All Roles

Even during the COVID-19 pandemic, it's important to make time to learn.

Priscilla Gill and Dawn Nelson of Mayo Clinic emphasized the importance of learning while working during Kaiser Permanente's Future Ready webcast February 25.

"The future of work is about learning," said Gill, director of Workforce Learning. "We all should strive for continuous learning and to be lifelong learners."

"Everyone is some form of a leader," said Nelson, nurse administrator for Education and Professional Development. "Think about how you can grow your personal leadership skills."

Because of the increasing importance of lifelong learning, Labor Management Partnership unions and Kaiser Permanente have negotiated industry-leading resources to assist union members in adapting to change, including tuition reimbursement and education trusts — which had record usage in 2020. Future Ready, hosted by National Workforce Planning and Development, is part of the Workforce of the Future initiative to prepare employees for tomorrow's jobs.

"This is something we've been doing for years and has become even more important with the global pandemic," said Monica Morris, senior director for National Workforce Planning and Development.

3 types of learning

Gill and Nelson agreed, noting the shift this past year to virtual education.

"COVID truly accelerated a lot of our plans," Gill told moderator Peggi Winter, Kaiser Permanente's nurse educaiton leader. "It has indeed moved us at least 5 years into the future."

The webcast, which detailed examples specific to nursing, highlighted learnings that can be applied to many job classifications across Kaiser Permanente.

Mayo Clinic, an integrated health system, emphasizes learning from day one through each career step. This includes learning:

• Experientially on the job
• Socially through learning communities, mentoring and coaching
• Formally with programs, courses, workshops and conferences

"As leaders, we should get to know our staff and understand what their dreams and aspirations are," Gill said. "In doing so, we can help them craft a career plan."

For nurses, learning starts with onboarding, then continues with professional development, a nurse leadership program and nurse leader growth opportunities.

"It is important for staff to be encouraged and guided to find their areas of interest in leadership," Nelson said.

To learn more, view a webcast recording for internal Kaiser Permanente use only.

Check out this immersive, multimedia online version of Hank magazine, powered by Issuu. 

The training and education resources negotiated by Kaiser Permanente and the Partnership unions are helping employees advance their careers. These opportunities are making KP’s promise of a diverse and inclusive workplace come to life. Learn more from employees, managers and leaders who shared their stories during the first virtual Workforce Development Week.

Addie Darby, UFCW Local 1996, quality control, Health Information Management, Georgia

With the help of the Ben Hudnall Memorial Trust and encouragement of manager Sophia Wilson, Darby has earned an associate degree in business management, a bachelor's in health administration, and a master's in health technology and education. She’s not stopping there. Darby is enrolled in a doctorate program and plans to graduate this year (2021).

Sadao Nakachi, UNAC/UHCP, emergency room nurse, Southern California

After leveraging workforce development opportunities to become an RN and earn a bachelor’s degree in nursing, Nakachi went on to get a master’s in business for veterans. He holds numerous professional certifications and connects fellow nurses to educational opportunities. “I always try to find courses that’ll overall maximize my potential at KP,” he says. Follow him on Instagram @NurseScholar.

Crystal Muir, OPEIU Local 2, clinical assistant, Mid-Atlantic States

Muir is using tuition reimbursement to pursue her bachelor’s degree in nursing. She’s also used the Ben Hudnall Memorial Trust’s Individual Stipend Program to attend school once a week, which she says, “I've been fortunate to do with trying to balance school, work and life being a mom.” She aims to graduate in 2022.

Sophia Wilson, supervisor, Health Information Management, Georgia

“I encourage all my staff to pursue education to stay marketable and relevant,” Wilson says. “I tell managers, ‘Please do not be so rigid as to make it harder for your employees to soar.’ If you put the resources into your staff, it can be nothing but a win-win.”

Philidah Seda, director, Specialty Care, Georgia

Not only does Seda encourage her staff to use workforce development resources, but she herself is studying for her doctoral degree. “The health care environment is getting more and more complex,” she says. “For us to prepare the workforce of the future, we have to invest in their learning.”

Eula Smith, SEIU-UHW, medical assistant, Northern California

Ask Smith why she wanted to work in health care, and she will bluntly tell you she didn’t. She started at KP as a shuttle bus driver. When that department was outsourced, Smith was offered the opportunity to train as a medical assistant with the help of the SEIU UHW-West & Joint Employer Education Fund. She has overcome her initial reluctance to deal with patients, saying “I love it now.”

Ingris Solares, SEIU Local 105, medical lab technician, Colorado

Solares began her career at KP as a phlebotomist before getting trained in her current field in an apprenticeship program with the help of SEIU Local 105 and the SEIU UHW-West & Joint Employer Education Fund. She intends to get more education to become a clinical lab scientist. “I knew I wanted more because I'm the first generation here in the United States,” she says. “My parents came from Guatemala, so I always felt like I needed to make the trip here worth it.”

Michael Brown, senior vice president, HR Consulting, National Functions

Before embarking on a career path that would bring him to KP as an HR leader, Brown went to law school. His father was frank with him: As a Black man, he needed an advanced degree to position himself for the same opportunities that others had.

“Before I even started working, I knew that education was going to be the equalizer.” That’s why he encourages KP employees to use workforce development programs and cultivate learning agility by trying different shifts, joining different departments and seeking informal leadership roles.

