Diversity Marketing Outreach: An Update [HC3]
Transcript of Diversity Marketing Outreach: An Update [HC3]
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Hum an Capital Por tfolioW ednesday W ebinar Series
Diversity Mar keting Outreach:A Status Repor t
December 1, 2010
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Housekeeping
Questions
Please subm it your questions via the chat
feature. W e w ill have about 15 m inutes for
Q&A at the end of the webinar .
W ebinar / Slide Deck Ar chive:An ar chive of the w ebinar a nd the slide deck
w ill be posted by Decem ber 3, 2010 her e:
http://www.rwjfleaders.org/resources.
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Agenda
W elcom e ~ Diversity Matters
Linda Wr ight Moor e
Speakers
rez, PhD, MPA, MAR W J F S e n i o r P r o g r a m O ff ice r
Gwen McKinney,M cKinn ey & Asso c ia t e s
Jacquelyn C. Cam pbell, PhD, RN, FAANR W J F N u r s e Fa c u l t y S c h o l a r s , N a t i o n a l Di r e ct o r
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Diversity Matter s
Linda W right Moor eRWJF
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Always remember that you are absolutely unique.
Just like everyone else. ~ Margaret Mead
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Premise
RW JF Mission:
Diversity and inclusion are core values of the RobertWood Johnson Foundation, reflected in our GuidingPrinciples. We value differences among individualsacross multiple dimensions including, but not limitedto, race, ethnicity, age, gender, sexual orientation,physical ability, religion and socioeconomic status
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Premise
We believe that the more we include diverse
perspectives and experiences in our work, the
better able we are to help all Americans live
healthier lives and get the care they need. In
service to our mission, we pledge to promote
these values in the work we do and to reflect
on our progress regularly.
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The Landscape
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The Landscape
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Population dem ographicsfor the country:
2008: 33% are racialand ethnic minor ities
2050: 54% pro jectedw ill be r acial and ethnicminorities
2008 Census Data
33%
54%
0%
10%
20%
30%
40%
50%
60%
2008 2050
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The Landscape
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Num ber of m inority studen ts in pipelineof hea lth car e disciplines:
Medical: 14.5%
Dental: 12.2%
Nursing: 18.4%
* 2008 Cen sus Data
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The Landscape
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RW JF Wo rkforce Investm ent:The Hum an Capital program s wor k toensur e that the n ation has a diverse,
w ell-trained w or kfor ce to m eet thehealth care needs o f all Am ericans.
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Leadership developm ent
Research & an alysis
Diversity
Medical, nursing, and dental
workforce
Health and health policy
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The Landscape
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Focus on Diversity
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Race
Ethnicity
Geography
Gender
Multi-disciplines
Socio-econo m ic status
The Landscape
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The Landscape
W h a t Do es
Div er s i t y L o o k L ik e ?
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The Landscape
Virginia Comm onw ealth UniversityDental School Staff
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It Can Be Done
New Connections Scholars (2006 2008)& RW JF Senior Program Officer Debra Joy Prez
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It Can Be DoneNew ConnectionsIncreasing Diversity of RW JF Program m ing
rez, PhD, MPA, MA
R W J F S e n io r P r o g r a m O ff ice r
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It Can Be Done
W hy NewConnections?
