond to changing demographics because nurses play an increasingly important role in healthcare delivery.
Understanding the Aging Population
As the baby boomer generation ages, the number of older adults in the United States is expected to increase exponentially. Combine this with a longer average life span, and the healthcare system needs to adapt — quickly. To meet the needs of a large aging population, nurses in particular must “identify strategies to allow older adults to live independently for as long as possible; provide health care and education for older adults who are self-managing multiple chronic illnesses; ensure that older adults in long-term care settings receive high-quality care,” says Patricia A. Grady, Ph.D., RN, of the National Institute of Nursing Research.
The National Institute of Health estimates that about 80 percent of people over the age of 65 have at least one chronic illness, such as heart disease, diabetes or arthritis. In addition, the number of older adults with multiple chronic illnesses is substantial. Chronic illnesses are one of the most central issues facing nurses in terms of the aging population because they impact quality of life for patients and garner considerable expenses. Seventy-five percent of healthcare costs in the United States are the result of chronic illness, according to the Centers for Disease Control and Prevention.
Key considerations for elder care delivery include the following, according to Grady:
* Identifying ways to improve healthcare and quality of life for older adults across care settings, from the nursing home to the community
* Interpersonal interactions, either between older adults and family members or nursing staff, or among different levels of staff in a nursing home, which can influence older adults’ quality of life and health-related outcomes
* Nurses as integral members and leaders of interdisciplinary healthcare teams to solve complex health problems and provide for older adults
* Assessing multiple types of intervention, analytical parameters and environmental settings to fully understand the complexity of healthcare issues facing older adults and to produce the most positive health outcomes
In general, nurses will be required to provide care for more adults (and older adults) than ever before — patients who have complex healthcare needs. However, nurses are also in an ideal position to communicate with older adults about self-care strategies to prevent further illness while maintaining their independence, functioning, and mental and physical health. Nurses of all specialties have traditionally been leaders in elder care and will continue to play a critical role in addressing the challenges of geriatric healthcare in coming years.
Diversity and Multiculturalism
Another critical element involved in patient demographic shifts is diversity. In today’s healthcare system, the relationship between culture and health is central to delivering quality patient care. “Of the many factors that are known to determine health beliefs and behaviors, culture is the most influential,” according to the article "Many Faces: Addressing Diversity in Health Care," published in the Online Journal of Issues in Nursing. To meet the needs of culturally diverse patients, nurses and other healthcare providers must become both culturally competent and culturally aware.
The National Student Nurses’ Association encourages nurses to provide customized, culturally specific care that fits with a patient’s values, beliefs, traditions, practices and lifestyle. The association promotes diversity awareness, which is defined as “an active, ongoing conscious process in which we recognize similarities and differences within and between various cultural groups.” Diversity awareness also involves cultural assessment and cultural sharing among healthcare professionals with the overall aim of understanding the complex definition of diversity, as based on the writings of Marianne R. Jeffreys, Ed.D., RN. According to Jeffreys, diversity can be based on:
* Citizenship status
* Reason for migration
* Migration history
* Kinship and family networks
* Educational background and opportunities
* Employment skills and opportunities
* Socioeconomic status
* Past discrimination and bias experiences
* Health status and health risk
Though those are admittedly a lot of factors to keep in mind, ignoring diversity may lead to unequal nursing care and negative patient outcomes. Whether it is physical pain or emotional stress, patients could experience adverse physiological symptoms if their cultural needs are not taken into consideration. Under the Process of Cultural Competence in the Delivery of Healthcare Services Model, nurses are encouraged to use the following mnemonic, ASKED, when caring for any cultural group.
Have I ASKED Myself the Right Questions?
* Awareness: Am I aware of my personal biases and prejudices toward cultural groups different from mine?
* Skill: Do I have the skill to conduct a cultural assessment and perform a culturally based physical assessment in a sensitive manner?
* Knowledge: Do I have knowledge of the patient’s worldview?
* Encounters: How many face-to-face encounters have I had with patients from diverse cultural backgrounds?
* Desire: What is my genuine desire to “want to be” culturally competent?
