United States Race/Ethnicity Projections (by percentage) HISPANIC

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1 The Kansas Hispanic and Latino American Affairs Commission was established in 1974 to serve as an advisory board to the Governor. There are seven commissioners who each serve four year terms. Current KHLAAC Commissioners are as follows: Topeka: Michael Munoz Topeka: Maria Herrera Schultes Lenexa: Marisel Sanchez Walston Kansas City: Lisa Garcia Garden City: Robert Deleon Wichita: Vacant One Vacancy United States Race/Ethnicity Projections (by percentage) HISPANIC WHITE BLACK ASIAN ALL OTHER

2 Growth of the Hispanic Population in Kansas Recruiting and Retaining Minorities in Long Term Care THE RECRUITMENT CHALLENGE My Story Employment by Major Industry Sector Fastest Growing Occupations: Occupational therapy assistants Physical therapist assistants Physical therapist aides Home health aides Industries with the Fastest Growing and Most Rapidly Declining Wage and Salary Employment

3 Leading Age Report from 2007 Labor growth between 2000 and 2020 will rely on immigrants and people aged 55 and over. Immigrants are a particularly important source of labor in the home care sector. They are a growing force in the nursing profession. They may be more willing than U.S.-born natives to work in caregiving occupations with lower wages. Changes in immigration laws can have a big impact on their supply. Recruitment campaigns and incentives could be targeted at sources of labor that have been poorly tapped, such as Hispanics and African Americans who are underrepresented in nursing careers, unemployed immigrants who were trained in health care in their native countries, young people coming out of high school who might never have considered a career in long-term care, individuals with disabilities, unemployed males or mothers with young children and retirees who may only want to work part-time. Such campaigns should involve planning and financial support from coalitions of employers, unions and other worker groups, professional associations and educational institutions. They could be implemented in areas where workforce shortages are acute. Leading Age Report from 2007 continues Immigrants are already a critical part of the paraprofessional workforce and could play a key role in reducing shortages among the ranks of professionals. The following types of questions need to be explored: What role are immigrants playing in helping to fill the demand for professional and paraprofessional long-term care jobs? How and where has it expanded/changed over the past 10 years? Why do they choose long-term care jobs? How are their attitudes toward long-term care careers similar to or different from those of native-born Americans? How does their retention compare with other personnel? What jobs did they hold before coming to the United States? Before I go on, how many read the report? How did you implement any of the recommendations?

4 Leading Age Report from 2007 vs. My recommendations When recruiting do you have someone in H.R. or a recruiter who is a minority? Do you have someone from that minority group who will vouch for your organization? It can also be a key community person. Team up with your local minority chamber of commerce or create a sub-committee on workforce wherein you find key local respecied minorities in your community to aid in your search. Include colleges and community colleges. If you do not have a community college or college reach out to the nearest ones. Later we will discuss Stay Interview Questions see if employees family would also like to participate in subcommittee Hispanic Attitudes/Behaviors Relationships matter Referral and loyalty tends to be high Tend to live in large, traditional, married-with-children families with lots of participation from other family members (like grandparents) As adults less likely to live alone More often than not eat family meals at home Less cynical of advertising Strong entrepreneurial instincts Culture Respecting and reflecting a cultural perspective is truly fundamental to connecting with the Hispanic population Culture is more important than language Not about translating English to Spanish. Understanding, respecting and reflecting the culture in idea, message, execution and fulfillment is key

5 Consider the Culture Factor in Media Culturally Targeted General Market Media Anglo African American Hispanic Asian Source: Hispanic Marketing The Whole Enchilada, Juan Faura 2004 Language issue? Social Media Landscape

6 Bilinguals in Demand 16 The Traditional Generation: Born pre % of the workforce Train them one on one Many are volunteers; give them a job title #1 Complaint? No one asks their opinion! Remember: Old dogs can still have treats to share Baby Boomers: Born % of the workforce Over 70% will stay on past retirement age Works well with others. Help them make a difference #1 Complaint? Age discrimination Remember: They brought you into this world and they can take you out.

7 Generation X: Born % of the U.S. population Tell me what you want. Give me the tools. Leave me alone. There is an I in TEAMWORKS #1 Complaint? Office politics Remember: Micromanage them and you ll lose their loyalty Millennial Generation Born % of U.S. population No news is bad news Feedback is essential! Technology allows work and personal life to overlap #1 Complaint? Hearing you say, When I was your age. Remember: They can t imagine being as old as you are. Linkster Generation Born after % of the world population Ask them to reverse mentor older team members Give structure and opportunities to interact with fulltime employees #1 Complaint? Being grounded Remember: Most are still in school, so work with their schedules, they are our future.

8 What does the millennials and the baby boomers have in common? Baby Boomers were among the first to redefine traditional values and truly believe they could change the world; does this sound like a generation(s) that we frequently reference these days? As every generation progresses and evolves, we all have the same feeling of being special or entitled ; the feelings could be associated with the coming of a new generation and being young, open-minded and having a fresh/green outlook on life & the workforce. A Boomer would be more inclined to let their work speak for themselves and might bring up their achievements subtly in conversation with a manager. Meanwhile, a Millennial would be a little more demonstrative and would have no problem sending their boss a detailed list of their accomplishments. Gallup Report: How Millennials Work & Live Millennials as Employees Millennials change jobs more often than do those of any older generation, and six in 10 say they are currently looking for new employment opportunities. Millennials and non-millennials have the same expectations of their managers: constant communication, accountability and clearly established expectations. Millennials are less engaged in the workplace than are their older counterparts, and they are more likely to be categorized as not engaged. Millennials lack of engagement costs the U.S. economy hundreds of billions of dollars annually in lost productivity. Opportunities to learn and grow at work are highly important to millennials when seeking out new jobs or deciding to stay in current ones. Millennials want to talk with their managers and not always just about work. However, they are less comfortable approaching their managers to talk than are their older counterparts. Millennial Language Past My Paycheck My Satisfaction My Boss My Annual Review My Weaknesses My Job Future My Purpose My Development My Coach My Ongoing Conversations My Strengths My Life

9 Why does any of this matter? According to Gallup s research: Because the strength of the workplace and marketplace depend on what the millennial generation can accomplish. If millennials cannot find good jobs, the economy will continue to lag. If they are not engaged in those jobs, companies profitability, productivity and innovation will suffer. And if they are not thriving in their well-being, they will struggle in life, affecting how they perform as citizens, consumers and employees. Stay Interview Questions: Tell me what you like most about working here? What drives you to come to work everyday? What do you think of when you think about your job? When was the last time you thought about leaving your job & what was the cause of you thinking about leaving? The New American Reality

10 Adrienne Foster Executive Director Kansas Hispanic & Latino American Affairs Commission