International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
The document summarizes the status, upliftment efforts, problems, and potentialities of indigenous, Madhesi, Dalit, disabled, and women groups in Nepal. It finds that while these groups make up a significant portion of the population and are culturally rich, they have remained deprived, poor, and excluded from political power and economic opportunities. It outlines constitutional provisions and policies aimed at uplifting these groups but notes ongoing problems of exclusion, poverty, lack of representation, and inter-group conflicts. It recommends solutions like inclusion in governance, development assistance, empowerment programs, and ensuring rights and social security to address these issues.
This document provides an introduction and overview of a study conducted on state services for women in crisis in Karnataka, India. It was conducted by Hengasara Hakkina Sangha to evaluate the quality, accessibility, and approach of counselling centres and residential services provided by the state government. The study aims to understand how accessible and helpful these services are for women facing violence. It also seeks to analyse what the services aim to achieve versus the ground reality, and explore the experiences of both women using the services and staff running the centres. The findings of the study aim to identify gaps in supporting women in crisis to help strengthen state efforts.
Integration of Economic, Educational and Socio Cultural Capabilities for Rura...ijtsrd
In recent times, capability approach has obtained more distinction as an effective tool for alleviating poverty in both developing and developed countries. This studys main objective is to use three types of community capabilities Economic, Educational, and Socio cultural, in solving rural poverty in the northern part of Ghana. Data were collected from 302 respondents from the five regions in the northern part of Ghana Northern Region, Savannah Region, North East Region, Upper East, and Upper West Region through an online survey. However, 280 responses were used in the analysis due to partial responses and missing figures. The data collected were analyzed using partial least squared based on Structural Equation Modeling SEM . The findings indicated that economic capability has the greatest influence on rural poverty alleviation and was statistically significant at p 0.05. This finding provides useful insights and suggestions for Ghanas policymakers to implement more sustainable economic policies to boost the local economy business sector. The result can serve as a justifiable tool for reducing poverty in rural communities. Evelyn Agba Tackie | Hao Chen | Isaac Ahakwa | Samuel Atingabilli | Kobina Abaka Ansah | Raphael Baku "Integration of Economic, Educational and Socio-Cultural Capabilities for Rural Poverty Alleviation in Northern Ghana" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37988.pdf Paper URL : https://www.ijtsrd.com/economics/financial-economics/37988/integration-of-economic-educational-and-sociocultural-capabilities-for-rural-poverty-alleviation-in-northern-ghana/evelyn-agba-tackie
This document summarizes a report on the workforce development needs of immigrant small business owners and employees in Lowell, Massachusetts. It finds that small, minority-owned businesses play an important role in providing entry-level jobs and goods/services, but often offer low-skill, low-pay jobs without benefits or room for advancement. To address the needs of both employers and employees, the study surveyed employees and employers of immigrant small businesses in Lowell to identify training needs. It also conducted focus groups with community stakeholders. The report concludes that both employees and employers would benefit from training resources, but that barriers like costs and language need to be addressed. It recommends developing a customized workforce development model and building partnerships between community organizations and small businesses
Raj Panjabi is the co-founder and CEO of Last Mile Health, an organization working to improve healthcare in remote areas of Liberia. In 2007, he co-founded Tiyatien Health, later renamed Last Mile Health, to address Liberia's devastated health infrastructure after its civil war. Last Mile Health recruits and trains community health workers from local villages to provide primary healthcare. While making progress, challenges remain such as producing enough qualified medical staff for remote areas and controlling diseases like Ebola and HIV. Raj works with the Liberian government and advocates for increased funding to train and support more community health workers.
This document discusses HIV/AIDS among African American women in Iowa. It notes that despite representing only 20% of Iowa's population, African Americans account for a disproportionate number of HIV diagnoses due to much higher infection rates within the community. The document outlines an action plan developed by a committee to increase awareness, education, and engagement of African American women around HIV/AIDS issues through activities like community forums, strategic planning, and conference presentations. It discusses successes in prioritizing populations most impacted and challenges around ongoing engagement. The committee's vision is to empower women of color and build healthy communities, and its mission is to increase HIV awareness among these groups in Iowa.
Lucia Fort has over 15 years of experience integrating gender considerations into international development projects in areas such as infrastructure, agriculture, health, education, and entrepreneurship. She has strong skills in gender analysis, monitoring and evaluation, and improving gender statistics. Some of her roles include developing an e-learning course on gender statistics, providing technical assistance to improve gender data in Rwanda and Vietnam, and managing gender mainstreaming efforts and training at the World Bank.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
The document summarizes the status, upliftment efforts, problems, and potentialities of indigenous, Madhesi, Dalit, disabled, and women groups in Nepal. It finds that while these groups make up a significant portion of the population and are culturally rich, they have remained deprived, poor, and excluded from political power and economic opportunities. It outlines constitutional provisions and policies aimed at uplifting these groups but notes ongoing problems of exclusion, poverty, lack of representation, and inter-group conflicts. It recommends solutions like inclusion in governance, development assistance, empowerment programs, and ensuring rights and social security to address these issues.
This document provides an introduction and overview of a study conducted on state services for women in crisis in Karnataka, India. It was conducted by Hengasara Hakkina Sangha to evaluate the quality, accessibility, and approach of counselling centres and residential services provided by the state government. The study aims to understand how accessible and helpful these services are for women facing violence. It also seeks to analyse what the services aim to achieve versus the ground reality, and explore the experiences of both women using the services and staff running the centres. The findings of the study aim to identify gaps in supporting women in crisis to help strengthen state efforts.