Looking Ahead: Nursing Education at Campbellsville University
Providing high-quality nursing care to an aging, diverse population is no small task, but it is one of the most important responsibilities of nurses today. In a constantly changing society, nurses will continue to practice using traditional methods such as preventive care and holistic wellness; however, they will also be called on to provide leadership in navigating shifts in patient demographics. A wide variety of skills are required to manage the complex needs of different patient populations. The future of the healthcare delivery system relies on the ability of nurses to refine their practice and expand their core knowledge to address the challenges associated with caring for older adults and diverse cultures.
You can gain the advanced skills you need with the online RN to BSN degree from Campbellsville University. With an experienced faculty providing real-world knowledge and understanding of nursing, Campbellsville’s program is the ideal opportunity to advance your nursing career.
Fri, Jul 08, 2016 @ 11:57 AM
Thu, Jun 25, 2015 @ 09:02 AM
By Pat Magrath – DiversityNursing.com
If you’re considering a career in nursing and are bilingual, this can be a tremendous advantage for you, your patients and their families. With increased diversity in the U.S., patients with limited English-language skills often arrive at the emergency room and there is no one available who speaks their language. This makes it very difficult for everyone involved to try to understand why the patient is there. Sometimes a family member who speaks limited English accompanies the patient and attempts to describe the family member’s symptoms. This is not an ideal situation and can lead to misunderstanding, frustration and an incorrect diagnosis. To drive this scenario home, imagine you’re on vacation in another country and become ill. You need medical attention, and when you arrive at the hospital no one understands you. This is a scary situation!
While most healthcare institutions offer translation services, sometimes the service is provided over the phone. This method is efficient in communicating information such as what the patient’s symptoms are, describing the appropriate course of treatment, or explaining the specific care of a condition at home. However, we all know there’s nothing like the ability to communicate with someone on a more personal, face-to-face basis. The patient may have more questions after the phone conversation is over. They or their family might ask questions such as, how often should I take this medication? Should I take it with or without food? Who do I call if I have questions when I get home?
As a nurse who is bilingual, you can be a tremendous help and source of comfort in answering these questions. Let’s take the example of a Hispanic nurse who not only speaks and understands both English and Spanish, but who also understands Hispanic culture, values and family traditions because of growing up in that community. My friend Esteban, who happens to be a bilingual Hispanic nurse, also knows the prevalence of certain diseases in the Hispanic community. These include diabetes, hypertension and cardiovascular issues. He’s seen these diseases in his family and community. He mentioned that diet and genetics contribute to these problems as the Hispanic diet often contains a lot of pork and fatty foods, which can lead to these conditions.
This is important information he already has because he is a member of the Hispanic community. He also speaks the language and can translate information to the medical team. His ability to communicate between the patient and medical team as well as his knowledge of Hispanic culture is extremely valuable in the care he can give his Hispanic patients. The ability of a patient to communicate directly and effectively with their healthcare provider increases feelings of trust and understanding, which can lead to a higher level of care and well-being. Again, I’ll take you back to becoming ill while traveling in another country and you don’t have the tools to effectively communicate your symptoms. Finding someone on the medical team who speaks English would be a tremendous relief!
The bottom line is clear: open communication, in terms of both verbal and listening skills, is essential to assessing a patient’s problem and determining the appropriate care and treatment. If you’re considering the field of nursing and are bilingual, you know so much already about your community’s language, customs, food and family values. You also have an awareness of healthcare issues prevalent in your community. As a bilingual nurse, you can be incredibly effective in delivering a high standard of care while putting your patient at ease.
As the Hispanic population and the need for nurses continues to grow, consider becoming a nurse. Courses are available online so you can fit classes in that accommodate your schedule and needs. The biggest benefit of online courses is that they offer flexibility. You’ll also save on time and commuting expenses. You can work, take classes online and reach your goal of becoming a nurse on your timeline!
I’m compensated by University of Phoenix for this blog. As always, all thoughts and opinions are my own.
For more information about on-time completion rates, the median debt incurred by students who completed this program and other important information, please visit phoenix.edu.
Wed, Jun 10, 2015 @ 09:11 AM
By Pat Magrath – DiversityNursing.com
When you think of the nurses in your life – family, friends and coworkers – are they all female? For many years, this has been the reality. But these days, more men are getting into the field of nursing. A friend of mine, Esteban, and I were chatting about his 18-year career as a nurse.
