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WWT Technical Assistance Center Survey Findings. Table of Contents. Pages Background, Respondents, Survey Method 2-9 Challenges 10-16 Challenges by Subgroup 17-26 Role 19-22 Ethnicity/Culture 23-26 Solutions 27-30
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Table of Contents Pages • Background, Respondents, Survey Method 2-9 • Challenges 10-16 • Challenges by Subgroup 17-26 • Role 19-22 • Ethnicity/Culture 23-26 • Solutions 27-30 • Some Implications 31- 33
Background • Survey designed to identify • Ongoing challenges in the area of consumer, family, and parents/caregivers workforce development • Issues where solutions (accomplishments) to these challenges have been identified and implemented • Survey • Web-based • Completed during the Fall of 2008
Respondents • Reponses sought from • County: Director; MHSA, WET, FSP Coordinators; Ethnic Services Managers • Consumer and Family Organizations: NAMI, Network, UACF, Empowerment Centers, Wellness Centers, Consumer Employment Summit • Responses received • Survey opened 460 times • Partial completions: 102* • Completed surveys: 175 * There were no significant differences in the demographic characteristics of those completing and partially completing the survey. The results reported here are from the 175 completed surveys.
Respondents: Demographic Characteristics Gender Female 73% Male 26% Transgender 1% Sexual Orientation Heterosexual 89% LGBT 8% Other 3%
Respondents: Roles Note: Percentages more than 100% because of respondents checking more than one category. The category of “other” was reclassified to produce this table. Subsequent analyses by role do not include these reclassifications.
Survey Format • List of 46 statements which represent either • Potential challenges/barriers: • “Stigma within mental health agencies prevents useful identification and descriptions of job roles for clients, families, parents/caregivers staff” or • “Having to interview everyone on an existing hiring list is a pre-existing job description is used for a new position” • Necessary components for effective employment: • “Adequate benefits counseling exists in multiple languages” or • “Preparing co-workers to be welcoming and helpful • Respondent indicates whether the statement is a challenge, if a solution has been found, or if unknown or not applicable
Categories of Statements • Recruitment and hiring (12 statements ) • Current workforce attitudes and resistance (7 statements) • Jobs and careers (6 statements ) • Pay and benefits (6 statements ) • Pre and post employment training (7 statements ) • Supervision, support and accommodations (8 statements )
Unknown and Not Applicable Responses • Range of unknown and not applicable is relatively high • <20% 18 statements • 20–29% 17 statements • 30%+ 11 statements • This means the percentages of challenges might be even higher than reported, i.e. the percentages would be higher if we excluded the DK/NA
Statements with 60%+ As A Challenge • Career advancement is a major challenge • “Limited career advancement opportunities” the most frequently cited challenge (75%) • “Stigma within mental health agencies prevents development of career ladders that acknowledge and value C-F-P/C experience and expertise (61%) • Historical patterns are seen as important barriers • “Historical mistrust between the MH system and racial, ethnic, and cultural communities including LGBTQ, impacts the organizational environment (64%)” • “Historical policies, practices,, and/or funding patterns are a barrier to creating C-F-P/C job opportunities (64%)” • “Historical disparities within the MH system prevent the development of community partnerships and relationships necessary for effective recruitment of culturally diverse C-F-P/C employees (60%)”
Statements with >50% Saying a Challenge • Workforce attitudes and resistance • “Some co-workers would be uncomfortable (fear of job loss, confidentiality issues, etc.) (58%) • Some co-workers and managers do not acknowledge the benefit of employees with C-F-P/C experience (58%) • Some clinicians fear having clients as fellow employees could jeopardize their licensure (e.g. boundary issues, inappropriate contact, etc.) (53%) • “Some people think it is inappropriate to employ individuals with C-F-P/C experience (51%) • Jobs and careers • Stigma within MH agencies prevents useful descriptions of job roles for C-F-P/C staff (55%)
Statements with >50% Saying a Challenge (cont) • Pay and benefits • “Ease of hiring into full-time positions” (61%) • “Adequate benefits counseling in multiple languages” (54%) • “Ease of providing health benefits” (50%) • Pre and post employment training • “Orientation and initial training needs are unclear” (57%) • “Peer, family, and parent/caregiver training programs are non-existent or not well developed”(58%) • Recruitment and hiring • “Engagement and outreach to C-F-P/C from racial/ethnic/cultural specific communities” (51%)
Summary of Most Cited Challenges • Lack of career opportunities and advancement • Historical attitudes and patterns within the MH system against C-F-R/C and ethnic communities • Co-worker attitudes and system stigma • Clarification of need for and provision of training for C-F-P/C • Specific human resource policies and practices • Lack of effective outreach to ethnic/cultural communities in recruitment of C-F-P/F
Differences Among Subgroups • What differences are there, if any, between the responses of consumers, family members, and employers*? • What differences are there, if any, between respondents of different ethnic background? • Are these differences reliable? • What accounts for the differences? • What implications do the differences have for the WWT agenda? *Note: The persons who answered “other” on the initial identification of role are NOT included in these analyses. See Note on Page 5.