Integration of Economic, Educational and Socio Cultural Capabilities for Rura...ijtsrd
In recent times, capability approach has obtained more distinction as an effective tool for alleviating poverty in both developing and developed countries. This studys main objective is to use three types of community capabilities Economic, Educational, and Socio cultural, in solving rural poverty in the northern part of Ghana. Data were collected from 302 respondents from the five regions in the northern part of Ghana Northern Region, Savannah Region, North East Region, Upper East, and Upper West Region through an online survey. However, 280 responses were used in the analysis due to partial responses and missing figures. The data collected were analyzed using partial least squared based on Structural Equation Modeling SEM . The findings indicated that economic capability has the greatest influence on rural poverty alleviation and was statistically significant at p 0.05. This finding provides useful insights and suggestions for Ghanas policymakers to implement more sustainable economic policies to boost the local economy business sector. The result can serve as a justifiable tool for reducing poverty in rural communities. Evelyn Agba Tackie | Hao Chen | Isaac Ahakwa | Samuel Atingabilli | Kobina Abaka Ansah | Raphael Baku "Integration of Economic, Educational and Socio-Cultural Capabilities for Rural Poverty Alleviation in Northern Ghana" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37988.pdf Paper URL : https://www.ijtsrd.com/economics/financial-economics/37988/integration-of-economic-educational-and-sociocultural-capabilities-for-rural-poverty-alleviation-in-northern-ghana/evelyn-agba-tackie
This document summarizes a report on the workforce development needs of immigrant small business owners and employees in Lowell, Massachusetts. It finds that small, minority-owned businesses play an important role in providing entry-level jobs and goods/services, but often offer low-skill, low-pay jobs without benefits or room for advancement. To address the needs of both employers and employees, the study surveyed employees and employers of immigrant small businesses in Lowell to identify training needs. It also conducted focus groups with community stakeholders. The report concludes that both employees and employers would benefit from training resources, but that barriers like costs and language need to be addressed. It recommends developing a customized workforce development model and building partnerships between community organizations and small businesses
Raj Panjabi is the co-founder and CEO of Last Mile Health, an organization working to improve healthcare in remote areas of Liberia. In 2007, he co-founded Tiyatien Health, later renamed Last Mile Health, to address Liberia's devastated health infrastructure after its civil war. Last Mile Health recruits and trains community health workers from local villages to provide primary healthcare. While making progress, challenges remain such as producing enough qualified medical staff for remote areas and controlling diseases like Ebola and HIV. Raj works with the Liberian government and advocates for increased funding to train and support more community health workers.
This document discusses HIV/AIDS among African American women in Iowa. It notes that despite representing only 20% of Iowa's population, African Americans account for a disproportionate number of HIV diagnoses due to much higher infection rates within the community. The document outlines an action plan developed by a committee to increase awareness, education, and engagement of African American women around HIV/AIDS issues through activities like community forums, strategic planning, and conference presentations. It discusses successes in prioritizing populations most impacted and challenges around ongoing engagement. The committee's vision is to empower women of color and build healthy communities, and its mission is to increase HIV awareness among these groups in Iowa.
Lucia Fort has over 15 years of experience integrating gender considerations into international development projects in areas such as infrastructure, agriculture, health, education, and entrepreneurship. She has strong skills in gender analysis, monitoring and evaluation, and improving gender statistics. Some of her roles include developing an e-learning course on gender statistics, providing technical assistance to improve gender data in Rwanda and Vietnam, and managing gender mainstreaming efforts and training at the World Bank.
The dilemma is whether surgical intervention or anticoagulant treatment is best for Helen, a hospice patient with a terminal illness. The hospice physician recommends anticoagulants to allow a more peaceful dying process rather than prolonging suffering, as surgery could do. Alternatives include trying anticoagulants first and reassessing, or determining Helen's wishes, as prolonging her life may conflict with her goals. Patient autonomy and minimizing suffering should guide the decision.
1) The dilemma is whether surgical intervention or anticoagulant treatment is best for Helen, a hospice patient with a terminal illness, to provide a more humane dying process.
2) The hospice physician recommends anticoagulant therapy to allow a more peaceful death, while the ER physician wants surgery.
3) The patient's wishes should be determined and respected, through discussion with her, her family, and spiritual advisors, considering her right to refuse treatment.
Lorraine faces an ethical dilemma regarding whether to report her boss Glenn for shorting customer medications. Reporting Glenn could put Lorraine's job and career at risk if Glenn fires and spreads lies about her. However, not reporting Glenn could enable ongoing Medicaid fraud and put customers at risk by leaving them in the care of a dishonest pharmacist. Lorraine must choose between protecting her own interests or acting with integrity and protecting customers as required by her professional oath and code of ethics.
Cal Albright has over 30 years of experience working in human services and holds a Master's degree in Social Work. He has 15 years of management experience in fields like child welfare, corrections, health, and education. Currently he is the Director of Programs and Services for the Nisga'a Lisims Government, where he oversees a $26 million budget and seven managers across departments serving the Nisga'a population.
The keynote addresses focused on highlighting both the challenges and successes of Indigenous peoples in Canada. While poverty continues to be a challenge, there have also been many important achievements and successes that have made a real difference in communities. These include outstanding Indigenous graduates in many professions and disciplines, as well as over 40,000 Indigenous-run businesses across various sectors. These successes demonstrate the talent and intelligence of Indigenous peoples and their important contributions to Canada when given opportunities. Moving forward, it is important to continue recognizing both challenges and successes in order to build upon areas of strength.
Nyaya Health provides free community-based healthcare in rural Nepal. It was founded in 2005 as a partnership between medical professionals and the Nepali government. In 2006, one of the co-founders visited Achham district and saw extreme poverty, lack of infrastructure and healthcare access, and high rates of HIV, malnutrition and maternal mortality. While Nyaya made some progress between 2006-2011 by hiring doctors, improving roads and health spending, major challenges remained like limited electricity, long travel times for advanced care, and lack of data. Nyaya transitioned from an all-volunteer model with no paid staff to a more professional organization in order to reliably expand its operations, access more resources, and develop local healthcare solutions through partnerships
This document summarizes research conducted by the Cisneros Center for New Americans on the experiences of immigrant communities in Northwest Arkansas. Through community forums and feedback sessions with over 300 immigrants, the research found that while immigrants appreciate employment opportunities and education, they face significant barriers to services due to high costs, language access issues, and lack of awareness. Recommendations included expanding orientation programs, affordable services like childcare, and addressing the specific needs of communities like the Marshallese. Service organizations reported needing more resources to provide translation and outreach. Regional leaders saw a need for greater workforce training and transportation access for diverse communities.
HCAD 630 Team 2 group project, indian health service Modupe Sarratt
The Indian Health Service (IHS) is a key part of the United States public health system, providing healthcare services to American Indians and Alaska Natives. IHS aims to raise the health status of its target populations to the highest possible level. It works to ensure comprehensive and culturally appropriate health services are available and accessible. IHS is part of the Department of Health and Human Services and receives federal funding to carry out its mission of providing care through direct and referred services and promoting tribal involvement in health priorities.