Esteban grew up in Puerto Rico. His family came to the U.S. when he was a child. His father and brother are policemen, a field primarily dominated by men. When he talked to his mother about becoming a nurse, she wasn’t excited about it because “if you’re Hispanic and interested in becoming a nurse, it is assumed you’re gay.” When she realized his passion for nursing, she was supportive and advised him respectfully.
Esteban explained that, in his culture, there is “machismo.” The Urban Dictionary defines machismo as “having an unusually high or exaggerated sense of masculinity. Including an attitude that aggression, strength, sexual prowess, power and control is the measure of someone’s manliness.” With the nursing profession being predominately female, Esteban’s mother feared he’d be teased and not seen as a strong “man.”
In Esteban’s Hispanic culture, he explained, “female nurses are completely accepted with pride, but for a male nurse it is expected you’re gay. Machismo is very strong in the Mexican, Dominican and Puerto Rican cultures. More straight guys are getting into nursing now. It is changing because of the nursing shortage and shortage of jobs. For many, this is a second career choice when men couldn’t find work in their first career choice.”
Esteban’s family has been extremely supportive of his chosen career, particularly while he was pursuing his master’s degree online. He explained how important family support is. His family provided some meals, continually asked what he needed and attended his graduation. They are very proud of him.
English is not Esteban’s first language, so classes and homework were very difficult. If you’re Hispanic and thinking about becoming a nurse, he advises, “don’t procrastinate.” He explains, “you need time to research and support your articles.” With English as his second language, “it took more time to check my sources, read it, read it again, and… read it again. Then… write and re-write my papers. English-speaking people can take about a half hour. It took me three times longer.” He offers great advice about the support of family and the expectation that assignments will take longer to complete.
Think about taking classes online as an option in pursuing your nursing career while juggling a busy life.
Esteban’s proficiency in Spanish comes in very handy while working at the VA in Harlem as an RN Care Manager. He is often asked to translate for patients, and most of Esteban’s patients are male veterans and Hispanic. He said, “they like a Hispanic male nurse taking care of them.”
He has plans to continue his education in the fall of 2016 and work toward attaining his doctorate. While achieving his master’s through an online program, which served him well, he envisions taking his PhD classes in a classroom to consult with instructors and collaborate with others.
Whenever Esteban talks to people about becoming a nurse, he loves to point out that “as a nurse, you can work in any setting – hospitals, schools, insurance companies, etc. If you don’t want to be a bedside nurse, there are different places to work.”
Gracias for your insights, Esteban! We appreciate all your hard work and dedication.
And if you’re thinking about getting into this field, this is a great time to do so.
I’m compensated by University of Phoenix for this blog. As always, all thoughts and opinions are my own.
Mon, Jun 08, 2015 @ 03:11 PM
There is a need for diversity in the health industry, especially Nurses. Having more diverse nurses will improve access to healthcare for racial and ethnic minority patients. Also those patients will be more comfortable and have higher satisfaction. Diversity must be increased at all levels especially educational institutions. More cultural healthcare programs and initiatives should be offered for students.
Wed, Apr 29, 2015 @ 10:54 AM
Written by James McIntosh
Obesity is a serious public health problem in the US and can affect anyone regardless of age. In particular, childhood obesity prevalence remains high. As well as compromising a child's immediate health, obesity can also negatively influence long-term health dramatically. Unfortunately, some racial and ethnic groups are affected by obesity much more than others.
For example, the US Department of Health and Human Services Office of Minority Health (OMH) report that African-American women have the highest rates of being overweight or obese, compared with other racial or ethnic groups in the US.
Approximately 4 out of 5 African-African women were found to be overweight or obese and, in 2011, African-American women were 80% more likely to be obese than non-Hispanic white women.
Researchers have identified that disparities in obesity prevalence can be found just as readily among children as among adults. It is alarming that these disparities exist to begin with, but more so that they exist so early in life for so many.
In this Spotlight feature, we take a brief look at the prevalence of childhood obesity in the US and the disparities in childhood obesity prevalence that exist among different racial and ethnic groups. We will examine what factors may contribute to this disparity and what action can be taken to remedy the situation.