Kerrin Watkins, manager, Dental Office, Northwest

It's hard to lose top performers, but amazing to see them grow. “Invest in your employees and let them know you want to see them succeed,” Watkins says. “This will benefit you in the long run, because you will have employees that will feel more valued. If you take care of your employees, your employees will take care of your business.”

Spurred by nationwide protests against racism and social injustice, unit-based team members are launching cultural  competency projects aimed at delivering more equitable outcomes for their patients by looking closely at their own beliefs. 

Mid-Atlantic psychotherapist Erin Seifert knows that big change often involves many small steps. Delivering equitable care is no different, she says. 

“To give our patients the support and resources they need, we have to start with ourselves and our own biases and cultural competence,” says Seifert, labor co-lead for the North Baltimore Behavioral Health team and a member of UFCW Local 27. 

Team members, who are represented by unions belonging to the Alliance of Health Care Unions and the Coalition of Kaiser Permanente Unions, began a monthly lunch-and-learn series about bias awareness in November. Activities include a pre- and post-evaluation and guided learning exercises that stimulate conversation about differences. 

“It’s very informative,” says Regina Foreman, a mental health assistant and member of OPEIU Local 2. “I’ve learned a lot, especially about implicit bias. The training is helping me be more aware of my own biases.” 

Such responses are encouraging, says Kristin Whiting-Davis, operations manager and the team’s management co-lead. 

“We need to be able to talk about our own privileges and our own biases,” Whiting-Davis says. “I hope it will help people practice having those discussions that, ultimately, will translate into the work we do with our members.

Welcoming all

Eager to protect their young patients from the effects of racism, members of the Southwood Pediatrics team in Jonesboro, Georgia, began by educating themselves. They held listening sessions for staff and read about the impact of intolerance on children.

Their efforts informed discussions on ways to create a more welcoming environment for patients, families and each other. Ideas include a coloring contest featuring uplifting images, adding diverse artwork to the department and creating resources for families coping with racial biases.

Next steps call for staff members to vote on the most promising proposals for further action.

“We want all cultures and races to feel welcome when they come to our pediatrics unit,” says Stephanie Henry, MD, physician co-lead of the Southwood Pediatrics team. “We all have biases. We need to be open and honest about how to confront them. Then we can build bridges to start having conversations about the patient’s health.”

With reporting by Brenda Rodriguez and Tracy Silveria.

Aparna Gulati, MD, was growing alarmed. Many African American patients with high blood pressure were missing their doctors’ appointments.

“Due to COVID-19 fears, many of our patients weren’t coming in for even a blood pressure check,” said Dr. Gulati, medical director of Chronic Conditions Management for the Greater Southern Alameda County area in Northern California.

“African Americans are at the highest risk for all kinds of morbidity due to hypertension.”

Nationally, more than 40% of African Americans have high blood pressure — a rate much higher than other racial and ethnic groups.

Like providers across Kaiser Permanente, Dr. Gulati is working to reduce the disparity. In November, she and her team collaborated with Coalition union members to host 2 free blood pressure fairs for African American patients with hypertension.

Cashier service receptionists, members of OPEIU Local 29, called nearly 2,000 patients to notify them about the event. Lab workers from SEIU-UHW also provided their services.

“Many of our patients have critical needs,” said receptionist Alexis Machado, who worked at both events. “They might have slipped through the cracks if they hadn’t shown up. They all seemed happy to be here and get their preventative screenings taken care of right then.  It was very rewarding for me.”

Meeting patients’ needs

In all, 500 African American patients drove up to receive blood pressure checks. Flu shots, lab tests, mammograms and colorectal cancer screening kits also were available.

“We can both get our blood pressure checked without getting out of the truck,” said Kaiser Permanente member Tanya Leno, as she and husband William Leno drove through the outdoor event.

Organizers were thrilled with the turnout — and results. About 25% of patients with high blood pressure didn’t have it under control and needed their medication adjusted. They also received follow-up appointments.

“We used the opportunity to teach patients the importance of measuring blood pressure and keeping it controlled, investing in a blood pressure machine, and following up with their physician,” said Dr. Gulati. “Coming from a physician, it tends to stick more, and will hopefully increase awareness.”

This past year has been filled with pain and loss, from COVID-19 to the killing of George Floyd. These crises have been immense and intense.

But thanks to the tireless efforts of our entire workforce, we at Kaiser Permanente have responded to meet the moment of today’s historic challenges.

This issue looks at how our Labor Management Partnership has addressed systemic racism amid the pandemic, advancing equity in care and in the workplace.

Kaiser Permanente and the Partnership unions believe in equity and inclusion for all, and are committed to delivering affordable, high-quality care and service. As we move along on our journey to equity for all, we’re highlighting examples of this work across our Partnership.

Our cover story focuses on unit-based teams working to minimize health care disparities for the most vulnerable among us, from improving maternal-child health to treating diabetes and high blood pressure. You’ll also find resources to foster workforce and health equity.

Read about teams cultivating an inclusive workplace. See how physicians play a key role in partnership, and how our education and training resources are expanding opportunities for employees to advance their careers.

Try our puzzles and games to explore elements of equity. View our SuperScrubs comic for a thought-provoking take on the topic. And don’t miss our back cover for an inspirational quote from our chairman and CEO, Greg A. Adams.

Let’s build on these examples and commit to actions we can take to advance equity and partnership. Kaiser Permanente, and the members and communities we serve, will be better for it.