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