A growing problem
"Obesity is the terror within," states Dr. Richard Carmona, the former Surgeon General. "Unless we do something about it, the magnitude of the dilemma will dwarf 9-11 or any other terrorist attempt."
These are strong words, but they illustrate the scope of the obesity problem. According to the Centers for Disease Control and Prevention (CDC), in 2009-2010, over a third (35.7%) of adults in the US were obese.
On average, childhood obesity in the US has not changed significantly since 2003-2004, and overall, approximately 17% of all children and adolescents aged 2-19 years are obese - a total of 12.7 million.
There are a number of immediate health problems that childhood obesity can lead to, including:
- Respiratory problems, such as asthma and sleep apnea
- High blood pressure and cholesterol
- Fatty liver disease
- Increased risk of psychological and social problems, such as discrimination and low self-esteem
- Joint problems
- Type 2 diabetes.
In the long term, obese children are much more likely to grow up to be obese as adults than children with healthy weights. Not only that, but the obesity experienced by these children is likely to be more severe, leading to further and more extreme health problems.
Significant disparities exist in obesity prevalence between different racial and ethnic groups. The CDC report the following obesity prevalence percentages among different youth demographics:
- Hispanic youth - 22.4%
- Non-Hispanic black youth - 20.2%
- Non-Hispanic white youth - 14.1%
- Non-Hispanic Asian youth - 8.6%.
From these figures taken from 2011-2012, we can see that levels of obesity among Hispanic and non-Hispanic black children and adolescents are significantly above average.
When the parameters are extended to include overweight children as well, the disparity persists. Around 38.9% of Hispanic youth and 32.5% of non-Hispanic black youth are either overweight or obese, compared with 28.5% of non-Hispanic white youth.
In 2008, Dr. Sonia Caprio, from the Yale University School of Medicine, CN, and colleagues wrote an article published in Diabetes Care in which they examined the influence of race, ethnicity and culture on childhood obesity, and what their implications were for prevention and treatment.
"Obesity in children is associated with severe impairments in quality of life," state the authors. "Although differences by race may exist in some domains, the strong negative effect is seen across all racial/ethnic groups and dwarfs any potential racial/ethnic differences."
However, if there are specific factors contributing to these disparities that can be addressed, the numbers involved suggest that attention should be paid to them. The long-term health of thousands of children in the US is at stake.
"Rarely is obesity in children caused by a medical condition," write the National Association for the Advancement of Colored People (NAACP) in their childhood obesity advocacy manual. "It occurs when more calories are eaten than calories burned."
The NAACP outline a number of factors that contribute to increases in childhood obesity, including:
- The development of neighborhoods that hinder or prevent outdoor physical activity
- Failure to adequately educate and influence families about good nutrition
- Ignored need for access to healthy foods within communities
- Limited physical activity in schools
- Promotion of a processed food culture.
The CDC report that childhood obesity among preschoolers is more prevalent in those who come from lower-income families. It is likely that this ties in with the disparity with obesity prevalence among different racial and ethnic groups.
"There are major racial differences in wealth at a given level of income," write Caprio, et al. "Whereas whites in the bottom quintile of income had some accumulated resources, African-Americans in the same income quintile had 400 times less or essentially none."
Fast food and processed food is widely available, low cost and nutritionally poor. For these reasons, they are often associated with rising obesity prevalence among children. According to Caprio, et al., lower-cost foods comprise a greater proportion of the diet of lower-income individuals.
If adults need to work long hours in order to make enough money to support their families, they may have a limited amount of time in which to prepare meals, leading them to choose fast food and convenient processed food over more healthy home-cooked meals.
Living in high-poverty areas can also mean that children have limited access to suitable outdoor spaces for exercise. If the street is the only option available to children in which to play, they or their parents may prefer them to stay inside in a safer environment.
Hispanic youth and non-Hispanic black youth are more likely to come from lower-income families than non-Hispanic white youth. According to The State of Obesity, white families earn $2 for every $1 earned by Hispanic or non-Hispanic black families.
Over 38% of African-American children aged below 18 and 23% of Latino families live below the poverty line. This statistic suggests that the effects of living with a low income that increase the risk of obesity may be felt much more by African-American and Latino families and their children.
