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School of Medicine 3 rd Annual Cultural Competence Conference - March 28, 2014 Women in Healthcare and Science: Culturally Competent Mentoring for Healthcare.

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Presentation on theme: "School of Medicine 3 rd Annual Cultural Competence Conference - March 28, 2014 Women in Healthcare and Science: Culturally Competent Mentoring for Healthcare."— Presentation transcript:

1 School of Medicine 3 rd Annual Cultural Competence Conference - March 28, 2014 Women in Healthcare and Science: Culturally Competent Mentoring for Healthcare Professionals Linda Edmonds Turner, PhD Commonwealth of Massachusetts Executive Office of Labor & Workforce Developmen t Deputy Director - Department of Industrial Accidents 1

2 Introduction Greetings Target Audience of Conference All healthcare professionals community organizations staff Goals Foster an environment that will enhance interpersonal interactions within our health care system Ensure the delivery of culturally competent medical care and services to the community 2

3 My Journey  Native of Virginia  Farming community in Halifax County  Segregated schools/ southern culture  Graduate from Mary Bethune High School My parents, Hula and Thelma Edmonds (all black) & children (Gilda, Linda, Carlos, Sandra) 3

4 My Journey First generation college: Virginia Tech, Michigan State, Harvard University Linda Edmonds VA Tech Freshmen 1967 Archery Class VA Tech Burruss Hall & Drill Field Old & New Composite Photo (2014) 4

5 My Journey Linda Edmonds, Va Tech Linda Edmonds VA Tech Commencement 1970 My Mother My Father at my Commencement 5

6 My Journey Multiple Career Paths Corporate  Whirlpool Corporation DuPont Company Polaroid Corporation Higher Education  VA Tech Univ. Michigan State Univ. Harvard Univ. Dean College Howard Univ. Urban College of Boston Roxbury Community College  International K-12 Accreditation/NEASC 6

7 Methodology My experience and knowledge base in various culturally competent mentoring roles as mentor and mentee Interviews and insights from experts in a variety of organizations and students Literature from corporate America, higher education and healthcare 7

8 Research/Literature Observations  1970s - Large private-sector corporations introduced mentoring (Buddeberg-Fisher & Herta, 2006)  1980s - Corporate focus for women Managing up; glass ceiling  By the 1990s the mentoring concept spread to academia and various medical pro- fessions with nursing being on the forefront of the approach 8

9 Research/Literature Observations  Georgetown University, National Center for Cultural Competence, conducted a literature review (2012) on the presence of mentoring studies in the medical literature. The literature review revealed: Mentoring Studies in the Medical Literature Study Keyword 1990-1999 2000-2011 Mentor 1,789 studies 7,368 studies Mentor/minority student 47 108 Mentor/minority 19 92 ______________________ National Center for Cultural Competence, Center for Child and Human Development. “Mentoring - An Evidence- Based Strategy to Increase Diversity Among Students and Faculty from Racial and Ethnic Groups Underrepresented in Maternal and Child Health Training Programs.” Georgetown University 2012 http://nccc.georgetown.edu 9

10 Research/Literature Observations  Most mentoring research addresses US programs  Mentoring has become a national priority.  2002 – January designated “National Mentoring Month”  Huge increase in cultural competence & cultural competence literature in last 10 years. Mentoring a Child Stamp Issued by US Postal Service in January 2002 10

11 Demographics & Need US Census Population Projections (2012) 2015 2060 Whites* 77.4% 68.9% Non-Hispanic Whites 61.8% 42.6% African Americans** 13.2% 14.7% Asian Americans** 5.3% 8.2% Multi-racial Americans** 2.6% 6.4% Hispanic/Latinos** (of any race) 17.8% 30.6% Non- Hispanics/Latinos (of any race) 82.2% 69.4% 2014 - US pop. 318 million 2050 - 439 million  3 rd most populous country in the world; Very urbanized; 82% in cities & suburbs  Fastest growth - minorities  Changing focus for healthcare  Estimate: personnel 70% cost of healthcare  Great need for Culturally Competent Mentoring _________________________________________________ *Including Hispanics & some other race ** Including Hispanics 11

