Identifying Strategies to Increase the Recruitment and Retention of Minority Males in the Public Health Workforce: A Two-State Comparative Case Study Approach

Non-White males have higher rates of morbidity and mortality from chronic health conditions as compared to Whites. An essential element for achieving success in eliminating health disparities is to increase the presence of racial/ethnic minorities (i.e., people of color) within public health careers. One of the most important competencies for a public health professional is the ability to work in culturally and racially diverse populations. Yet, individuals are significantly more likely to receive their care and experience greater satisfaction from providers that are of the same racial or ethnic background. The racial/ethnic composition of the health professions workforce continues to lag behind the increasing diversity of the U.S. population, especially in its representation of minority males. The purpose of this study is to identify recruitment and retention strategies used in local health department or state health agency and barriers to a diverse workforce. Using organizational support theory, this cross-sectional study design drew primary data collected from employees through electronic self-administered survey (n=23) and audio recorded leadership interviews (n=17). The electronic surveys assessed the participants’ demographics, perceived occupational support (POS), perceived supervisor support (PSS), organizational commitment (OC) and retention through close-ended survey questions. Open-ended survey questions were used to assess recruitment and retention practices. Leadership interviews were conducted to gather further detail of the recruitment and retention practices employed and challenges and successes in creating a diverse workforce. The internal validity and reliability of the summarized scales in the survey instrument were determined by Cronbach’s alpha statistical analysis. Descriptive statistical analysis was conducted to present frequency distributions of minority males’ POS, PSS, OC, and retention. Simple linear regression models were applied to determine the association of predictors of interest with retention. The open-ended survey responses and leadership interviews were coded by themes, concepts, and frequency. Participants sited traditional electronic and non-electronic methods for recruiting candidates to apply for vacant positions. Benefits, work culture, and training opportunities were strategies used to retain staff. Budget restrictions, lack of agency-wide policies and procedures, and COVID-19 created barriers for recruiting and retaining staff especially for those who aimed to create a diverse workforce

Ethical Approaches to Mandating Influenza Vaccinations for Local Health Department Workforce in Georgia

Background: The seasonal influenza illness occurs every year in the United States during the cooler months from October to April, sometimes lasting longer. Although certain populations are more susceptible to this condition, data have shown that otherwise healthy individuals have experienced alarming rates of morbidity and mortality associated with these infections. Despite the CDC’s recommendation for influenza vaccination for all HCWs, compliance have been lagging among local health departments’ workforce. This practice arguably exposes a wide cross section of the U.S. population to the flu, while being served in these facilities. The utilitarian approach provides a framework to examine the ethical implications to the public of mandating influenza vaccination for these employees. Methods: A systematic review of peer-reviewed literature was conducted to address the following research questions: 1) Do local public health departments in Georgia mandate annual influenza vaccinations?  2) What are the ethical considerations for mandating influenza vaccinations for public health employees? and 3) What are the ethical considerations for mandating influenza vaccinations for the community? Twenty-five articles were included in the review. Results: Descriptive analysis shows that there is no mandatory vaccination policy in place for state or local departments in health in the state of Georgia. Most of the literature available relates to policy implementation within acute or long-term care facilities. A systematic review of mandatory influenza vaccination for public health workers focused on four areas: theoretical approaches to increase influenza vaccination coverage and support of, opposition to, and alternative strategies for influenza vaccinations. Conclusions: The utilitarian approach is sufficient for the influenza vaccination policy- making strategies and in the ethical approaches of mandating influenza vaccinations for local health department workforce in Georgia if need be, for vaccination targets are to be achieved

Ethical Approaches to Mandating Influenza Vaccinations for Local Health Department Workforce in Georgia

Background: The seasonal influenza illness occurs every year in the United States during the cooler months from October to April, sometimes lasting longer. Although certain populations are more susceptible to this condition, data have shown that otherwise healthy individuals have experienced alarming rates of morbidity and mortality associated with these infections. Despite the CDC’s recommendation for influenza vaccination for all HCWs, compliance have been lagging among local health departments’ workforce. This practice arguably exposes a wide cross section of the U.S. population to the flu, while being served in these facilities. The utilitarian approach provides a framework to examine the ethical implications to the public of mandating influenza vaccination for these employees. Methods: A systematic   review of peer-reviewed literature was conducted to address the following research questions: 1) Do local public health departments in Georgia mandate annual influenza vaccinations?  2) What are the ethical considerations for mandating influenza vaccinations for public health employees? and 3) What are the ethical considerations for mandating influenza vaccinations for the community? Twenty-five articles were included in the review. Results: Descriptive analysis shows that there is no mandatory vaccination policy in place for state or local departments in health in the state of Georgia. Most of the literature available relates to policy implementation within acute or long-term care facilities. A systematic review of mandatory influenza vaccination for public health workers focused on four areas: theoretical approaches to increase influenza vaccination coverage and support of, opposition to, and alternative strategies for influenza vaccinations. Conclusions: The utilitarian approach is sufficient for the influenza vaccination policy- making strategies and in the ethical approaches of mandating influenza vaccinations for local health department workforce in Georgia if need be, for vaccination targets are to be achieved