Not only do these socioeconomic factors increase the risk of obesity among these demographic groups but equally obesity can compromise a family's economic standing.
The NAACP point out that families with obese children spend more money on clothing and medical care. Additionally, as obese and overweight girls frequently start puberty at a younger-than-average age, there is a possibility that their risk of adolescent pregnancy is also higher.
Alongside these socioeconomic factors, a number of additional factors exist that may be linked to an increased prevalence of childhood obesity among Hispanic and non-Hispanic black youth.
The NAACP give one such example, stating that one component of body image is how a person believes others view them or accept their weight:
"This also poses unique challenges in African-American communities because of cultural norms that accept, uplift and at times reward individuals who are considered 'big-boned,' 'P-H-A-T, fat,' or thick.'"
Cultural norms such as these may lead to parents remaining satisfied with the weight of their children or even wanting them to be heavier, even if they are at an unhealthy weight. Other sociological studies have also suggested that among Hispanic families, women may prefer a thin figure for themselves but a larger one for their children, according to Caprio, et al.
As well as being influenced by socioeconomic status, the type of foods eaten by children can be influenced by the cultural traditions of their families.
"Food is both an expression of cultural identity and a means of preserving family and community unity," write Caprio, et al. "While consumption of traditional food with family may lower the risk of obesity in some children (e.g., Asians), it may increase the risk of obesity in other children (e.g., African-Americans)."
As mentioned earlier, the promotion of a processed food culture may be a contributing factor to childhood obesity. As fast food companies target specific audiences, favoring cultural forms associated with a particular race or ethnicity could increase children's risk of being exposed to aggressive marketing.
Caprio, et al., report that exposure to food-related television advertising - most frequently fast food advertising - was found to be 60% among African-American children.
The amount of television that is watched may contribute as well; one study conducted by the Kaiser Family Foundation observed that African-American children watched television for longer periods than non-Hispanic white children.
A number of these cultural factors are associated with socioeconomic factors. African-American children may be more likely to watch television for longer, for example, if they live in areas where opportunities for playing safely outside are limited.
What can be done?
This subject area is far too detailed to do justice to in an article of this size, but these brief observations suggest that there should be ways in which the disparity in childhood obesity between racial and ethnic groups can be addressed.
Having more safe spaces to walk, exercise and play in low-income areas would give children a better opportunity to get the exercise need to burn the required number of calories each day. Improving the availability of and access to healthy food would give families more options when it came to maintaining a healthy, balanced diet.
The NAACP state that low-income neighborhoods have half as many supermarkets as the wealthiest neighborhoods, suggesting that for many low-income families, accessing healthy food can be a challenge.
These problems are ones that would need to be solved by local government and businesses that have influence over the planning and development of public living spaces.
Caprio, et al. propose that a "socioecological" framework should be adopted to guide the prevention of childhood obesity. Such a framework would involve viewing children "in the context of their families, communities, and cultures, emphasizing the relationships among environmental, biological and behavioral determinants of health."
This approach would require large-scale collaboration, involving peer support, the establishment of supportive social norms and both the private and public sector working together.
"For health care providers to have a meaningful interaction about energy intake and energy expenditure with children/families, providers should have training in cultural competency in order to understand the specific barriers patients face and the influence of culture and society on health behaviors," the authors suggest.
In order for this disparity to be adequately addressed, a lot of work will need to be done. Not only might certain cultural norms need to be altered, but most importantly, environments will need to be provided in which children will have the opportunity to live as healthy lives as possible.
Mon, Apr 27, 2015 @ 11:43 AM
The healthcare industry is in a constant state of flux. But while technologies are rapidly changing, the industry is still cast in monochrome with little racial or gender diversity. There are definitely large societal issues at root – like the massive expense of becoming a doctor and lack of adequate STEM education in many inner-city elementary schools – that will take a generation to solve. But while these massive gaps remain, it is often hard to see incremental progress.
Recently, I found a study that gave me a small glimmer of hope that progress is happening. According to Professional Diversity Network, recruiters and HR professionals accelerated their search for diverse talent in healthcare in January. Specifically, the Professional Diversity Network’s Diversity Jobs Index, which tracks the demand for diverse talent across sectors, jumped 11 percent from December 2014 in healthcare.
