diversity marketing outreach: an update [hc3]

8/8/2019 Diversity Marketing Outreach: An Update [HC3]

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Hum an Capital Por tfolioW ednesday W ebinar Series

Diversity Mar keting Outreach:A Status Repor t

December 1, 2010


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Housekeeping

Questions

Please subm it your questions via the chat

feature. W e w ill have about 15 m inutes for

Q&A at the end of the webinar .

W ebinar / Slide Deck Ar chive:An ar chive of the w ebinar a nd the slide deck

w ill be posted by Decem ber 3, 2010 her e:

http://www.rwjfleaders.org/resources.

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Agenda

W elcom e ~ Diversity Matters

Linda Wr ight Moor e

Speakers

rez, PhD, MPA, MAR W J F S e n i o r P r o g r a m O ff ice r

Gwen McKinney,M cKinn ey & Asso c ia t e s

Jacquelyn C. Cam pbell, PhD, RN, FAANR W J F N u r s e Fa c u l t y S c h o l a r s , N a t i o n a l Di r e ct o r

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Diversity Matter s

Linda W right Moor eRWJF

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Always remember that you are absolutely unique.

Just like everyone else. ~ Margaret Mead


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Premise

RW JF Mission:

Diversity and inclusion are core values of the RobertWood Johnson Foundation, reflected in our GuidingPrinciples. We value differences among individualsacross multiple dimensions including, but not limitedto, race, ethnicity, age, gender, sexual orientation,physical ability, religion and socioeconomic status

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Premise

We believe that the more we include diverse

perspectives and experiences in our work, the

better able we are to help all Americans live

healthier lives and get the care they need. In

service to our mission, we pledge to promote

these values in the work we do and to reflect

on our progress regularly.

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The Landscape

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The Landscape

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Population dem ographicsfor the country:

2008: 33% are racialand ethnic minor ities

2050: 54% pro jectedw ill be r acial and ethnicminorities

2008 Census Data

33%

54%

0%

10%

20%

30%

40%

50%

60%

2008 2050


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The Landscape

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Num ber of m inority studen ts in pipelineof hea lth car e disciplines:

Medical: 14.5%

Dental: 12.2%

Nursing: 18.4%

* 2008 Cen sus Data


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The Landscape

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RW JF Wo rkforce Investm ent:The Hum an Capital program s wor k toensur e that the n ation has a diverse,

w ell-trained w or kfor ce to m eet thehealth care needs o f all Am ericans.


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Leadership developm ent

Research & an alysis

Diversity

Medical, nursing, and dental

workforce

Health and health policy

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The Landscape


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Focus on Diversity

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Race

Ethnicity

Geography

Gender

Multi-disciplines

Socio-econo m ic status

The Landscape


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The Landscape

W h a t Do es

Div er s i t y L o o k L ik e ?

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The Landscape

Virginia Comm onw ealth UniversityDental School Staff

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It Can Be Done

New Connections Scholars (2006 2008)& RW JF Senior Program Officer Debra Joy Prez

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It Can Be DoneNew ConnectionsIncreasing Diversity of RW JF Program m ing

rez, PhD, MPA, MA

R W J F S e n io r P r o g r a m O ff ice r

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It Can Be Done

W hy NewConnections?

A Winning Experiment(deploying effectivetactics that can beadapted to all programs)

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It Can Be Done

A Model to Replicate

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It Can Be Done

New TacticsTried & Tested

Outreach

Events

Interviews

Partnerships

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It Can Be Done

Mentoring

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Speed Mentoring


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It Can Be Done

W hen to Retool the Tactics

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Sustained OutreachColor ing Outside the Lines

Gwen McKinney

McKinney & Associates

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Reach Diverse Applicants

W here They Are

The Dakotas

Mississippi

Indian Coun try

Rur al Com m unities

Sustained Outreach

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Race

EthnicityGender

Geography

Discipline


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Priming the PipelineJazm in VillavicencioFeatured In:

Tribal public

television

Hispanic Outlookmagazine

Spanish PSA

Sustained Outreach

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PosterHorizontal Banner

Ad

Brochure

FlyerVer tical Ban ner

IMAGINE TOMORROW Toolkit

Sustained Outreach

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Meet Sonya

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Sustained Outreach

Health & Society Scholars

MBA, PhD

Trained inmarketing/health policy

Her message resonatesfrom APHA to NABJ


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Meet Lisa

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Sustained Outreach

Nurse leader

UNM Nursing Collaborative

doctoral candidate

Delivering primary care atIndian Health Services in

Phoenix, AZ


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Sustained Outreach

RW JF Online:The Multicultur al Newsr oom

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Recru it New Candidates Throu gh

RWJFLeaders.org

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Sustained Outreach


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Success Depends on Cross Team Execution

Diversity Liaison Effor ts:

Six program participants

Defining goals and targets

Identifying alternative paths to pur sue

Recasting sam e info with languagedesigned to attract tar gets

The Strategic Alliance Toolkit

Sustained Outreach

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Tactics in Pr acticeNurse Faculty Scholars

Jacquelyn C. Cam pbell, PhD, RN, FAANRW JF National Pro gram Director

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Tactics in Pr actice

Develop the next genera tion of national leaders in academ ic

nur sing through career development aw ards for ou tstanding

junior nur sing faculty.

Robert Wood Johnson Foundation, NFS NAC, and NFS program

staff recognize that crucial for nursing to increase the diversity ofits workforce for the 21st century - therefore co m m it ted to

increasing diversity of faculty leaders in order for this to be

accomplished (RWJF/IOM report on the Future of Nursing -

IFN)

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Strengthen the academ ic productivity & overall

excellence of nursing schools by providing

m entorship, leadership training, salary & resear ch

suppo rt to junior faculty

Diverse workforce requires diversity of students &faculty of SONs providing institutional leadership for

diversity part of NFS Leadership Training

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A nursing school can nominate one candidate annu ally

May have no more than two active scholars at any one time (so that researchintensive -majority white- institutions do not take all slots)

Eligibility Criteria a ltered to fit realities of Mino rity Serving Institutions

Junior faculty are defined as those who have been in a faculty position aftercompleting their doctorate for at least two and no more than five years at the start

of the program, and u s u a l l y are at the instructor or assistant professor level

One of 8 Selection Criteria

Evidence that candidate has a commitment to racial, ethnic, gender and culturaldiversity in nursing

34Jennifer Doering, PhD, RN

NFS 2008 Cohort



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CFP feature scholars from

Research in Action series andprom inently display on w ebsite

Picture bios-scholars & NAC

Prom inent nur sing leaders and

scholars from d iverse backgroun dsused in ALL leadership training

Post materials on w ebsites,newsletters, etc. where nu rsesfrom diverse backgrounds go


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Ensur ing a Diverse Pool of CandidatesRecru itm ent at Minority ServingInstitutions and less resear ch

intensive institutions with highpropor tions of ethnic mino rity faculty(e.g. UT system )


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Ensuring a Diverse Pool of Candidates

Bu ild Strategic Alliances

Partnerships

Feed the pipeline

Enlist Scholars

Engage the NAC

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W ebinar for Deans of Minority ServingInstitution Schoo ls of Nursing on their ro le inor chestrating the application pr ocess

Tap scholars to recr uit potential applicants

Connect with Alum ni Netwo rk


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Reach Influencers

Build Sustainable Structure

Sufficient Resour ces

Tracking System

Professional Orgs./Societies


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42 active scholars at 36 different schools ofnursing

8 (19%) nurse scholars who are men

11 (26%) scholars from ethnically diversebackgrounds

28 scholars (66%) at non-research-intensive

schools of nursing Randy Jones, PhD, RNNFS 2009 Cohort


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The Net Result *

* RWJF NFS Program Data (September 2010)


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Questions & Answ ers

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Closing Notes

Linda W right Moor eRWJF

diversity marketing outreach: an update [hc3]

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