Ruth C. White has expertise in human relations, communication, sociology, social work, public health, and statistics. She has experience managing projects both in the U.S. and internationally, including significantly improving maternal and child health services utilization in Uganda. Her areas of strength include research, analysis, program development, management, and training.
This document profiles 30 leaders involved in the Healthy Kids, Healthy Communities initiative. It summarizes the profile of Niiobli Armah, the program coordinator for the HKHC initiative in Houston, TX. It describes his upbringing and how experiences like Hurricane Katrina and working for the City of Houston influenced his career path and commitment to improving access to healthy living for underserved communities. It highlights how he works to build relationships with community members and empower residents to create solutions to local challenges.
FINAL STRATEGIC PLANYour final strategic plan is now due.You.docxAKHIL969626
FINAL STRATEGIC PLAN
Your final strategic plan is now due.
Your final paper must be 6-8 pages long. It should include all six elements of that you have submitted throughout this course (Population Defined, Mission and Vision, Internal/External Analysis, Objectives, Strategy and Action Plan). There should be an introduction that identifies the healthcare provider you selected and a conclusion.
Be sure to incorporate feedback that you've received from your instructor. The paper must use a minimum of four academically accepted sources that are cited on the References page and referenced in in-text citations in the paper. APA documentation must be used. For more information about APA, visit the Online Library, which is available through the Resources tab.
Below is the feedback she gave me on all assignments that will need to be fixed for final paper. Will include all assignments for you for review, and to incorporate for final paper this week.
Module 2
Select Population, Mission, and Vision
PART ONE
My population that I have selected for my project is the poor, because the state I was born in and live in of West Virginia is considered a poverty state. My community of Oceana, West Virginia is a small community with a big drug issue. It is such a big issue that people who know us or of Oceana call the town Oxyana instead of Oceana due to a movie that was made about our town and its drug problem.
West Virginia is considered a poverty-stricken state. It is also a coal mining state, which means that a lot of people in our community are currently laid off, or the mines have closed and they no longer have a job. Per Paul Nyden, each person in WV gets more money from the federal government than any other state in the country. (Nyden, 2014). WV gets 26.2 percent of its annual income from the federal government, while its just 16.7 in the rest of the nation.
Oceana, WV is predominately a white, low-income city. Many people here have health issues such as drug dependency, are disabled, etc… We also have many people who are overweight or are obese.
However, the people of Oceana are hospitable and friendly, and the ages of both men and women are between the ages of 21-60. Usually, once people retire, they leave if possible, if they haven’t done so already. There are also children of all ages. The region is predominantly white, with a few Mexicans that have moved in for work. Many the people in the region have poor health statuses because they are poor and cannot afford quality medication. With all these challenges faces these people, it is for this reason that I intend to give back to the community by opening a charity clinic for Oceana and anyone suffering from different health issues especially drug addiction.
PART TWO
Mission: To better and empower the people of Oceana so they can realize their full potential and learn to engage in economically and socially gainful activities.
Vision: to have a drug-free Oceana
Plan: To help the indigent and drug ad ...
COVER 4 COVER 1 National Organization for Human Se.docxvanesaburnand
COVER 4 COVER 1
National Organization for Human Services
Journal
of Human
Services
A Journal of the
National Organization
for Human Services
Volume 34, Number 1 ● Fall 2014
ISSN 0890-5428
National Organization for Human Services
Journal
of Human
Services
A Journal of the
National Organization
for Human Services
Volume 34, Number 1 ● Fall 2014
ISSN 0890-5428
Journal of H
um
an S
ervices • Volum
e 36, N
um
ber 1 ● Fall 2016
How do you measure
student success?
� e HS-BCP exam provides us with data on student
performance in distinct areas of our curriculum. We use the
results for our annual evaluative data to determine if we are
meeting our outcome objectives.
“
–Susan Kinsella, Ph.D., MSW, HS-BCP
Dean, School of Education and Social
Services Saint Leo University
The Human Services-Board Certifi ed Practitioner Examination
(HS-BCPE) independently verifi es a student’s human services
knowledge. It was created through the collaboration of human
services subject matter experts and normed on a population of
professionals in the fi eld. The HS-BCPE covers the following areas:
Access objective results on your student’s knowledge of
human services principles and measure the strength of your
human services program. Learn more:
http://www.cce-global.org
™
How do you measure
student success?
1. Assessment, treatment planning and
outcome evaluation
2. Theoretical orientation/interventions
3. Case management, professional
practice and ethics
4. Administration, program development/
evaluation and supervision
National Organization for Human Services
Journal
of Human
Services
A Journal of the
National Organization
for Human Services
Volume 36, Number 1 ● Fall 2016
ISSN 0890-5428
63263_NOHS_covers_nk.indd 1 9/20/2016 7:30:25 AM
COVER 2 COVER 3
Raise your career a degree.
Bachelor of Science
Human Services
Leadership Online
Accelerated courses and
dedicated advisors—learn more!
online.uwosh.edu/hslo
Master of Science
Transnational Human
Services Leadership
Rolling admission and no GRE
required—apply today!
uwosh.edu/go/thsl
Earn your
bachelor’s or
master’s degree
ONLINE from
UW Oshkosh.
63263_NOHS_covers_nk.indd 2 9/20/2016 7:30:25 AM
Journal of Human Services Fall/2016
1
National Organization for Human Services
The National Organization for Human Services (NOHS) was founded in 1975 as an
outgrowth of a perceived need by professional care providers and legislators for
improved methods of human service delivery. With the support of the National
Institute of Mental Health and the Southern Regional Education Board, NOHS focused
its energies on developing and strengthening human service education programs at the
associate, bachelor’s, master’s, and doctoral levels.
The.
The document discusses the need for a paradigm shift in enhancing global career management for Chinese immigrants in British Columbia. It notes that many Chinese immigrants are mobile, either temporarily staying in Vancouver before relocating elsewhere or investing in skills in Canada to use abroad later. This diaspora brings benefits from human, investment, and financial capital as well as cultural diversity. However, policies are needed to attract, maintain, and utilize immigrant talents, and organizations play a key role in helping immigrants establish roots and integrate into the labor market and society.