The Professional Diversity Network pointed to a few factors that could have attributed to the change. For example, the study suggests that many more small clinics across the country, particularly in urban settings, have increased their workforces.
While the Professional Diversity Network pointed to trends that could be the cause, I believe this is evidence that diversity programs like the Institute for Diversity, Ms. Tech and Instituto Health Sciences Career Academy are finally beginning to have an impact not just on awareness, but also on behaviors.
Diversity programs are crucial because they not only acknowledge that problems exist, but they create communities to offer training and support to help women, minorities, and other under-acknowledged groups succeed. For example, IHSCA prepares inner city high school students for a career in healthcare with tutoring and mentorship programs.
This is great news not only for the women, minorities, veterans or disabled professionals being employed, but also for the healthcare industry as a whole. Healthcare professionals service every ethnic group and gender, so the more that doctors and nurses can empathize and understand their patients, the better care they will give. In part, that empathy and understanding relies on working in a diverse environment.
So to answer the question I posed in the headline: yes we should get our hopes up. Healthcare executives are in fact beginning to value and invest in diversity, which is a sign of positive change. There is still a long way to go, and who knows if there will ever be an all minority board of a hospital, but we’re heading in the right direction.
Mon, Apr 27, 2015 @ 11:38 AM
The award-winning documentary “The American Nurse” (DigiNext Films) will be shown at special screening engagements May 6 in honor of National Nurses Week. The film highlights the work and lives of five American nurses from diverse specialties and explores topics such as aging, war, poverty and prisons.
“At some point in our life each of us will encounter a nurse, whether it’s as a patient or as a loved one,” Carolyn Jones, director and executive producer of the film, said in a news release. “And that one encounter can mean the difference between suffering and peace; between chaos and order. Nurses matter.”
The American Academy of Nursing recognized Jones, an award-winning filmmaker and photographer, as the winner of its annual Johnson & Johnson Excellence in Media Award for the documentary. The award recognizes exemplary healthcare journalism that incorporates accurate inclusion of nurses’ contributions and perspectives. “I intended to make a film that celebrated nursing,” Jones said in the release. “I ended up gaining deeper insights into some of the social issues we face as a country, through the eyes of American nurses. I’ve grown to believe that nurses are a truly untapped and under-appreciated national resource.”
The documentary also was awarded a Christopher Award in the feature film category, alongside films “Selma” and “St. Vincent.”
The film, which was made possible by a grant from Fresenius Kabi, is being presented locally through sponsorship by the Future of Nursing: Campaign for Action, a joint initiative of the Robert Wood Johnson Foundation and AARP, together with the American Nurses Foundation and Carmike Cinemas.
The campaign’s state action coalitions and other campaign partners are expected to host at least 50 screenings of the film. Ten percent of the proceeds will go to help local efforts to advance nursing. A portion of all proceeds from the film will benefit the American Nurse Scholarship Fund.
To find a screening near you or to learn how to host a screening, go to http://americannurseproject.com/national-nurses-day-screenings.
Wed, Apr 22, 2015 @ 10:05 AM
Like many healthcare providers in the Los Angeles area, and well beyond to healthcare organizations throughout the United States, City of Hope has recognized the growing need for clinical professionals and staff that more closely mirror the patients it serves in its catchment area. And with a local population that is nearly half Hispanic, that means recruiting more Hispanics into the industry, as well as providing much needed career development opportunities. But whereas most in the industry are just beginning to acknowledge the need, City of Hope has taken the lead to recruit more Hispanics into the industry and also has started to build a Hispanic talent pipeline for the immediate and not so distant future.
According to Ann Miller, senior director of talent acquisition and workforce development, "Even when people in the industry recognize the need for more Hispanics, or just a more diverse workforce, it can feel overwhelming trying to figure out what actions to take and how to build a strategy around it. But once you see the data laid out in front of you, and see that 46 percent of your primary service area is Hispanic, you realize it would be optimal to figure out how to recruit a workforce that looks more like the population you are serving. Beyond that, it's also important to employ a bilingual staff that can speak the language and understand the culture to best meet the needs of the community being served."
