Understanding the Dynamics of Diversity in the Public Health Workforce

Coronado, Fátima; Beck, Angela J.; Shah, Gulzar H.; Young, Jessica; Sellers, Katie; Leider, Jonathon P.

doi:10.1097/phh.0000000000001075

Cited by 34 publications

(35 citation statements)

References 10 publications

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“…1 Recruitment and retention efforts are especially important when considering the need to diversify the workforce to represent the population and best engage communities in culturally appropriate services that lend to health and racial equity. 6,7 The COVID-19 pandemic has exacerbated the challenges facing the public health workforce. Early studies document poor mental health outcomes, such as symptoms of posttraumatic stress disorder 8 and burnout, 9 among public health practitioners during the pandemic.…”

mentioning

confidence: 99%

Public Health Workforce Development During and Beyond the COVID-19 Pandemic: Findings From a Qualitative Training Needs Assessment

Zemmel

Kulik

Leider

et al. 2022

Journal of Public Health Management and Practice

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Context: The Region V Public Health Training Center (RVPHTC) serves the public health workforce in Illinois, Indiana, Michigan, Minnesota, Ohio, and Wisconsin. An important tool in priority-setting workforce development is the training needs assessment (TNA), which is vital to identifying and addressing the capacity-building needs of the public health workforce. Program: In 2021, we conducted semistructured qualitative interviews with key partners in the local, state, and tribal health workforce. Implementation: Findings reflect the results of 23 interviews administered from March to May 2021. Questions solicited in-depth input related to key training gaps identified in our 2020 quantitative TNA; the impact of COVID-19 on the public health workforce; general needs, including preferred training modalities; needs by audience type; and the current capacity for public health agencies to support student development. Evaluation: Key training needs of the public health workforce identified by the 2021 TNA include the strategic skills domains of (1) resource management; (2) change management; (3) justice, equity, diversity, and inclusion; and (4) effective communication. The first 3 domains were also noted as having the greatest training need in our 2020 quantitative TNA of local health department leadership. Discussion: The COVID-19 pandemic highlighted the need for training in effective communication in new ways and the continued need for training support in the skill domains prioritized in the 2020 assessment. Findings demonstrate the need for capacity building around crosscutting skills and the intersection of strategic skill domains if the field is to be prepared for future threats to public health.

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confidence: 99%

Public Health Workforce Development During and Beyond the COVID-19 Pandemic: Findings From a Qualitative Training Needs Assessment

Zemmel

Kulik

Leider

et al. 2022

Journal of Public Health Management and Practice

Self Cite

View full text Add to dashboard Cite

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“…Racial/ethnic minority populations are more likely to live and work in communities with less ability for social distancing and have less reliable access to health services (6). As a result, members of these populations are more likely to be hospitalized when diagnosed with COVID-19 (7,8). In one study, African American patients were less likely to survive hospitalizations for COVID-19, because of older age and a high prevalence of chronic diseases (8).…”

Section: Recruit Train Sustainmentioning

confidence: 99%

“…As a result, members of these populations are more likely to be hospitalized when diagnosed with COVID-19 (7,8). In one study, African American patients were less likely to survive hospitalizations for COVID-19, because of older age and a high prevalence of chronic diseases (8). If we are to truly address racial/ethnic health disparities, we must recruit into the public health work force people who represent the communities being served and who are capable of understanding and addressing the needs of their communities (9).…”

Section: Recruit Train Sustainmentioning

confidence: 99%

Preparing Students for a More Public Health–Aware Market in Response to COVID-19

Brisolara

Smith

2020

Prev. Chronic Dis.

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The COVID-19 pandemic has made the public more aware of public health and the role its professionals play in addressing the pandemic. Schools and programs in public health have a new opportunity to recruit, train, and sustain the public health workforce. Academic public health can further educate the public and prepare students for meaningful careers through interprofessional education and practice-based learning.

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“…Increasing the number of racial and ethnic minorities in the health workforce, according to research, could improve community service, patient treatment, and access to care. [6][7][8] Besides the need to diversify, the public health profession has long struggled with a shortage of public health workers. Research shows that a greater pool of public health workers is required, particularly given the aging workforce.…”

mentioning

confidence: 99%

Examining Factors Associated With Minority Turnover Intention in State and Local Public Health Organizations: The Moderating Role of Race in the Relationship Among Supervisory Support, Job Satisfaction, and Turnover Intention

Mitchell

Apenteng

Boakye

2022

Journal of Public Health Management and Practice

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Context: There is a need to understand minority governmental public health workforce turnover to ensure the retention of public health minority workers, capitalize on diversity benefits, and enhance public health's capacity to serve diverse populations.Objective: This study assesses the moderating effect of minority health workers' race on (1) the relationship between the workforce environment, particularly employees' perceptions of their pay and supervisory support on job satisfaction, and (2) the relationship between job satisfaction and turnover intentions. Design: Using the 2017 Public Health Workforce Interests and Needs Survey (PH WINS), a cross-sectional survey of the public health workforce, a hierarchical logistic regression modeling technique was used to assess the moderating role of race on the relationship between supervisory support, pay and job satisfaction, and turnover intentions. Setting and Participants:The PH WINS survey data from state and local health department employees. Main Outcome Measure: Job satisfaction, pay, supervisory support, and turnover intention. Results: Job satisfaction was found to mediate the relationship between the work environment factors of pay satisfaction and supervisory support and turnover. Our findings also suggest that while race moderates the influence of compensation and supervisory support on job satisfaction, race has no moderating effect on the job satisfaction-turnover intentions relationship. Conclusions: A focus on boosting job satisfaction, particularly through pay equity and perceived support, may reduce turnover among minority public health personnel.

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Understanding the Dynamics of Diversity in the Public Health Workforce

Cited by 34 publications

References 10 publications

Public Health Workforce Development During and Beyond the COVID-19 Pandemic: Findings From a Qualitative Training Needs Assessment

Public Health Workforce Development During and Beyond the COVID-19 Pandemic: Findings From a Qualitative Training Needs Assessment

Preparing Students for a More Public Health–Aware Market in Response to COVID-19

Examining Factors Associated With Minority Turnover Intention in State and Local Public Health Organizations: The Moderating Role of Race in the Relationship Among Supervisory Support, Job Satisfaction, and Turnover Intention

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