12 Interviews/Insight Sandra Edmonds Crewe, MSW, PhD, ACSW (My sister) Interim Dean The School of Social Work Howard University, Washington DC  Over 20 years of leadership in community based organizations.  Research focus- Social welfare policy,aging policy, kinship care, student outcomes.  Sandra wrote the title of my First “official” presentation on culturally competent mentorship for a women’s leadership conference at Oxford University in 2006: “Culturally Competent Mentoring: The Key for Successful Outcomes for Women Who are First-Time or Non- Traditional Students.” 12

13 Interviews/Insight  Healthcare and hospital administration, Professor of Psychiatry Harvard Medical School.  Focus -Health policy, management and academic leadership.  Recognized community leader in Boston, Dr. Gottlieb also focuses his attention on workforce development and disparities in healthcare. Gary Gottlieb, MD, MBA President & CEO Partners Health Care Boston, Massachusetts 13

14 Interviews/Insight Joan Y. Reede MD,MS,MPH,MBA Dean for Diversity & Community Partnership Harvard Medical School Boston, Massachusetts  Appointed as the first Dean for Diversity and Community Partnership in Jan. 2002.  Responsible for the comprehensive program that provides leadership, guidance, and support to promote the increased recruitment, retention, and advancement of under-represented minority faculty at Harvard Medical School (HMS).  This charge includes oversight of all diversity activities at HMS as they relate to faculty, trainees, students, and staff. 14

15 Interviews/Insight  Heads RCC’s healthcare certificate and Associate of Science  Degree in Nursing programs. Graduates eligible to take NCLEX-RN exam to become registered nurses.  Committed to diversifying Boston’s nursing workforce by providing well-rounded academic and clinical programs. Gloria Harris Cater PhD, FNP-BC,RN Dean of Health Sciences Roxbury Community College Boston, Massachusetts 15

16 Interviews/Insight Marta Rosa, MS Director/Partnerships/Diversity Wheelock College Boston, Massachusetts  Has organized numerous local, state, and national forums on innovation and engagement. Some of these efforts include Massachusetts Annual Community Dialogue on Early Education and Care, Family Child Care Summit.  She has held numerous leadership positions including: first Latina elected in 1989 in Chelsea, MA, serving in School Committee, City Council, and Planning Board. Expertise in constituency building, diversity, social justice, developing grass- roots and community-based organizations. 16

17 Interviews/Insight  By the numbers, 41% of UMass Boston’s nearly 16,000 students are ethnic minorities or students of color, and they hail from more than 80 countries.  The most diverse university in Massachusetts and one of the most diverse public universities in the United States.  Dr. Motley has a student services background and is on numerous workforce development committees and closing the achievement gap initiatives. Dr. Keith Motley, President University of Massachusetts - Boston 17

18 Interviews/Insight Dr. Elsa Núñez, President Eastern Connecticut State University  On numerous boards including Hartford Healthcare; Chair - Commission on Institutions of Higher Education of the New England Association of Schools and Colleges (NEASC).  Author of “Pursuing Diversity” (1992) and has published numerous articles in the areas of language acquisition, diversity, academic attainment in higher education, cultural differences in education and retention.  A very motivational speaker. 18

19 Interviews/Insight Rev. Cheng Imm Tan, Immediate Past Director Mayor’s Office of New Bostonians, Boston, Massachusetts Purpose: To strengthen the ability of diverse cultural and linguistic communities to play an active role in the economic, civic, social and cultural life in the city of Boston. Catalyst for providing opportunity, access and equality for immigrants, and highlights the contributions and the essential role that immigrants have played and continue to play in making Boston the world class city that it is.  ALSO, insight from numerous students, human resource experts, executive coaches, corporate/business employees, faculty and community members. 19

20 Definitions Texas Tech University Health and Sciences Center Culture Cultural Competence Culturally Competent Mentoring 20

