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
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Acknowledgements
• The California Endowment
• California Hospital Association, Cathy Martin
• Central Valley- Kaiser Permanente
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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
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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
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KP Partners
Kaiser Permanente Workforce Planning and Development
Structure
Regional WFPD
Northern CA
Mgmt Co-Chair: Kathryn Shen
Labor Co-Chair: Connie Savoy
Southern CA
Director:
Recruitment
National
Comp.
Zeth Ajemian
Colorado
Mgmt Co-Chair: Kathy Brown
Labor Co-Chair: Teresa Richard
Linda Focht
Georgia
Mgmt Co-Chair: Jim Miranda
Labor Co-Chair: Lorna Budram
National WFPD
Bob Redlo, Director
Diversity
Business
and
Operations
Patient Care
Services
Finance
Human
Resources
Education
Trusts
KP Internal Partners
CA Hospital Association
Northwest
Mgmt Co-Chair: Bonnie Bender
Labor Co-Chair: Lori Wambold
Hawaii
Mgmt Co-Chair: Suzann Filluel
Labor Co-Chair: Jeff McDonald
National
Comp.
Learning
Services
Mid-Atlantic States
Mgmt Co-Chair: Beth Jaeger
Labor Co-Chair: Pati Nicholson
Ohio
Mgmt Co-Chair: Tim Alberts
Labor Co-Chair: Helen Oriti
Labor and
Union
CA HealthCare Workforce Alliance
Academic Institutions
Workforce Investment Boards
CA Labor Department
External Partners
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National Workforce Planning and Development
Planning
Development
Resources
• Workforce Dashboard
• Forecasting
• External impacts (Health Care Reform)
• Career Planning Website
• Training Programs
• Pipeline
• Taft-Hartley Education Trusts
• External Grant Funding
• Tuition Reimbursement
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The Need
36.9%
24%
27.1%
Data suggested a Hispanic workforce gap of ~10% compared to Hispanic community
demographics
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NCAL Workforce Demographics
Native
American
Asian/
Hawaiian/
Indian/Alask Pacific Black/African
Hispanic/ Other Pac Total Head
JOB CATEGORY
an Native Islander
American Caucasian Latino
Island
Count
Administrative
Support Workers
29.23%
15.46%
34.60%
20.24%
28.32%
28.83%
21.95%
Craft Workers
1.43%
0.47%
0.74%
1.81%
1.08%
0.82%
1.14%
Operatives
0.29%
0.29%
1.33%
0.39%
0.80%
1.32%
0.55%
Professionals
27.79%
49.79%
20.78%
46.34%
16.85%
21.91%
39.29%
Service Workers
21.78%
17.81%
25.34%
13.02%
35.85%
30.64%
19.79%
Technicians
19.48%
16.19%
17.22%
18.20%
17.10%
16.47%
17.29%
100.00%
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Grant Goal
To increase Latino Diversity and
Cultural Competency of allied health
professionals in KP Modesto Medical
Center and Central Valley Service
Area
Cultural
Competency
Language
Diversity
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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
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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
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Internal pipeline: Increase ESL skills
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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
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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
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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
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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
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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.
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SYEP Celebration
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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
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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
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Resources Used
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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!
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Visit the Career Planning Website
kp.org/careerplanning
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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
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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
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Thank you for your attention!
Questions?
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