Once you recognize the need, it's time to start asking the questions that will help you fill the gaps:
- How do you find and appeal to the types of people you need to start building relationships with? Who are the influencers and the connectors?
- How do you get your recruitment team looking toward the future and building a pipeline, when limited resources are focused on more immediate needs?
- How do you get buy-in from senior management and enlist other departments throughout the organization?
- How do you partner with others in the industry who recognize the need but have yet to become active in the pursuit of common goals?
Here's how City of Hope has started to answer these questions as it takes the lead in addressing these timely industry issues. Stephanie Neuvirth, Chief Human Resources and Diversity Officer, has said that it's not easy to build a diverse healthcare or biomedical pipeline of talent, even when you understand the supply and demand of your primary service area and the business case becomes clearer. "Few in the industry are taking the helicopter perspective that is needed to really see the linkage between the different variables that must be factored in to solve the problem," she says.
Even in healthcare, it's not simple, and it takes time to develop the paths, the relationships and the pipeline to cause real and sustainable change. It takes linking a workforce talent strategy to the broader mission and strategic goals of the organization. And it takes collaboration with the community, schools, government, parents and everyone who touches the pipeline to help achieve the necessary and vital missing pieces of the puzzle.
Talent Acquisition and Workforce Development
What you first have to realize is that there is an immediate but also a long-term gap to fill, which represent two sides of the same coin: talent acquisition and workforce development. We know we can best serve our community by mirroring the community that we serve, and that doesn't stop with the talent that we attract today; it's an imperative that depends on the talent pipeline that we build for the future.
City of Hope's approach has been to start fast and strong with some immediate steps that can then be built upon and cascaded out into a longer term strategy for the future. The good news is that if your goal is to look like the community you serve, you don't have to look far for the talent you need. It's right in your own backyard. But there's still a lot of work to be done in terms of educating people about potential careers in healthcare -- clinical and otherwise -- developing the workforce skills and knowledge that they will need, and planting the seeds in the next generation.
It's particularly disheartening to hear about the young people graduating from high school and college who can't get jobs, when there are growing shortages in the healthcare industry - the nation's third largest industry, and projected to be its second largest in just seven years. According to a recent report by The Economist, U.S. businesses are going to depend heavily on Latinos - the country's fastest-growing and what it calls "irreversible" population -- to fill the gaps not just in healthcare but across all industries.
If you look just at nursing, the single largest profession in California, you can see how far we have to go. Only 7 percent of the 300,000 nurses in the state are Hispanic. The clinical gaps extend to doctors, just 6 percent Latino; pharmacists, less than 6 percent; and the list goes on and on.
Teresa McCormac, nurse recruiter, is one of the people at City of Hope working to build the Hispanic talent pipeline, beginning with the need for Spanish speaking nurses. She is responsible for elevating City of Hope's presence in the community through word of mouth referrals and by getting active in broader outreach online, in publications and at local, college and national events, such as the National Association of Hispanic Nurses (NAHN) annual conference taking place in Anaheim, CA this July.
"It's important to have a passionate champion for the candidates, as well as our hiring managers and the organization. My role is to get the word out into the community about City of Hope and connect with the talent we need to fill our current and future openings," she says.
This requires a multi-prong approach to recruitment efforts, where you must act to attract candidates not only for current needs, but down the road five-ten years, and even further into the future.
This begs the question: how do you get more Hispanics and other diverse students interested in the sciences and considering careers in healthcare?
Traditionally, recruiters focus on those currently working in healthcare to fill immediate gaps, as well as those working in other industries with transferable skills, who might be interested in working in healthcare in a non-clinical capacity, such as IT or marketing. They also look at colleges with nursing and other clinical programs -- particularly those with high concentrations of Hispanics and other diverse students -- where they can conduct outreach efforts, build partnerships and establish a presence.
But building a talent pipeline requires that you reach students well before the college years, when they are still in high school, and even earlier as middle and grade-schoolers. It takes time to get the message out there and have it stick, so the bigger and bolder you can go, the better. That was City of Hope's thinking behind the launch of its Diversity Health Care Career Expo in September 2014, which made quite an impact with the community and opened eyes to the variety of career opportunities within healthcare. It also opened City of Hope's eyes to the level of interest from the community when 1500 people showed up for this first of its kind event.
