Increasing Diversity and Cultural Competency in the Central Valley

1. Increasing Diversity and Cultural Competency in the Central Valley Laura Long, Workforce Consultant Kaiser Permanente National Workforce Planning and Development California Hospital Association Workforce Coalition Meeting February 4, 2011

2. Acknowledgements • The California Endowment • California Hospital Association, Cathy Martin • Central Valley- Kaiser Permanente • Pat McKeldin, Business Partner • Linda McDougal, Recruitment Services Manager • Gretchen Fritz, Admin Services Manager • Bianca Ascencio, Recruitment Coordinator • Labor partners • Vision y Compromiso, Maria Lemus, Executive Director • Johansen High School • Modesto Junior College • KP School of Allied Health

3. The Landscape • National KP • 8 Regions: NCAL, SCAL, NW, MidAtlantic, HI, OH, GA, CO) • 35 Hospitals, 454 Medical Offices • Employees: 164,098 Physicians: 15,129 • Project Focus Area: NCAL Region, Central Valley Service Area • 400 physicians and 2800 employees • Modesto, Tracy, Manteca, Stockton

4. Kaiser Permanente Workforce Planning and Development Structure KP Partners Regional WFPD Labor and Union Business and Operations Recruitment Diversity Northern CA Mgmt Co-Chair: Kathryn Shen Labor Co-Chair: Connie Savoy National Comp. National Comp. Patient Care Services Human Resources Southern CA Director: Zeth Ajemian Learning Services Finance Education Trusts Colorado Mgmt Co-Chair: Kathy Brown Labor Co-Chair: Teresa Richard Linda Focht National WFPD Bob Redlo, Director KP Internal Partners Georgia Mgmt Co-Chair: Jim Miranda Labor Co-Chair: Lorna Budram Mid-Atlantic States Mgmt Co-Chair: Beth Jaeger Labor Co-Chair: Pati Nicholson CA Hospital Association Northwest Mgmt Co-Chair: Bonnie Bender Labor Co-Chair: Lori Wambold CA HealthCare Workforce Alliance Academic Institutions CA Labor Department Ohio Mgmt Co-Chair: Tim Alberts Labor Co-Chair: Helen Oriti Workforce Investment Boards External Partners Hawaii Mgmt Co-Chair: Suzann Filluel Labor Co-Chair: Jeff McDonald

5. National Workforce Planning and Development

6. 36.9% 24% 27.1% The Need Data suggested a Hispanic workforce gap of ~10% compared to Hispanic community demographics

7. NCAL Workforce Demographics

8. Grant Goal • To increase Latino Diversity and Cultural Competency of allied health professionals in KP Modesto Medical Center and Central Valley Service Area

9. Strategies • Internal Workforce Development • Increase Spanish-speaking Qualified Bilingual Staff certification • Improve English proficiency in limited English proficient workers • Increase career mobility by offering medical terminology and promoting career planning website • External Pipeline • Health Career Awareness to High School students • Community awareness of allied health programs to Latino Community • Parent support and awareness • Increased reach to diverse students

10. Internal Pipeline : Increase Spanish speaking • Qualified Bilingual Staff • Levels 1 and 2 • Must pass language line test • Grant allowed a 1 day workshop • Partnered with Kern County Community College • Spanish Med term, Interpreting skills, Proper Spanish • Results:30 staff attended, off the chart reviews, curriculum translated into other languages and used by other NCAL areas • Has led to a Spanish for optometrists program currently in development

11. Internal pipeline: Increase ESL skills • Sed de Saber program by Retention Ed • 4 month, self paced program • Program Tutor check in every other week • Hoping for a cohort of 15 workers • Results: • 21 workers, 17 utilized tutoring • Reusable equipment for CVA to check out • Most reached a level 3-4 English proficiency • Enunciation and confidence, by far biggest success • Promotion of allied health careers and resources

12. Career Mobility: Medical Terminology • Initial idea: 3 unit College credit MJC course • Only 2 workers followed through with enrollment • Completed course and earned 3 college credits • Both students learned about additional KP resources • Feedback was a 3 day med term first • Contracted with KP School of Allied Health • 24 hr course over 3 weeks • 17 people signed up and completed the course • 15 passed the final test with 72% or better • 2 received additional remedial help

13. External Pipeline: High School Students • Allied Health Career Awareness • Johansen high school in Modesto • Two interactive presentations on allied health careers (video, handouts, presentation, requirements) • Results: • 22 students reached • Pre and post evaluation • Half believed allied health careers required bachelors degree • Most didn’t know what Allied Health careers were • After presentations we saw an increase in students interested in allied health occupations

14. External Pipeline: High School Students • Summer Youth Employment Program • Community benefit program, paid summer internship • Usually cohorts of 8-10 students per summer program • Grant helped by outreaching to more high schools • Results: • 200 students applied, 100 selected for group interview • 20 diverse students hired and mentored (10 b/c of grant) • Each were placed in a dept for 8 weeks (matched by interest) • Received additional education 1 day a week • Incredible healthcare projects were completed by the interns.

16. SYEP Celebration

17. External Pipeline: Latino Community Awareness • Partnered with Vision y Compromiso (VyC) • KP trained lead promotora coordinator in health careers and material (brochures, websites) • VyC translated material and gathered additional resources • Results: • VyC convened a train-the-trainer Health Careers Workshop for CVA promotora(es), 27 attended • All promotores have done additional outreach • 645 latino community members reached through presentations and door-to-door outreach

18. Feedback from Promotoras and Community • Parents found info important to share with their children • Would like information on an ongoing basis • Had no idea there were so many health careers • Need more school financial aid options • Participants liked the material and information provided

19. Resources Used • NCAL KP Health careers brochure • Education Trust Brochures • KP Career planning website: www.kp.org/careerplanning • KP Recruitment health careers website • http://kaiserpermanentejobs.org/career-areas • Website: www.healthjobsstarthere.com • Over 700 employees and community members served through this grant!

20. Visit the Career Planning Website kp.org/careerplanning

21. Lessons Learned • Consistent internal promotion of Ed resources • Remembered when information is needed/relevant • Entry level workers eager for training • Tutoring is essential to success • Local champion who is trusted by workers can really move projects forward • “Allied health” term is not understood by public • Promotoras are an amazing resource for outreach

22. Next Steps • Latino Business Strategy-Healthcare Reform • National Workforce Diversity • National Recruitment • National Workforce Planning and Development • Analysis of Workforce Diversity data • Pilot in SCAL KP for allied health diversity • Enhance communication of resources available to entry level incumbent workers • Coordination of external pipeline

23. Thank you for your attention! Questions?