This document discusses birthing on country for Aboriginal and Torres Strait Islander women. It notes that birthing on country can help with community healing, reducing family separation and violence, and strengthening relationships. It also notes current poor maternal and child health outcomes for Indigenous Australians. The document discusses social determinants of health and the impacts of racism on Indigenous health. It outlines what Aboriginal women want, including removal of babies from country. The solution discussed is investing in birthing on country programs, redesigning service delivery models, increasing the Indigenous midwifery workforce, and ensuring cultural safety and community ownership.
The director of Projects for Peace and Justice has been actively involved in several advocacy and organizing campaigns over the last few months:
1) Supporting measures to increase affordable housing and workers' rights, including Measure A and Measure E. Both measures passed.
2) Organizing interfaith efforts to end the death penalty, including developing a prayer and engaging in advocacy around propositions.
3) Supporting labor organizing, including for cafeteria workers seeking union recognition.
4) Developing support for immigrants and Muslims facing increased hostility, including organizing interfaith dialog.
5) Organizing around homelessness, student hunger, and bringing together diverse communities to advocate for policy change. Metrics provided on involvement
1) Racialized women face significant barriers to accessing breast cancer screening programs resulting in later diagnoses and lower survival rates compared to non-racialized women.
2) Racialized Ontarians experience higher unemployment rates and earnings gaps compared to non-racialized Ontarians, highlighting the need for improved data on racial disparities in the labour market.
3) Unregulated rooming houses in Toronto suburbs have become an important source of affordable housing for vulnerable groups but often lack adequate health and safety protections for tenants.
This document discusses how career development policy and practice can better support community wellness in remote communities in the Northwest Territories (NWT). It takes an interdisciplinary approach, drawing on disciplines like economics, sociology, psychology, education, political science and history. It provides context on the NWT, where communities face high unemployment, loss of culture, and poverty. While career programs aim to address unemployment, the remote labor market is very limited. The document examines ideas from career development, community development, and wellness models to identify new approaches that value local input and priorities to foster livelihood opportunities and a healthy future for remote NWT communities.
An overview of how the 2 Spirits Program at the Queensland AIDS Council adapts a western health promotion framework into a cultural framework to engage Aboriginal & Torres Strait Islander communities around HIV and sexual health. This presentation was given at the AFAO Community Hub at the ASHM 2015 conference.
The dilemma is whether surgical intervention or anticoagulant treatment is best for Helen, a hospice patient with a terminal illness. The hospice physician recommends anticoagulants to allow a more peaceful dying process rather than prolonging suffering, as surgery could do. Alternatives include trying anticoagulants first and reassessing, or determining Helen's wishes, as prolonging her life may conflict with her goals. Patient autonomy and minimizing suffering should guide the decision.
1) The dilemma is whether surgical intervention or anticoagulant treatment is best for Helen, a hospice patient with a terminal illness, to provide a more humane dying process.
2) The hospice physician recommends anticoagulant therapy to allow a more peaceful death, while the ER physician wants surgery.
3) The patient's wishes should be determined and respected, through discussion with her, her family, and spiritual advisors, considering her right to refuse treatment.
Lorraine faces an ethical dilemma regarding whether to report her boss Glenn for shorting customer medications. Reporting Glenn could put Lorraine's job and career at risk if Glenn fires and spreads lies about her. However, not reporting Glenn could enable ongoing Medicaid fraud and put customers at risk by leaving them in the care of a dishonest pharmacist. Lorraine must choose between protecting her own interests or acting with integrity and protecting customers as required by her professional oath and code of ethics.
Cal Albright has over 30 years of experience working in human services and holds a Master's degree in Social Work. He has 15 years of management experience in fields like child welfare, corrections, health, and education. Currently he is the Director of Programs and Services for the Nisga'a Lisims Government, where he oversees a $26 million budget and seven managers across departments serving the Nisga'a population.
The keynote addresses focused on highlighting both the challenges and successes of Indigenous peoples in Canada. While poverty continues to be a challenge, there have also been many important achievements and successes that have made a real difference in communities. These include outstanding Indigenous graduates in many professions and disciplines, as well as over 40,000 Indigenous-run businesses across various sectors. These successes demonstrate the talent and intelligence of Indigenous peoples and their important contributions to Canada when given opportunities. Moving forward, it is important to continue recognizing both challenges and successes in order to build upon areas of strength.
Nyaya Health provides free community-based healthcare in rural Nepal. It was founded in 2005 as a partnership between medical professionals and the Nepali government. In 2006, one of the co-founders visited Achham district and saw extreme poverty, lack of infrastructure and healthcare access, and high rates of HIV, malnutrition and maternal mortality. While Nyaya made some progress between 2006-2011 by hiring doctors, improving roads and health spending, major challenges remained like limited electricity, long travel times for advanced care, and lack of data. Nyaya transitioned from an all-volunteer model with no paid staff to a more professional organization in order to reliably expand its operations, access more resources, and develop local healthcare solutions through partnerships
This document summarizes research conducted by the Cisneros Center for New Americans on the experiences of immigrant communities in Northwest Arkansas. Through community forums and feedback sessions with over 300 immigrants, the research found that while immigrants appreciate employment opportunities and education, they face significant barriers to services due to high costs, language access issues, and lack of awareness. Recommendations included expanding orientation programs, affordable services like childcare, and addressing the specific needs of communities like the Marshallese. Service organizations reported needing more resources to provide translation and outreach. Regional leaders saw a need for greater workforce training and transportation access for diverse communities.
HCAD 630 Team 2 group project, indian health service Modupe Sarratt
The Indian Health Service (IHS) is a key part of the United States public health system, providing healthcare services to American Indians and Alaska Natives. IHS aims to raise the health status of its target populations to the highest possible level. It works to ensure comprehensive and culturally appropriate health services are available and accessible. IHS is part of the Department of Health and Human Services and receives federal funding to carry out its mission of providing care through direct and referred services and promoting tribal involvement in health priorities.
Ruth C. White has expertise in human relations, communication, sociology, social work, public health, and statistics. She has experience managing projects both in the U.S. and internationally, including significantly improving maternal and child health services utilization in Uganda. Her areas of strength include research, analysis, program development, management, and training.
This document profiles 30 leaders involved in the Healthy Kids, Healthy Communities initiative. It summarizes the profile of Niiobli Armah, the program coordinator for the HKHC initiative in Houston, TX. It describes his upbringing and how experiences like Hurricane Katrina and working for the City of Houston influenced his career path and commitment to improving access to healthy living for underserved communities. It highlights how he works to build relationships with community members and empower residents to create solutions to local challenges.
