Laguna Honda Strategic Goal: Cultural Humility

Transcription

1 Laguna Honda Strategic Goal: Cultural Humility J O H N G R I M E S, C O O R O N A L D R A D O C, LV N M I C H A E L M I K O L A S E K, R N M A D O N N A V A L E N C I A, C N O

2 Objectives 1. By 2020, Laguna Honda will have provided mandatory cultural humility trainings for staff with 100% participation. 2. Create regular events/venues for the Laguna Honda community, including staff, volunteers, residents and families to discuss cultural humility. 3. Establish metrics to assess and measure progress (such as surveys) and produce reports to demonstrate outcomes of success. 4. Review demographics between current employees, volunteers and residents. Initiate a plan to create succession planning, pipeline development, targeted recruitment and hiring to address disparities. 5. Implement an effective language access program that meets the City s Language Access Ordinance.

3 Background Years of Lost Life study by Tomas Aragon African American individuals had more misdiagnoses/severe diagnoses than their Caucasian counterparts African Americans were being prematurely discharged from health care settings African Americans make up 4% of population of San Francisco 35-40% are African American are clients in Behavioral Health, Clinics, hospitals and other sections of DPH

4 Comparison of age-standardized expected years of life lost rates (San Francisco, )

5 Leading Causes of Premature Death (San Francisco, ) Men Women

6 Background (cont.) BAAHI was formed based on studies of premature deaths of African American residents in San Francisco Three Pillars of BAAHI: Workforce Development Group Cultural Humility Collective Impact Complaints of racial inequity in all sections of DPH Dr. Ken Hardy teamed up with DPH for the rollout of Cultural Humility

7 Definition of Cultural Humility Melanie Tervalon, MD, MPH Jann Murray Garcia, MD, MPH The practice of cultural humility has 3 dimensions: 1. Lifelong learning & Critical self-reflection 2. Recognizing and challenging power imbalances for respectful partnerships 3. Institutional accountability for organizations

8 Trainings CURRENT SMART Training Racial Humility Training Trauma Informed Systems LGBTQ Open House Training FUTURE REAL Data Capture SOGI Training Crisis Prevention (CPI) Training Customer Focused Communication Training Book Club Group A Class Divided Color of Fear Business Language Video Cultural Humility Segment HWO

9 Events: Black History Month 2017

10 Post-Traumatic Slave Syndrome

11 Multicultural Group Charge to create venue for the Laguna Honda community, including staff, volunteers, residents and families to discuss cultural humility and diversity. Open mindedness Open to learning other Cultures Good Facilitation skills Ability to Manage Conflict Positive Attitude

12 Workforce Diversity Interrupt. Predict. Organize. (IPO) FACES SF Youth works Volunteer Program

13 Language Access Ordinance The community also needs to comply with San Francisco s Language Access Ordinance. This dictates all vital documents are made available in threshold languages (Chinese, Spanish, Tagalog, Russian and Vietnamese). Resident/Patient forms and documents (i.e. resident guidebook, vital documents through Admissions and Eligibility, consents) are translated in the five threshold languages. Various ways of meeting linguistic needs: Language Assistance by LHH certified staff Video Medical Interpretation (VMI) Access to ZSFG Interpreter Services

14 Metrics 1. Staff Compliance Rate for Cultural Humility Training 2. Attendees feedback and evaluation after each event & trainings 3. Annual report from Human Resource Department on staff and patient demographics. 4. Annual report by Human Resource in collaboration with LHH Department Managers of efforts to enhance pipeline development, targeted recruitment and hiring to address disparities. 5. Ensure feedback through surveys regarding topics such as race/culture from the workforce & residents

15 Cultural Humility Workgroup