21 Definitions  Culture: Culture is the lens through which individuals Perceive and inter- pret the world and create meaning in their everyday life.  Lens which we see individuals ….. Race Physical Ability Ethnicity Mental Ability Sex /Sexual Physical appearance Orientation Personality Traits Education Values & Age Motivation Language Family Structure Marital Status 21

22 Definitions  Cultural Competence Cultural competence is a set of cultural behaviors and attitudes integrated into the practice methods of a system, agency, or its professionals, that enables them to work effectively in cross-cultural situations.  Cultural competence is a dynamic lifelong learning process. ---Journal of Transcultural Nursing, Vol. 20 N. 3, 2009  Cultural competence or “cultural intelligence”?? 22

23 Definitions  Mentoring vs Advising In academic environments advising typically involves giving information on course requirements for a specific major/minor. Mentoring goes much further – Discussions about career choices, life goals of mentee 23

24 Definitions Culturally Competent Mentoring The ongoing process of gathering and utilizing knowledge, information and data from and about your mentee, his/her family, his/her peers, and his/her community. This information is integrated and serves to transform specific skills and strategies that enhance the quality and effectiveness of your mentoring relationship. - K-Town Youth Empowerment Network 24

25 Definitions My Mentors  Elementary/high school teachers/college professors/education administrators  Corporate/social service/political Laura Jane Harper, PhD Edward Woolard Robert Coard First woman Dean Former Chair of the Board/ Pres. President & CEO Virginia Tech DuPont Company Action for Boston Community Development 25

26 “ Tried and True” Culturally Competent Mentoring Strategies It’s all about people and success! Consumer Product Marketing Construct To launch a new product: 5 Questions: Who? What? When? Where? Why? The focus: The customer is the central focus of your brand/your business 26

27 “Tried and True” Culturally Competent Mentoring Strategies  Mentoring Models 1) Self-Mentoring: Mentee actively searches for information he/she needs from a variety of sources 2) One-on-One Mentoring: Informal or formal program 3) Formal/Institutionalized Mentoring (E.g. Harvard Administrative Fellows Program) 4) E-Mentoring  Mentoring at the Urban College of Boston Story: Tra & Sylvia 27

28 “Tried and True” Culturally Competent Mentoring Strategies  The Mentor/Mentoring Program Attitude, enthusiasm, an advocate (“You Look good— but can you play!!!) MA Senator Elizabeth Warren Successful mentors/sponsors want to see others advance, invest time, energy toward success, lead and offer direction 28

29 “Tried and True” Culturally Competent Mentoring Strategies “Special” Mentor provides safe, welcoming environment Stay Informed (Manage by walking about) Mindful listening DO NOT violate confidentialities/ Close doors ASK WHY?? 29

30 “Tried and True” Culturally Competent Mentoring Strategies Insist on diversity in hiring Offer opportunities to diverse faculty/staff/students in addition to diversity initiatives Diversity within each racial group Acknowledge race “You know my name!” NO nicknames unless given permission Begin early with mentoring programs Assume the mentee is/can be successful!!! Challenge mentee to aim higher 30

31 “Tried and True” Culturally Competent Mentoring Strategies Share personal experiences Participate in cultural events with mentee Recommend readings, programs, events, make introductions (increase exposure) Avoid stereotyping and misapplication of scientific knowledge (Never say …..) 31

32 “Tried and True” Culturally Competent Mentoring Strategies Cultural/racial jokes are dangerous (No, you don’t know me that well!!) Listen to your instincts-- If that little voice says maybe I shouldn’t say this---Then don’t say it!! Language, language, language International travel/partnerships Watch hand gestures! 32

33 “Tried and True” Culturally Competent Mentoring Strategies Women & children (timing issues) Age-- each person, each generation brings something different and valuable to your organization (“Bouncy Ball”) Include community input at the planning and development stage Follow-up, follow-up, follow-up 33