FINAL STRATEGIC PLANYour final strategic plan is now due.You.docxAKHIL969626
FINAL STRATEGIC PLAN
Your final strategic plan is now due.
Your final paper must be 6-8 pages long. It should include all six elements of that you have submitted throughout this course (Population Defined, Mission and Vision, Internal/External Analysis, Objectives, Strategy and Action Plan). There should be an introduction that identifies the healthcare provider you selected and a conclusion.
Be sure to incorporate feedback that you've received from your instructor. The paper must use a minimum of four academically accepted sources that are cited on the References page and referenced in in-text citations in the paper. APA documentation must be used. For more information about APA, visit the Online Library, which is available through the Resources tab.
Below is the feedback she gave me on all assignments that will need to be fixed for final paper. Will include all assignments for you for review, and to incorporate for final paper this week.
Module 2
Select Population, Mission, and Vision
PART ONE
My population that I have selected for my project is the poor, because the state I was born in and live in of West Virginia is considered a poverty state. My community of Oceana, West Virginia is a small community with a big drug issue. It is such a big issue that people who know us or of Oceana call the town Oxyana instead of Oceana due to a movie that was made about our town and its drug problem.
West Virginia is considered a poverty-stricken state. It is also a coal mining state, which means that a lot of people in our community are currently laid off, or the mines have closed and they no longer have a job. Per Paul Nyden, each person in WV gets more money from the federal government than any other state in the country. (Nyden, 2014). WV gets 26.2 percent of its annual income from the federal government, while its just 16.7 in the rest of the nation.
Oceana, WV is predominately a white, low-income city. Many people here have health issues such as drug dependency, are disabled, etc… We also have many people who are overweight or are obese.
However, the people of Oceana are hospitable and friendly, and the ages of both men and women are between the ages of 21-60. Usually, once people retire, they leave if possible, if they haven’t done so already. There are also children of all ages. The region is predominantly white, with a few Mexicans that have moved in for work. Many the people in the region have poor health statuses because they are poor and cannot afford quality medication. With all these challenges faces these people, it is for this reason that I intend to give back to the community by opening a charity clinic for Oceana and anyone suffering from different health issues especially drug addiction.
PART TWO
Mission: To better and empower the people of Oceana so they can realize their full potential and learn to engage in economically and socially gainful activities.
Vision: to have a drug-free Oceana
Plan: To help the indigent and drug ad ...
COVER 4 COVER 1 National Organization for Human Se.docxvanesaburnand
COVER 4 COVER 1
National Organization for Human Services
Journal
of Human
Services
A Journal of the
National Organization
for Human Services
Volume 34, Number 1 ● Fall 2014
ISSN 0890-5428
National Organization for Human Services
Journal
of Human
Services
A Journal of the
National Organization
for Human Services
Volume 34, Number 1 ● Fall 2014
ISSN 0890-5428
Journal of H
um
an S
ervices • Volum
e 36, N
um
ber 1 ● Fall 2016
How do you measure
student success?
� e HS-BCP exam provides us with data on student
performance in distinct areas of our curriculum. We use the
results for our annual evaluative data to determine if we are
meeting our outcome objectives.
“
–Susan Kinsella, Ph.D., MSW, HS-BCP
Dean, School of Education and Social
Services Saint Leo University
The Human Services-Board Certifi ed Practitioner Examination
(HS-BCPE) independently verifi es a student’s human services
knowledge. It was created through the collaboration of human
services subject matter experts and normed on a population of
professionals in the fi eld. The HS-BCPE covers the following areas:
Access objective results on your student’s knowledge of
human services principles and measure the strength of your
human services program. Learn more:
http://www.cce-global.org
™
How do you measure
student success?
1. Assessment, treatment planning and
outcome evaluation
2. Theoretical orientation/interventions
3. Case management, professional
practice and ethics
4. Administration, program development/
evaluation and supervision
National Organization for Human Services
Journal
of Human
Services
A Journal of the
National Organization
for Human Services
Volume 36, Number 1 ● Fall 2016
ISSN 0890-5428
63263_NOHS_covers_nk.indd 1 9/20/2016 7:30:25 AM
COVER 2 COVER 3
Raise your career a degree.
Bachelor of Science
Human Services
Leadership Online
Accelerated courses and
dedicated advisors—learn more!
online.uwosh.edu/hslo
Master of Science
Transnational Human
Services Leadership
Rolling admission and no GRE
required—apply today!
uwosh.edu/go/thsl
Earn your
bachelor’s or
master’s degree
ONLINE from
UW Oshkosh.
63263_NOHS_covers_nk.indd 2 9/20/2016 7:30:25 AM
Journal of Human Services Fall/2016
1
National Organization for Human Services
The National Organization for Human Services (NOHS) was founded in 1975 as an
outgrowth of a perceived need by professional care providers and legislators for
improved methods of human service delivery. With the support of the National
Institute of Mental Health and the Southern Regional Education Board, NOHS focused
its energies on developing and strengthening human service education programs at the
associate, bachelor’s, master’s, and doctoral levels.
The.
The document discusses the need for a paradigm shift in enhancing global career management for Chinese immigrants in British Columbia. It notes that many Chinese immigrants are mobile, either temporarily staying in Vancouver before relocating elsewhere or investing in skills in Canada to use abroad later. This diaspora brings benefits from human, investment, and financial capital as well as cultural diversity. However, policies are needed to attract, maintain, and utilize immigrant talents, and organizations play a key role in helping immigrants establish roots and integrate into the labor market and society.
This document discusses birthing on country for Aboriginal and Torres Strait Islander women. It notes that birthing on country can help with community healing, reducing family separation and violence, and strengthening relationships. It also notes current poor maternal and child health outcomes for Indigenous Australians. The document discusses social determinants of health and the impacts of racism on Indigenous health. It outlines what Aboriginal women want, including removal of babies from country. The solution discussed is investing in birthing on country programs, redesigning service delivery models, increasing the Indigenous midwifery workforce, and ensuring cultural safety and community ownership.
The director of Projects for Peace and Justice has been actively involved in several advocacy and organizing campaigns over the last few months:
1) Supporting measures to increase affordable housing and workers' rights, including Measure A and Measure E. Both measures passed.
2) Organizing interfaith efforts to end the death penalty, including developing a prayer and engaging in advocacy around propositions.
