THE SYSTEMIC ISSUE OF STAFF TURNOVER HIGHLIGHTS RACIAL DISPARITY AMONG DIRECT CARE WORKERS.
During Black History month and the rest of the year, we recognize the achievements of Black leaders in health care. And we stand with our Black colleagues in confronting structural inequities in long-term care. Last year PHI shared an Issue Brief, Direct Care Worker Disparities: Key Trends and Challenges. The study confirmed that low wages and poor job quality undermine employment experiences and outcomes for all direct care workers, leading to systemic problems with staff retention. However, the study also uncovered that women and people of color in this workforce experience heightened economic instability compared to their white and male counterparts. This problem has only grown more dire since the number of Black workers increased at the highest rate among all people of color, from 906,000 workers in 2009 to 1.4 million in 2019.
Why is attrition so much higher among Black workers? Direct care workers from underrepresented groups don’t advance in their careers as quickly as their white colleagues. Black workers often have less access to training and development opportunities and experience wider pay and benefit disparities. And there aren’t many Black leaders in management and leadership positions. Without them, Black workers don’t feel supported, encouraged, and treated as equals compared to their peers. Their limited opportunity for advancement and lack of mentorship results in their departure. (See Race in the Workplace: The Frontline Experience by McKinsey & Company.)
LeadingAge, a national association of nonprofit aging services providers, is creating a new generation of Black leaders. In 2020 they interviewed leaders of color about their experiences on the job and realized they needed to create what is now called the Leaders of Color Network. It gives leaders of color the opportunity to meet with one another, provide peer support, and advocate policies that support diversity, equity, and inclusion in the sector.
Why should you join our Winter ‘23 cohort and do LiveWell?
In addition to complying with quality assurance standards, LiveWell helps retain staff and build community. Care communities that do LiveWell have a 60% decrease in staff turnover. LiveWell also improves the quality of life for staff and residents. Residents have fewer falls and fewer medication errors, and staff experience fewer workplace injuries.
LiveWell communities also reduce their costs: Reduced falls and increased staff retention help communities save an average of $135,900 annually.
Looking for signs of spring,
— Barbara, Steve, Andy, Marcus, Cecilia, Whitney, Ann, Miles, and Judy