34 “Tried and True” Culturally Competent Mentoring Strategies Mentoring Handbooks Incorporate mentoring activities/programs in strategic plan Everybody has a bad day now and then!!!”  Problems “Black Tax/Minority Tax” Stigma of mentoring (focus remedial/struggling students) Understand there is no recipe--- culturally competent mentoring is continually evolving! 34

35 Session Participant Questions angelou Though Different, Our Paths Have Similar Turns: Prepare for the Journey! “Perhaps travel cannot prevent bigotry, but by demonstrating that all peoples Maya Angelou cry, laugh, eat, worry, and die, it can introduce the idea that if we try and understand each other, we may even become friends.” “I made a difference for that one.” 35

36 Closing Remarks - Thank You! 36

37 3 rd Annual Cultural Competence Conference - March 28, 2014 ______________________________________________________________________________________________________ Cover: Flag draped woman was in Hurricane Katrina August 2005. The photo was taken outside the Louisiana Superdome in New Orleans where thousands of New Orleans residents sought shelter. Concurrent Session # 3: Women in Healthcare and Science: Culturally Competent Mentoring for Healthcare Professionals Location/Time: Doubletree Hotel by Hilton El Paso Downtown/City Center, Salon (2:00 - 3:30 PM) Presentation Outline 1 ) Introduction 2) My Journey 3) Methodology 4) Research/Literature Observations 5) Demographics & Need 6) Definitions 7) Interviews/Insight 8) “Tried and True” Cultural ly Competent Mentoring Strategies 9) Session Participant Questions 10) Closing Remarks Learning Objectives 1) Participants will better understand academic evidence about the importance of culturally competent mentoring. 2) Participants will be able to compare and contrast various mentoring approaches vs advising. 3) Participants will leave with some “tried and true” practical approaches to improve their effectiveness in culturally competent mentoring. Presentation Outline Executive Summary Linda Edmonds Turner Bio Linda Edmonds Turner Contact Information & Starfish Story 37

38 Executive Summary The Texas Tech University Health Sciences Center/School of Medicine - El Paso sponsors its 3 rd Annual Cultural Competence Conference on March 28, 2014. “This educational conference is designed for all healthcare professionals and community organizations staff, to foster an environment that will enhance interpersonal interactions within the healthcare system to ensure the delivery of culturally competent medical care and services to the community.” (Conference Brochure, 2014) Linda Edmonds Turner, PhD has been invited to serve as a guest speaker/faculty on the topic of mentoring faculty and other healthcare professionals in the Women in Healthcare and Science Track. The title of her presentation is “Women in Healthcare: Culturally Competent Mentoring for Healthcare Professionals.” Culture is the framework through which a person views the world. Understanding culture (which includes ethnicity, race, education level, language and other elements) is central to acquiring cultural competence and culturally competent mentoring leadership skills. Moreover, research and experience have shown that by acknowledging the unique healthcare conditions of low-income racial and ethnic minorities, and by recruiting, hiring and retaining culturally competent professionals the healthcare organization increases faculty, staff and student satisfaction, as well as improves its delivery of patient centered care. The presentation includes definitions and discussion on culture, cultural competence, and culturally competent mentoring. In addition, the presenter provides observations on mentoring history and research literature for various organizations in corporate and academic settings. The methodology utilized in this presentation leans heavily on the presenter’s 40 years in leadership roles in corporate and academic environments as both a mentor and a mentee in informal and formal/ institutional mentoring programs. Additionally, the presenter draws upon interviews and interactions with a variety of professionals, colleagues and students. The presentation concludes with some practical lessons learned and “Tried and True Mentoring Strategies” that the participants can use to improve their culturally competent mentoring skills. 38