Items Where Consumers & Family Members See Greater Challenges than Employees Consumer Family Employee “Some people think it is inappropriate to employ individuals with C-F-P/C experience.” 55% 62% 44% “Some co-workers would be uncomfortable (fear of 69% 69% 53% job loss,confidentiality).” “Some co-workers and managers do not acknowledge 63% 70% 53% the benefit of employees with C-F-P/C experience.” “Some managers appear to want a few C-F-P/C 57% 64% 42% employed only to please reviewers, auditors.” “Stigma within MH agencies prevents useful 62% 58% 45% descriptions of job roles for C-F-P/C staff.” “Some managers and co-workers do not acknowledge the potential for reducing disparities as a result of 57% 64% 42% hiring culturally diverse C-F-P/C.” Note: All statements in which the percentage citing as a challenge among employee subgroup at least 10% lower than the lower of the consumer or family member subgroup.
Challenges Cited More Often by Family Members than Consumers Consumers Family “Soliciting input from C-F-P/C in creating 24% 48% specifically designated positions.” “Peer, family and P/C training programs are 56% 72% non-existent or not well developed.” “Preparing co-workers by offering education about organizational culture and its impact on stigma and 29% 51% discrimination.” “Providing transitional support and information regarding re-entry to services is needed upon C-F-P/C 39% 54% resignation or termination.” “Traditional degree requirements for non-traditional 36% 57% positions geared towards C-F-P/C positions.” “Hiring as ‘independent contractors.’” 36% 52% Note: All statements in which the percentage rating as a challenge was at least 15% higher for family members than consumers.
Summary of Role Subgroup Analysis • Family members appear to see more challenges than the other two groups • An exception is in the the area of recruitment and hiring where the employer group sees more challenges • Consumers and family members have higher ratings than employers for the challenges related to attitudes, stigma, historical tendencies • Family members see more challenges than consumers in • Certain specifics of the job • Lack of training programs • Preparing co-workers
Examples of Items with Major Discrepancies AA Asian White Latino Native “Linking with an educationalprogram designed to prepare 46% 73% 42% 46% 83% C-F-P/C for employment.” “HR communication with applicants during application process 31% 60% 30% 29% 33% regarding job requirements and/or benefits.” “”Having to interview everyone on an existing list.” 36% 70% 38% 32% 33% “Traditional degree requirements for non- traditional positions 38% 80% 45% 48% 33% positions geared towards C-F-P/C positions.” “Preparing co-workers by offering education about organizational 50% 46% 38% 54% 83% culture and its impact on stigma and discrimination.” “Ease of hiring into flexible positions.” 50% 54% 41% 54% 100% “Providing supports required by a person’s work assignments.” 38% 46% 35% 36% 67% “Ongoing training to improve job performance.” 71% 45% 46% 37% 67% “Stigma with MH agencies prevents useful descriptions of job 71% 82% 52% 56% 33% roles for C-F-P/C staff.”
Reliability and Meaning of Differences by Ethnicity • Numbers of respondents are small for some groups • African Americans: 14 • Asians: 11 • Native Americans: 6 • Meaning of differences • Why would Asians report more challenges with recruitment and hiring? • Why would Native Americans report more challenges with training and with supervision, support and accommodations? • Why would African Americans report more challenges with jobs and careers? • Why do Latinos generally report a lower level of challenges?
Summary of Ethnic Subgroup Analysis • The data show significant differences in perceived challenges among ethnic groups • Asians and Native Americans perceive more challenges followed by African Americans • The type of challenges appear to differ some by ethnic group • More work is necessary to verify the reliability of findings and understand their meaning • WWT agenda would appear to need to be at least somewhat targeted by ethnicity
Solutions by Types • Solutions were noted by many for some challenges, particularly • The concrete elements of recruitment and hiring – job descriptions, job qualifications, HR communication • Some elements of pre and post employment training • Providing supervision, supports and accommodations • Solutions were noted more rarely for • The workforce attitudes, resistance, sigma • Career advancement • Pay and benefits
Where to Look for Solutions • More consumers (than family or employers) report solutions for • Recruitment and hiring issues • Pay and benefits issues • Supervision, support and accommodation issues • Employers report more solutions for current attitudes and resistance challenges
For more information about WWT: www.workingwelltogether.org (916) 379-5380
Implications for Follow-Up Information Gathering Efforts • As the Project shares this information it should explore the following: • Why there are differences in perceptions and/or experiences among consumers, family members, and employers about certain challenges, e.g. why to family members perceive more challenges? • Why there are differences in perceptions and/or experiences among different ethnic groups about certain challenges, e.g. why do Asians and Native Americans perceive more challenges?
Implications for Project Activities • How can information best be gathered from survey respondents (and others) about the perceived solutions (and whether they are effective)? • Information needs to be gathered from stakeholders and from the literature about how to better solve the “softer” challenges related to historical patterns, attitudes, stigma that are challenges for effective C-F-P/C employment. • Solutions will need to be sought for some challenges which appear high on everyone’s list, e.g. how to provide career opportunities for advancement for C-F-P/C employees.