3) Supporting labor organizing, including for cafeteria workers seeking union recognition.
4) Developing support for immigrants and Muslims facing increased hostility, including organizing interfaith dialog.
5) Organizing around homelessness, student hunger, and bringing together diverse communities to advocate for policy change. Metrics provided on involvement
1) Racialized women face significant barriers to accessing breast cancer screening programs resulting in later diagnoses and lower survival rates compared to non-racialized women.
2) Racialized Ontarians experience higher unemployment rates and earnings gaps compared to non-racialized Ontarians, highlighting the need for improved data on racial disparities in the labour market.
3) Unregulated rooming houses in Toronto suburbs have become an important source of affordable housing for vulnerable groups but often lack adequate health and safety protections for tenants.
This document discusses how career development policy and practice can better support community wellness in remote communities in the Northwest Territories (NWT). It takes an interdisciplinary approach, drawing on disciplines like economics, sociology, psychology, education, political science and history. It provides context on the NWT, where communities face high unemployment, loss of culture, and poverty. While career programs aim to address unemployment, the remote labor market is very limited. The document examines ideas from career development, community development, and wellness models to identify new approaches that value local input and priorities to foster livelihood opportunities and a healthy future for remote NWT communities.
An overview of how the 2 Spirits Program at the Queensland AIDS Council adapts a western health promotion framework into a cultural framework to engage Aboriginal & Torres Strait Islander communities around HIV and sexual health. This presentation was given at the AFAO Community Hub at the ASHM 2015 conference.
How do we build power for the policies needed to achieve health equity, and to dismantle structural racism and other root causes of health inequities? Who are allies in this struggle for social justice? Who is the opposition and what do they gain from the status quo? Using #OneFairWage and Protect Immigrant Health Now! as examples, answers to these questions will be proposed by a leader of the Collaborative for Health Equity Cook County (www.CHECookCounty.org), part of the National Collaborative for Health Equity. A group dialogue will follow.
Monthly talk of the Center for Community Health Equity. Featuring James Bloyd, MPH (Cook County Department of Public Health) Tuesday, January 22 at 12:00pm to 1:00pm
Rush University Medical Center, Cohen Building - Field Auditorium, 1st floor 1735 W. Harrison, Chicago, Illinois
Presentation on January 22, 2019 to the Center for Community Health Equity at the Rush University Medical Center by James E. Bloyd, MPH, of the Collaborative for Health Equity Cook County, and the Cook County Department of Public Health. Topics included evidence of inequitable distribution of health and well-being; theoretical explanations of health inequity from Hawai'i State Department of Public Health and the World Health Organization; the Collaborative for Health Equity Cook County's (www.checookcounty.org) work on the minimum wage and Protect Immigrant Health Now!;
Role of US Health Care in causing poverty and health inequities among health care sector workers through a racist and sexist wage structure (Himmelstein & Venkataramani 2018). Includes references.
The document provides a marketing plan for the Western Nebraska Development Network (WNDN) to attract and retain skilled workers to the region. Key points include:
- WNDN conducted research which found jobs are being created but the working age population is declining, and quality of life factors are important for attracting new residents alongside jobs.
- The target audience is identified as young families with children where parents have skills or want training for current/future jobs.
- Recommendations include defining Western Nebraska's brand and identity, filling gaps in desired amenities, and conducting targeted recruiting and media campaigns toward alumni and residents of nearby states. The goals are to enhance communities and meet the region's workforce needs.
The contributions of community based volunteer workforce towards the millenni...Alexander Decker
This document summarizes a study on the contributions of community-based volunteers towards achieving the Millennium Development Goals in Nyando District, Kenya. The study found that volunteers provided services relevant to goals around poverty, education, health, and the environment. Specifically, volunteers offered training in agriculture, income generation, and education. They also supported health services. Most volunteers spent 6-10 hours per week providing these unpaid services. The estimated financial value of their contributions was equivalent to 4% of the district's budget for development. The majority of volunteers had served for over 5 years, indicating retention of volunteers over time. Due to budget constraints, volunteerism provides an alternative means of delivering important social services.
Dr. Shaikh Tanveer Ahmed is a renowned Pakistani community development specialist and writer dedicated to human rights and empowering marginalized communities. He is the chief executive of HANDS, the largest NGO in Pakistan providing services to over 25 million people across 29 districts. Dr. Ahmed has pioneered health, education, and poverty alleviation services in remote areas. He has conducted over 60 research studies and evaluations through HANDS on topics like maternal and child health, reproductive health, and the effects of drought. Dr. Ahmed is also fluent in six languages and has published many scholarly books and articles.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
Top 10 Free Accounting and Bookkeeping Apps for Small BusinessesYourLegal Accounting
Maintaining a proper record of your money is important for any business whether it is small or large. It helps you stay one step ahead in the financial race and be aware of your earnings and any tax obligations.
However, managing finances without an entire accounting staff can be challenging for small businesses.
Accounting apps can help with that! They resemble your private money manager.
They organize all of your transactions automatically as soon as you link them to your corporate bank account. Additionally, they are compatible with your phone, allowing you to monitor your finances from anywhere. Cool, right?
Thus, we’ll be looking at several fantastic accounting apps in this blog that will help you develop your business and save time.
Top 10 Free Accounting and Bookkeeping Apps for Small Businesses
Presentation For June 10 2010
1. Whatever happened to a representative workforce in Saskatchewan? Larry Sanders Research Associate Indigenous Peoples Health Research Centre (IPHRC) June 10, 2010
2. Agenda for today 1:00 – 1:30 Larry Sanders. Opening overview 1:30 – 2:15 Wayne McKenzie 2:15 – 2:45 Coffee and conversation in groups (questions to consider) 3:00 – 4:00 Collective discussion, groups will report back, facilitated by Dr. Eber Hampton. Where do we go from here? 4:00 Closing
4. Overview Personal policy history Academic literature and reports on representative workforce initiatives Labour force statistics from Sask Trends Monitor Conclusions and recommendations
5.
6. Representative of Ontario Coalition for Healthy Communities was keynote speaker, giving details of the manual they had produced about the complex work of building effective “partnerships” involving community organizations, First Nations and government agencies.
7.