39 Linda Edmonds Turner, PhD Deputy Director – Department of Workforce Development Tel: 617-727-4900, Ext. 7353 1 Congress Street, Suite 100 - 10 th Floor Fax: 617-727-7470 Boston, MA 02114-2017 Email: Dr. Linda Edmonds Turner has held senior leadership positions in higher education, corporate, and government/ public policy organizations. In March 2014 she was appointed as the Commonwealth of Massachusetts’ Deputy Director – the Department of Industrial Accidents. Dr. Turner has held two college presidencies, including Interim President of Boston’s Roxbury Community College (RCC) in 2012-2013 and nine years as President of the Urban College of Boston from 2002 through 2011. She also served as the Vice President & Chief Marketing Officer of Dean College in Franklin, Massachusetts for six years from 1996 through the summer of 2002. In 1989, Dr. Turner was appointed as one of nine Harvard University Administrative Fellows to study higher education models – a pilot program sponsored by Harvard University’s President Derek Bok. Additionally, Dr. Turner has had a very rewarding career in three Fortune 500 Companies–DuPont Company, Whirlpool Corporation, and Polaroid Corporation. Dr. Turner’s marketing and public relations expertise helped attract high-profile events to the 2,700 student Roxbury Community College. In 2013, she was the mistress of ceremonies at Massachusetts Senator Elizabeth Warren’s historic Senate Ceremonial Swearing-In which was held at RCC. That same year Dr. Turner also welcomed President Barack Obama to RCC for Congressman Ed Markey’s Senatorial Campaign Rally. A key accomplishment as President of the 1,200 student Urban College of Boston includes national recognition for excellence in bilingual programs. During her tenure as Vice President & Chief Marketing Officer of Dean College Dr. Turner received numerous regional and national awards for the College’s marketing and branding strategies. Active in international education programs, Dr. Turner has served as a member of the Commission on American & International Schools Abroad (CAISA) participating in K–12 accreditation team visits to the Dominican Republic, China, Ecuador, Costa Rica, England, and Mexico. In 2013, she was a visiting professor in Howard University’s “International Social Work Service Learning Program” in Cape Town, South Africa. Also, Dr. Turner was invited to Oxford University to present the Urban College of Boston’s culturally competent mentoring model at the Oxford Round Table Women’s Leadership Conference in England in 2006. Dr. Turner has received numerous awards and recognitions including the “2013 Woman of the Year Image Award” for her outstanding contribution to education and the community from Great Brothers of Soul (GBOS), a Boston area “Everyday People” community, civic, and small business organization. In 2009, the Greater Boston Chamber of Commerce Women's Network Advisory Board presented Dr. Turner with the prestigious “Excellence in Arts & Education Pinnacle Award.” Additionally, she has been active on a number of industry, community and educational boards including: the Board of Trustees of Endicott College in Beverly, Massachusetts; the Board of Directors of the Emerald Necklace Conservancy in Boston, Massachusetts; and Treasurer of the Association of Independent Colleges & Universities in Massachusetts (AICUM). Dr. Turner received a Ph.D. in Business Administration, MBA, and a B.S. in Clothing, Textiles & Related Art from Virginia Tech. Also, she holds a M.S. in General Ecology from Michigan State University and has completed a postdoctoral fellowship in Higher Education Administration at Harvard University. 39

40 Linda Edmonds Turner Contact Information & Starfish Story _____________________________________________ Linda Edmonds Turner, PhD Executive Office of Labor & Workforce Development Deputy Director - Department of Industrial Accidents 1 Congress Street, Suite 100 10 th Floor Boston, MA 02114-2017 Tel: 617-727-4900 Ext. 7353 Fax: 617-727-7470 Email: The Starfish Story Original Story by: Loren Eisley One day a man was walking along the beach when he noticed a boy picking something up and gently throwing it into the ocean. Approaching the boy, he asked, “What are you doing?” The youth replied, “Throwing starfish back into the ocean. The surf is up and the tide is going out. If I don’t throw them back, they’ll die.” “Son,” the man said, “don’t you realize there are miles and miles of beach and hundreds of starfish? You can’t make a difference!” After listening politely, the boy bent down, picked up another starfish, and threw it back into the surf. Then, smiling at the man, the boy said, “I made a difference for that one.” 40

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