Diversifying Allied Health. The Story so far
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- Silvia Davidson
- 5 years ago
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1 Diversifying Allied Health The Story so far
2 Introduction Sponsor: Director Allied Health (Acting): Annelize de Wet Ian Hutchby (Improvement Advisor) Alayne Healy (ADAH Nutrition and Dietetics) Haidee St John (ADAH Occupational Therapy) Allanah Winiata (Maaori Future Workforce Coordinator) Bridget Armour + Traceyanne Herewini (Project Managers) Elizabeth Ryan (Allied Health Project Manager) Renee Bradfield (Occupational Therapist) Liz Mafile o (Occupational Therapist)
3 Aim Statement Long term aim: To increase the number of Maaori and Pacific Allied Health staff at CM Health to reflect the Counties Manukau community. Project aims: 1. To engage with 200 Maaori/Pacific Island students to encourage them to pursue an Allied Health career by 1st December To engage with 10 whaanau /family groups to develop support mechanisms for students to pursue an Allied Health careers by December To contribute to increasing Maaori and Pacific participation in Allied Health tertiary education by working with 10 local school Careers Advisers.
4 Storytelling: Communities Voice Equity Story Some quotes from the 2016 Allied Health Workforce Expo: We are exposed to the different varieties of health careers we can find out what we know will work for us This has made me feel a lot closer to getting into my [health] profession than I would by myself I can say I m ahead of the bunch. I have the knowledge and am ready for tertiary This showed my son important life skills required to maintain a successful career (Parent) It showed me what career pathways there are in Health Science and what good opportunities there are I learned so much and there was a focus on the Maori perspective, Te Reo and the support to ensure Maaori success
5 The problem: the equity gap A workforce unreflective of the CM Health population is a missed opportunity Strong benefits to the community in terms of improving social determinants of health and reducing inequities(e.g education, income) Not everyone has to be a Doctor or Nurse - Allied Health offers different opportunities Direct spin-off health benefits to whaanau and community from a health educated family member A DHB with a more representative workforce means our patients have more options/choice Better health outcomes, reduced inequities Better patient experience It s the right thing to do
6 The problem: the equity gap Existing information /research shows: There is less awareness of Allied Health careers Aim 1 Engagement and support of family /whaanau is critical to success for Maaori /Pacific students (Curtis et al., 2014) Aim 2 Careers Advisers /Health Science Academy leads have influence with students Aim3 Ref: Curtis, E., Wikaire, E., Kool, B., Honey, M., Kelly, F., Poole, P., Reid, P. (2014). What helps and hinders indigenous student success in higher education health programmes: A qualitative study using the Critical Incident Technique. Higher Education Research & Development, 34(3),
7 What the data is telling us? Allied Health (including Scientific and Technical) workforce does not reflect the Counties Manukau population. 70% 60% 50% CMH Workforce by Ethnicity (headcount) 53% 62% % of CMH Workforce 40% 38% 30% 20% 30% 22% 23% 16% 23% % of CMH Allied Health, Scientific and Technical Workforce 10% 7% 7% 10% 10% Counties Manukau population 0% Asian European & Other Maaori Pacific Island
8 Measurement Summary Lack of baseline data new ideas being tested & measured
9 Driver Diagram
10 Change Ideas July One-day session with Careers Advisers September AH Workforce Expo Why? Consistent with research evidence can build awareness and influence impact of family/whaanau. Front line experience from existing/ previous school programmes (e.g Health Could B 4 U ) points to more support required for Careers Advisers.
11 What are you currently testing? Questions and measures under development
12 Highlights: biggest learnings Highlights: Growing our network to ensure right people around the table. Working with Brandon Bennett on measurement/scope Getting tangible plans in place for PDSAs
13 Lowlights: biggest challenges Lowlights: Maintaining motivation and energy levels. Some missed opportunities for coordination.
14 Next Steps Ethics submission Careers Adviser session (July 17) Engagement with Pacific team Health Science Academies - camp Community engagement (e.g churches) Communications plan
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