8. Victoria Gubbels, at the time working for SAHO, was the moderator of the forum. She said the regional health authorities had hired 1,900 people who had self-declared as aboriginal, out of a total workforce of about 36,000. That’s 5.27%
9. Panel of people involved in various aspects of trying to develop a representative workforce in Saskatchewan’s off-reserve health sector. Panel included representative from CUPE talking about aboriginal awareness training developed through a collaborative effort by union and management, Saskatoon and Regina regional health authorities talking about their strategies and programs, and a representative of SAHO talking about career pathing program.
10. Panel on HHR challenges faced by First Nation health organizations. L to R: representatives of Battleford Tribal Council Health Services, Gordon First Nation, Northern Inter-Tribal Health Authority (NITHA) and First Nations and Inuit Health Branch, Health Canada, Saskatchewan Region.
11. Representative workforce policies in action in the health sector partnerships: locally and provincially aboriginal awareness training: preparing the workplace, trying to break down myths and misconceptions, overt and covert racism supportive employee development strategies such as work preparation programs to enter the workforce, then career pathing and other supportive strategies once in the workforce
13. Susan Pentelichuk 2001 thesis on apprenticeship system in Sask apprenticeship system working well, for young white males. Women and aboriginal people not aware of apprenticeship as a life option or rejected it cultural, distance, and language barriers stopped aboriginal people from participating apprenticeship training model of learning from a mentor in applied context understood and accepted, but workplace learning culture seen as barrier for women and aboriginal people (“macho white male” environment) recommendation: don’t lower standards of industry, but recognize different learning styles and adapt to accept other cultures
14. Existing research: 2003 Klyne, Richard J. "Employment barriers and aboriginal working life: towards a representative workplace in Saskatchewan." M.V/TEd. thesis, University of Regina, 2003. Found five key barriers to aboriginal employment and retention: subtle and blatant racism; recruitment and selection processes for employment; a gap between official government policy and practice in relation to workplace diversity; very few Aboriginal people in positions involving real decision-making authority; and some confusion about what constitutes a representative workplace.
15. Existing research: 2007 Caverley, Natasha. "What works: effective policies and programs for aboriginal peoples of Canada." Ottawa, ON: Turtle Island Consulting Services Inc., 2007. Extensive lit review and national consultations. Best practices identified included: evidence-based strategic planning done by partnerships hiring and supporting aboriginal employee career development officers aboriginal awareness training aboriginal employee networks develop and support evaluation methods relevant to aboriginal people
16.
17. key informant interviews found mostly strengths and some “lessons learned” from the SK approach:
22. allowance for flexibility in partnership so some task teams can take on specific projects without necessarily implicating or engaging entire network
23.
24.
25. indigenous ways of thinking about and doing management of HR are wholisitic and focus on maintaining “good relations” and are likely exemplars for better management for everyone, not just aboriginal peoples
26. aboriginal employees face multiple challenges and require supports such as career pathing to overcome effects of colonialism, racism, etc. Existing research 2010 (continued)
27. Summary: RWF policies and practices policy framework was based on evidence of what worked, what wasn’t working, particularly building and maintaining strong partnerships at all levels, plus taking a long-term, wholistic approach to aboriginal employment development “Saskatchewan model” seen as national best practice no clear benchmarks; still a long way to go; some employers frustrated with “touchie-feelie” approach – they believe it should just be up to training institutions to prepare employees, aboriginal or otherwise
28. Unemployment rates, by EI Region Saskatchewan experienced the highest yearly rate of employment growth (+2.6%, or 13,200 added to the labour force) during the 2008-09 fiscal year. This was the first time that Saskatchewan held the top rank in employment growth since comparable data were first recorded in 1976/77 Source: EI Monitoring and Assessment Report 2009 Human Resources and Skills Development Canada Annex 1.1 - Unemployment Rate, by EI Region http://www.hrsdc.gc.ca/eng/employment/ei/reports/eimar_2009/index.shtml
29. June 2, 2009 21 Saskatchewan’s Aboriginal Population in 2006 Excluding the population in collective dwellings, there were 141,890 persons who reported an Aboriginal identity in 2006. Approximately two thirds are First Nation members, almost all of whom are “Registered” in the sense of The Indian Act. There are about 3,000 individuals who reported that they were: Indian although not registered, Inuit, another Aboriginal identity, or a combination of these.
30. June 2, 2009 22 Aboriginal Population in 2006: Interprovincial Comparison Manitoba and Saskatchewan are, by far, the provinces with the largest Aboriginal populations as a percentage of the total population. Although the largest proportion of Aboriginal people in Canada live in Manitoba and Saskatchewan, the highest number are in Ontario. In 2006, there were 242,000 Aboriginal people in Ontario compared with Saskatchewan’s 142,000.
31. June 2, 2009 23 Basic Counts: Residence in Urban Areas As a proportion of the total population, Aboriginal people are more common in Prince Albert and North Battleford. They are less common in Regina and Saskatoon and almost non-existent in southern urban centres such as Estevan and Swift Current. Among urban centres, the fastest growing Aboriginal population from 2001 to 2006 was in Prince Albert.
32. June 2, 2009 24 Completed Education: Changes over Time The levels of completed education are rising in the Aboriginal and non-Aboriginal populations in Saskatchewan. The gap between the two is, however, widening. From 1996 to 2006, for example, the proportion of adults with a post-secondary education increased: from 37% to 45% in the Non-Aboriginal population; and from 23% to 29% in the Aboriginal population.
33. June 2, 2009 25 Employment: Interprovincial Comparison, 2006 The employment rates for the Aboriginal population are lower in Saskatchewan than in Canada as a whole or in either of our neighbouring provinces.
34. June 2, 2009 26 Employment Rates by Urban Area, 2006 Employment rates tend to be higher in urban areas where relatively few Aboriginal people live – Estevan and Swift Current, for example. Rates are noticeably lower in the larger centres – Regina and Saskatoon – and in Yorkton.
