Abstract
Two decades ago, the Sullivan Commission's report Missing Persons: Minorities in the Health Professions (2004) underscored the need to increase the number of professionals from underrepresented minorities in health care. The report stressed that, “the lack of minority health professionals is compounding the nation's persistent racial and ethnic disparities.” The Advisory Board (2021) recommends action in providing development, advancement, and promotion opportunities for Patient Care Technicians (PCT) who are people of color. The Bureau of Labor Statistics (2022) reports that 46% of certified nursing assistants identify as an underrepresented racial or ethnic minority, Patient care technicians (PCTs) provide a critical role in keeping patients safe by supporting their basic personal care needs. Historically, PCTs remain inadequately compensated and supported which is linked to high turnover and job vacancy rates for this workforce (Dill et al, 2020).
How employers can provide support for PCT advancement and development into the LVN role and provide opportunities for employment of LVNs in new staffing models? The attraction of LVN training programs gives graduates direct entry into the labor force with the opportunity to later upgrade their skills to become an RN. Recognizing the profound nursing shortage, units were selected to implement a new staffing model incorporating the use of LVNs. Education of staff included identifying the scope of practice within the institution, and prepared staff for differentiated practice. Training included presentations on delegation, roles, assignments, supervision, leadership, communication among team members and interpersonal relationships. The hospital partnered with our local community college to create a smooth transition from PCT to successful LVN student. With multiple lessons learned and outcomes reviewed leaders realized closing the gap in health care disparities includes supporting a diverse health care workforce.
Notes
References: Bureau of Labor Statistics. (2022). Nursing Assistants and Orderlies: Occupational Outlook Handbook: U.S. Bureau of Labor Statistics (bls.gov).
Crismon, D., Mansfield, K. J., Hiatt, S. O., Christensen, S. S., & Cloyes, K. G. (2021). COVID-19 pandemic impact on experiences and perceptions of nurse graduates. Journal of Professional Nursing: Official Journal of the American Association of Colleges of Nursing. 37(5), 857–865. https://doi.org/10.1016/j.profnurs.2021.06.008.
Dill, J., Akosionu, O., Karbeah, J., Henning Smith, C. (September 2020). Addressing racial inequity in the health care workforce. Health Affairs Forefront. 10.1377/forefront. 20200908.133196.
Hardeman, RR., Medina, EM., Kozhimannil, KB. (December 2016). Structural racism and supporting Black lives - The role of health professionals. The New England Journal of Medicine. 375(22):2113-2115. DOI: 10.1056/nejmp1609535. PMID: 27732126; PMCID: PMC5588700.
Harootunian, L., Buffett, A., O’Gara, B., Perry, K., Serafini, M., Hoagland, G. (June 13, 2023). A multipronged approach to alleviating the direct care workforce shortage. Health Affairs Forefront. DOI: 10.1377/forefront.20230608.815571.
Institute of Medicine. (2004). In the national compelling interest: Ensuring diversity in the health-care workforce. Retrieved from In the Nation's Compelling Interest: Ensuring Diversity in the Health-Care Workforce | The National Academies Press.
McClendon, S & Procto, K. (2021). American Nurses Association New York. ANA Urges US Department of Health and Human Services to Declare Nurse Staffing Shortage a National Crisis.
Sullivan, L. (2003). Missing persons: Minorities in healthcare workforce: A report of the Sullivan Commission on diversity in the healthcare workforce. 3875-Sullivan_Report_11.qxd (campaignforaction.org)
Sigma Membership
Beta Beta (Dallas)
Type
Presentation
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
DEI/BIPOC, Academic-clinical partnership, Workforce
Recommended Citation
Pine, Rosemary; Headley, Janelle; Yuill, Nancy; Blackwell, Leah; and Sisk, Bryan, "Making an Impact: Building a Workforce That Represents Our Community" (2025). Creating Healthy Work Environments (CHWE). 119.
https://www.sigmarepository.org/chwe/2025/presentations_2025/119
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Phoenix, Arizona, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Making an Impact: Building a Workforce That Represents Our Community
Phoenix, Arizona, USA
Two decades ago, the Sullivan Commission's report Missing Persons: Minorities in the Health Professions (2004) underscored the need to increase the number of professionals from underrepresented minorities in health care. The report stressed that, “the lack of minority health professionals is compounding the nation's persistent racial and ethnic disparities.” The Advisory Board (2021) recommends action in providing development, advancement, and promotion opportunities for Patient Care Technicians (PCT) who are people of color. The Bureau of Labor Statistics (2022) reports that 46% of certified nursing assistants identify as an underrepresented racial or ethnic minority, Patient care technicians (PCTs) provide a critical role in keeping patients safe by supporting their basic personal care needs. Historically, PCTs remain inadequately compensated and supported which is linked to high turnover and job vacancy rates for this workforce (Dill et al, 2020).
How employers can provide support for PCT advancement and development into the LVN role and provide opportunities for employment of LVNs in new staffing models? The attraction of LVN training programs gives graduates direct entry into the labor force with the opportunity to later upgrade their skills to become an RN. Recognizing the profound nursing shortage, units were selected to implement a new staffing model incorporating the use of LVNs. Education of staff included identifying the scope of practice within the institution, and prepared staff for differentiated practice. Training included presentations on delegation, roles, assignments, supervision, leadership, communication among team members and interpersonal relationships. The hospital partnered with our local community college to create a smooth transition from PCT to successful LVN student. With multiple lessons learned and outcomes reviewed leaders realized closing the gap in health care disparities includes supporting a diverse health care workforce.
Description
Closing the gap in health care disparities demands a diverse health-care workforce and this program plays a role in mitigating those disparities. Simultaneously promoting collaboration with an academic partner, the hospital developed an employer-based PCT – LVN transition program to support employee development, leading to career opportunities for minimum wage job earners.