A Winning Experiment(deploying effectivetactics that can beadapted to all programs)
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It Can Be Done
A Model to Replicate
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It Can Be Done
New TacticsTried & Tested
Outreach
Events
Interviews
Partnerships
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It Can Be Done
Mentoring
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Speed Mentoring
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It Can Be Done
W hen to Retool the Tactics
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Sustained OutreachColor ing Outside the Lines
Gwen McKinney
McKinney & Associates
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Reach Diverse Applicants
W here They Are
The Dakotas
Mississippi
Indian Coun try
Rur al Com m unities
Sustained Outreach
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Race
EthnicityGender
Geography
Discipline
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Priming the PipelineJazm in VillavicencioFeatured In:
Tribal public
television
Hispanic Outlookmagazine
Spanish PSA
Sustained Outreach
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PosterHorizontal Banner
Ad
Brochure
FlyerVer tical Ban ner
IMAGINE TOMORROW Toolkit
Sustained Outreach
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Meet Sonya
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Sustained Outreach
Health & Society Scholars
MBA, PhD
Trained inmarketing/health policy
Her message resonatesfrom APHA to NABJ
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Meet Lisa
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Sustained Outreach
Nurse leader
UNM Nursing Collaborative
doctoral candidate
Delivering primary care atIndian Health Services in
Phoenix, AZ
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Sustained Outreach
RW JF Online:The Multicultur al Newsr oom
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Recru it New Candidates Throu gh
RWJFLeaders.org
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Sustained Outreach
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Success Depends on Cross Team Execution
Diversity Liaison Effor ts:
Six program participants
Defining goals and targets
Identifying alternative paths to pur sue
Recasting sam e info with languagedesigned to attract tar gets
The Strategic Alliance Toolkit
Sustained Outreach
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Tactics in Pr acticeNurse Faculty Scholars
Jacquelyn C. Cam pbell, PhD, RN, FAANRW JF National Pro gram Director
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Tactics in Pr actice
Develop the next genera tion of national leaders in academ ic
nur sing through career development aw ards for ou tstanding
junior nur sing faculty.
Robert Wood Johnson Foundation, NFS NAC, and NFS program
staff recognize that crucial for nursing to increase the diversity ofits workforce for the 21st century - therefore co m m it ted to
increasing diversity of faculty leaders in order for this to be
accomplished (RWJF/IOM report on the Future of Nursing -
IFN)
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Tactics in Pr actice
Strengthen the academ ic productivity & overall
excellence of nursing schools by providing
m entorship, leadership training, salary & resear ch
suppo rt to junior faculty
Diverse workforce requires diversity of students &faculty of SONs providing institutional leadership for
diversity part of NFS Leadership Training
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A nursing school can nominate one candidate annu ally
May have no more than two active scholars at any one time (so that researchintensive -majority white- institutions do not take all slots)
Eligibility Criteria a ltered to fit realities of Mino rity Serving Institutions
Junior faculty are defined as those who have been in a faculty position aftercompleting their doctorate for at least two and no more than five years at the start
of the program, and u s u a l l y are at the instructor or assistant professor level
One of 8 Selection Criteria
Evidence that candidate has a commitment to racial, ethnic, gender and culturaldiversity in nursing
34Jennifer Doering, PhD, RN
NFS 2008 Cohort
Tactics in Pr actice
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CFP feature scholars from
Research in Action series andprom inently display on w ebsite
Picture bios-scholars & NAC
Prom inent nur sing leaders and
scholars from d iverse backgroun dsused in ALL leadership training
Post materials on w ebsites,newsletters, etc. where nu rsesfrom diverse backgrounds go
Tactics in Pr actice
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Ensur ing a Diverse Pool of CandidatesRecru itm ent at Minority ServingInstitutions and less resear ch
intensive institutions with highpropor tions of ethnic mino rity faculty(e.g. UT system )
Tactics in Pr actice
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Ensuring a Diverse Pool of Candidates
Bu ild Strategic Alliances
Partnerships
Feed the pipeline
Enlist Scholars
Engage the NAC
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Tactics in Pr actice
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W ebinar for Deans of Minority ServingInstitution Schoo ls of Nursing on their ro le inor chestrating the application pr ocess
Tap scholars to recr uit potential applicants
Connect with Alum ni Netwo rk
Tactics in Pr actice
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Reach Influencers
Build Sustainable Structure
Sufficient Resour ces
Tracking System
Professional Orgs./Societies
Tactics in Pr actice
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42 active scholars at 36 different schools ofnursing
8 (19%) nurse scholars who are men
11 (26%) scholars from ethnically diversebackgrounds
28 scholars (66%) at non-research-intensive
schools of nursing Randy Jones, PhD, RNNFS 2009 Cohort
Tactics in Pr actice
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The Net Result *
* RWJF NFS Program Data (September 2010)
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Questions & Answ ers
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Closing Notes
Linda W right Moor eRWJF