What started as an idea for a diversity career fair to fill immediate positions quickly grew to encompass a workforce development component to include students, parents, as well as working professionals interested in transitioning into healthcare. The Career Expo brought a level of awareness never seen before in the community -- and did so very quickly. For example, it allowed healthcare professionals to connect the dots between math and science classes students were taking and how this learning applied in the real world of healthcare -- and the different careers these types of classes are helping to prepare them for if they stick with them. It also allowed parents to understand how to help their children prepare for jobs that are available and will continue to be available in the future. They also gained insights into how growing up with smartphones and other electronic devices has given their children a distinct advantage that previous generations didn't have -- enabling them to leverage their everyday use of technology into transferable skills that could lead towards a career in Information Technology, which offers a very promising career path within the healthcare and biomedicine industries.
Catching students early on to spark their interest and expose them to healthcare careers and professionals who can encourage and support them along the way requires that you go out into the community as well. Toward that end, City of Hope has partnered with Duarte Unified School District and Citrus College on a program called TEACH (Train, Educate and Accelerate Careers in Healthcare).
According to Tamara Robertson, senior manager of recruitment, the TEACH partnership provides students with the opportunity to gain college credit while still in high school by taking college-level classes at no cost. This puts them on the fast track to higher education and career readiness by giving them essential skills and capabilities to enter the workforce soon after graduating high school, or to continue their education with up to one year of college coursework already completed. Eighteen students were accepted into the program in its first year.
Each partner plays a valuable role in the program. City of Hope provides students with opportunities to gain first-hand exposure to healthcare IT by giving overviews of the various areas within IT, providing summer internships, and offering mentoring and development interactions. Duarte High School is the conduit for the program by selecting the students for the program and facilitating the learning, and Citrus College develops the curriculum that enables students to earn college credits and IT certifications. It's ideal for students who may not have the means to continue on to college, but can work for an organization like City of Hope that offers opportunities to start their IT career as a Helpdesk or Technology Specialist. In addition, they can take advantage of tuition reimbursement should they choose to further their education and development.
In today's world, social media must be in the recruitment mix, especially if you want to engage with Hispanics who index higher on time spent on social media than the general population and any other group. Statistically, 80 percent of Hispanics utilize social media compared to 75 percent of African Americans and 70 percent of non-Hispanic whites. It's also a great way to reach not just active candidates in search of a new position, but passive ones employed elsewhere whose interest may be peaked when a more interesting opportunity presents itself.
This is where Aggie Cooke, branding and digital specialist, comes in -- leveraging social media as a core component of City of Hope's outreach efforts to potential candidates. She takes a three-legged approach to the use of social media for recruitment:
1. Branding - offering relevant content that portrays the culture and appeals to a candidate's values and broader career aspirations;
2. Targeting - identifying potential candidates who have skills and experiences that the organization needs today and in the future; and
3. Engaging - creating a relationship by inviting candidates to dialog with City of Hope.
You can reach more people through social media -- even if they're not active job seekers -- by posting information that is relevant to their field and interests. For example, oncology nurses will be interested in what you have to say about the latest developments in the world of oncology.
Though it can seem overwhelming with so many messages out there competing for people's attention, you can break through with content that is authentic, timely and purposeful. You can also make an impact by tailoring your content to the medium you are using. For example, a story about a scientific breakthrough at City of Hope would play well on LinkedIn, while pictures of happy employees taking a Zumba class together would engage potential candidates on Instagram. Social media also enables you to expand the reach and prolong the life of live events. For example, attendees of the Career Expo last year engaged online with live tweets and Instagram pictures from the event and later provided comments and feedback about their experience that will be instrumental in planning this year's event.
Going forward, successful programs and events, like TEACH and the Diversity Health Care Career Expo, will be expanded upon, as City of Hope continues to lead the way in talent acquisition, workforce development and creating a talent pipeline for Hispanics and the future of healthcare.
Topics: diversity, Workforce, nursing, diverse, hispanic, health, healthcare, patients, culture, minority, career, careers, City Of Hope, recruiting, talent acquisition, clinical professionals, talent