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Laguna Honda Strategic Goal: Cultural HumilityJ O H N G R I M E S , C O O
R O N A L D R A D O C , LV N
M I C H A E L M I K O L A S E K , R N
M A D O N N A V A L E N C I A , C N O
Objectives1. By 2020, Laguna Honda will have provided mandatory cultural humility trainings for staff with
100% participation.
2. Create regular events/venues for the Laguna Honda community, including staff, volunteers, residents and families to discuss cultural humility.
3. Establish metrics to assess and measure progress (such as surveys) and produce reports to demonstrate outcomes of success.
4. Review demographics between current employees, volunteers and residents. Initiate a plan to create succession planning, pipeline development, targeted recruitment and hiring to address disparities.
5. Implement an effective language access program that meets the City’s Language Access Ordinance.
Background• “Years of Lost Life” study by Tomas Aragon
• African American individuals had more misdiagnoses/severe diagnoses than their Caucasian counterparts
• African Americans were being prematurely discharged from health care settings
• African Americans make up 4% of population of San Francisco• 35-40% are African American are clients in Behavioral Health, Clinics, hospitals and
other sections of DPH
Comparison of age-standardized expected years of life lost rates(San Francisco, 2003 – 2004)
Leading Causes of Premature Death (San Francisco, 2003 – 2004)
Men Women
Background (cont.)• BAAHI was formed based on studies of premature
deaths of African American residents in San Francisco
• Three Pillars of BAAHI:• Workforce Development Group
• Cultural Humility
• Collective Impact
• Complaints of racial inequity in all sections of DPH
• Dr. Ken Hardy teamed up with DPH for the rollout of Cultural Humility
Definition of Cultural HumilityMelanie Tervalon, MD, MPHJann Murray Garcia, MD, MPH
The practice of cultural humility has 3 dimensions:
1. Lifelong learning & Critical self-reflection
2. Recognizing and challenging power imbalances for respectful partnerships
3. Institutional accountability for organizations
Trainings
CURRENT
• SMART Training
• Racial Humility Training
• Trauma Informed Systems
• LGBTQ – Open House Training
FUTURE
• REAL Data Capture
• SOGI Training
• Crisis Prevention (CPI) Training
• Customer Focused Communication Training
• Book Club Group
• A Class Divided
• Color of Fear
• Business Language Video
• Cultural Humility Segment – HWO
Events: Black History Month 2017
Post-Traumatic Slave Syndrome
Multicultural Group Charge to create venue for the Laguna Honda community, including staff, volunteers, residents and families to discuss cultural humility and diversity.
Open mindedness
Good Facilitation
skills
Positive Attitude
Ability to Manage Conflict
Open to learning other
Cultures
Workforce Diversity
Interrupt. Predict.
Organize. (IPO)
FACES
Volunteer Program
SF Youth works
Language Access Ordinance
The community also needs to comply with San Francisco’s Language Access Ordinance. This dictates all vital documents are made available in threshold languages (Chinese, Spanish, Tagalog, Russian and Vietnamese).
Resident/Patient forms and documents (i.e. resident guidebook, vital documents through Admissions and Eligibility, consents) are translated in the five threshold languages.
Various ways of meeting linguistic needs:
Language Assistance by LHH certified staff
Video Medical Interpretation (VMI)
Access to ZSFG Interpreter Services
Metrics1. Staff Compliance Rate for Cultural Humility Training
2. Attendees feedback and evaluation after each event & trainings
3. Annual report from Human Resource Department on staff and patient demographics.
4. Annual report by Human Resource in collaboration with LHH Department Managers of efforts to enhance pipeline development, targeted recruitment and hiring to address disparities.
5. Ensure feedback through surveys regarding topics such as race/culture from the workforce & residents
Cultural Humility Workgroup
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