35. Composition of the Labour Force Compared with today, the labour force of the future will have more Aboriginal people, more immigrants, and more older workers. In 2009, 6% of the labour force is comprised of immigrants and an estimated 8% is comprised of Aboriginal people. An increase in the participation rates for the Aboriginal population would increase their share beyond the 11% shown here. March 22, 2010 27
36. Comparison of Labour Force Supply and Demand In spite of the unprecedented growth in the population and the labour force, there is still a distinct possibility that the province will experience a general shortage of workers in the future. If the demand for labour grows at 10,000 per year (the increase during the growth period of 2007 and 2008) the growth in the size of the labour force will be insufficient to meet the demand for workers. March 22, 2010 28
37. The recent surge in employment started in 2006. There was a slowdown in 2007 which was thought to be caused by a shortage of workers rather than a shortage of jobs. The 2.2% increase in the annual average for 2008 is the largest increase since the mid 1980s. Most of the growth happened over the summer, just before the financial crisis began in earnest. There has been little or no growth since September 2008. April 15, 2010 29 Monthly Employment Trends in Saskatchewan
38. Concluding thoughts and recommendations colonialism and racism have been with us for a long time, their effects are still present in the labour force, and will take a long time to defeat. Short term solutions won’t succeed representative workforce initiatives were quite likely on the right track but could have been improved and expanded, particularly with greater engagement with aboriginal leaders in designing and implementing initiatives. Current “review” process dangerous because it’s not transparent The “do nothing” option, or leaving workforce development strictly up to employers and local initiatives didn’t work before (up to 1990s) so likely won’t work in 21st century
39. Concluding thoughts (2) There has been quite a bit of descriptive literature published about diversity in the workplace, but “usable knowledge is in short supply” (Pitts and Wise 2010) Except for SIIT, GDI and FNUniv, training institutions don’t have representative student populations because of curriculum and accessibility issues and therefore are not producing a representative workforce. Elders tell us that “education” to be valid has to be inclusive of both western and indigenous epistemologies (Akan 1992) strategic, system-level approaches with targeted investments have been shown to work, so why not continue?
40. References Akan, Linda. "Pimostamowin Sikaw Kakeequaywin: walking and talking. A Saulteux Elder's view of native education." Canadian Journal of Native Education 19, no. 2 (1992): 191-24 Caverley, Natasha. "What works: effective policies and programs for aboriginal peoples of Canada." Ottawa, ON: Turtle Island Consulting Services Inc., 2007 Klyne, Richard J. "Employment barriers and aboriginal working life: towards a representative workplace in Saskatchewan." M.V/TEd. thesis, University of Regina, 2003 Peach, Ian. "Case study research – Saskatchewan’s approach to increasing aboriginal people’s representation in the health care workforce. Prepared by the Saskatchewan Institute of Public Policy for Human Resources and Social Development Canada." Regina, SK: Saskatchewan Institute of Public Policy, University of Regina, 2007 Pentelichuk, Susan Phyllis. "Public policy in changing times: moving toward an apprenticeship training system representative of the workforce in Saskatchewan." M.V/TEd. thesis, University of Regina, 2001 Pitts, David W., and Lois Recascino Wise. "Workforce diversity in the new millennium: prospects for research." Review of Public Personnel Administration 30, no. 1 (2010): 44-69
41. Questions? Comments? Larry Sanders Research Associate Indigenous Peoples’ Health Research Centre (IPHRC) University of Regina (306) 337-2437 larry.sanders@uregina.ca
Editor's Notes
Aboriginal Employee Network members interviewed. On #3, they noted that workplace culture was different from the official policy documents of the Government of Saskatchewan. One person interviewed said she had experienced negative comments about the aboriginal awareness training, with one non-aboriginal employee telling her, “We never had a problem with race until this Aboriginal Awareness Training started.” Another person interviewed said they were pessimistic about real change in the Government of Saskatchewan as a workplace until the “colonial mindset” was wiped out. #5: Aboriginal employees interviewed said there was confusion among themselves as leaders of the Aboriginal Employees network and in their employers about the real meaning of the terms diversity, employment equity and representative workforce. They said as long as this confusion remained, the achievement of a representative workforce was going to be “talk:, not walk”
I’m now going to quickly review some numbers. The story from these numbers is pretty obvious. Saskatchewan is experiencing boom times, despite the recession around the world, but aboriginal people are not benefitting from the boom and in fact are falling farther behind. This chart shows unemployment levels, noting the growth in the Saskatchewan labour force in 08-09 was the tops in Canada. But if you look at the unemployment rates for northern Saskatchewan, where the population is primarily aboriginal, the unemployment rate actually increased.
I want to thank and acknowledge Doug Elliott of Sask Trends Monitor, who was not able to be with us today because he has to be in Saskatoon, but he did generously agree to give us his data and gave us permission to use it today. This chart shows the aboriginal population level in Saskatchewan according to the last census, in 2006. It was 141,890 as of 2006, and is expected to be at least 160,000 by the next census, in 2011.
The number, 141,890 represents about 15% of Saskatchewan’s total population. This chart shows that Saskatchewan has the second highest concentration of aboriginal population among the provinces, after Manitoba.
The aboriginal population across Saskatchewan is by no means equally distributed. The aboriginal population is largely concentrated in the north and north central regions. So this raises the question, how are we going to measure “success” in achieving a representative workforce. We understand for example that the Prince Albert health region has achieved a greater level of success in recruiting and retaining aboriginal employees, but are they up to 34%? Conversely, should Saskatoon and Regina consider themselves successful if they achieve about a 9% aboriginal employment level, when both those large cities serve large populations from across the entire province? Or should our standard for achieving a representative workforce be one province-wide number, like 15% Worth debating
This chart shows the education trend. It’s positive for both aboriginal and non-aboriginal populations in Saskatchewan, with more people graduating from grade 12 and more from post secondary education. But the RATE OF INCREASE for aboriginal people is not as large, which means that, overall, the gap is widening between aboriginals and non-aboriginals when it comes to education levels
This chart compares the aboriginal labour force in the three prairie provinces to the national average, and we are well behind in Saskatchewan, with less than half of the aboriginal population actually in the labour force.
Again, there are variations by city, or census metropolitan areas. The aboriginal labour force is actually much lower in the larger centres, particularly Prince Albert, Regina, Saskatoon and Yorkton
This is a forecast of what the labour force might look like in ten years, based on the projection of current trends. By 2020, we MIGHT have 11% of the labour force as aboriginal, still well below the 15% of the 2006 census and even further behind the projected 17-20% of the labour force that is forecast for 2020 or 2025.
In case you think this is just an important issues for aboriginal people, this chart might make you think again. The labour force is expected to continue to grow at the rate of 10,000 jobs per year, well exceeding the supply of workers.
This gap between demand and supply has already had an effect on the Saskatchewan economy, in 2007. The boom that started then could have been even larger, but there just weren’t enough workers to meet the demand, which dampened growth.