Diversity in MCH Training: A Peer Learning Collaborative

By: Shanna Vander Galien, APSWPPC Trainee

OverviewAnnounced in 2009A MCHB grant funded projectIntensive 9-12 month collaborative peer

learning processProvides a safe and structured environment

to address challenges to racial and ethnic diversity within our training program, staff and faculty through targeted technical assistance and collaboration with peers.

Why is this important? A review of the literatureDiversity in the US is increasing

In 2000, about 33% of the U.S. populationidentified themselves as members of racial orethnic minority groups. By 2050, it is projectedthat these groups will account for almost half ofthe U.S. population.

■ 15% of children are black/African American and 21% are Hispanic.

Agency for Healthcare Research and Quality, 2010

Why is this important? A review of the literatureThe 2006 National Health Disparities Report

provides evidence that disparities persist in nearly every aspect of health including:Quality of health careAccess to careUtilization of health careClinical conditions including morbidity and

mortality

Why is this important? A review of the literaturePoor cross-cultural communication between health

care providers and recipients has been linked to poorer health outcomes and less effective participation in health supporting behaviors.

A report for the Bureau of Health Professions indicates that diversity in the health professions has been associated with improved access, utilization and quality of care for diverse populations.

Rationale for Cultural Competence in Maternal and Child Health Bureau-Funded Training Programs. National Center for Cultural Competence .

Why is this important? A review of the literatureMinority health professionals have been shown to

serve other disadvantaged populations to a greater extent than non-minority professionals do, such as being more likely to care forPoor patientsThose insured by MedicaidThose without insuranceThose living in areas with health professional

shortages

The Rationale for Diversity in the Health Professions: A Review of the Evidence. HRSA, 2006.

Why is this important? A review of the literatureGreater diversity in health professions will

likely lead to improved public health by increasing access to care for underserved populations, and by increasing opportunities for minority patients to see practitioners with whom they share a common race, ethnicity or language

The Rationale for Diversity in the Health Professions: A Review of the Evidence. HRSA, 2006.

A History of the ProblemAll-white national and state medical societies banned

African Americans even though membership was a pre-requisite to obtaining hospital privileges.

Founded in 1847, the AMA did not welcome black doctors until 1968, two years after racial segregation in medical schools legally ended in 1966.

Enrollment of minority students in health professions schools increased slightly during the 1960s, 1970s, and 1980s. However, the numbers have failed to keep up with the growth of minority populations.

Missing Persons: Minorities in the Health Professions

Our GoalsContinue and enhance current

recruitment efforts to ensure racial and ethnic diversity amongst training grant/clinical faculty and staff.

Continue and enhance current recruitment efforts to ensure racial and ethnic diversity amongst trainees.

Gain guidance on developing a diversity recruitment plan to ensure racial and ethnically within MCH Region V training programs.

Continue and enhance current recruitment efforts to ensure racial and ethnic diversity amongst training grant/clinical faculty and staff.Participate in Peer Learning Collaborative

DC kick off meeting- developed goals/planParticipated in webinarsHad home group in person meetings

Provide ongoing cultural competency to faculty and staff

Expand recruitment effortsCreate a packet of recruitment materials,

including resources in MadisonCollaborate with campus diversity entities

PEOPLE, Pipeline, Office of Equity and Diversity

Continue and enhance current recruitment efforts to ensure racial and ethnic diversity amongst trainees.

Worked with diversity entities on campusContinued and increased pipeline activitiesAttended the LSWO Conference in ChicagoCreated recruitment materials Established relationships with human

resource personnel at different entities

Gain guidance on developing a diversity recruitment plan to ensure racial and ethnically within MCH Region V training programs

Participated in Peer Learning CollaborativeReceived technical assistance from

Altarum/MCHBIdentified MCH training grantees within

Region VIdentify and share recruitment efforts and

strategies with MCH training grantees in Region VAttended Diversity SummitLSWO Conference

What I Have LearnedI have learned about health disparities and

the MCHB’s role in decreasing theseI learned how health disparities impact our

patients and how increasing diversity in our faculty, staff and trainees can reduce this burden

I have learned how difficult it can be to change the culture of an institution, but it IS possible

What I Have Learned Cont’dWorks well to have people from many

different perspectives working on the projectDifficult to coordinate many different

schedulesWorks well to have the technical support and

guidance of previous group, Altarium and MCHB leaders

Moving Forward

Create a paid position to carry on the work of the Peer Learning Collaborative

Include someone from human resources or higher up in the organization as a part of the team

This is an important issue for our patients and therefore it is important to carry on the work of the PLC

What Can We All Do?Be awareEducate yourselfEducate others

Bring attention to the subject of Health Disparities within your institution and encourage institutional by-in.

Volunteer/be a mentorBe on a hiring committeeAdvocate