RECRUITING AND RETAINING CAREGIVERS: WORKER STORYBOARD
Poor job quality and racial/gender inequity in the caregiving industry threaten efforts to recruit and retain caregivers. Scroll to view workers' solutions in their own words.
SOLUTION ONE:
Implement Quality Training Programs that Include Career Ladders within Direct Care
“For the participant-directed home care program in my state, we just won paid training! I would like to see a path to more certifications for those interested.
Professionalizing the workforce is important. I would like to add certified first aid training to the training. Tuition reimbursement for schooling would be nice. And a pay differential for those with more training/education is essential.”
- Lynn Weidner
Home Care Worker, Pennsylvania
(Pictured with consumer, Brandon Kingsmore)
SOLUTION TWO:
Equip Direct Care Workers with Wraparound Supports and Services that Help Increase Job Satisfaction and Improve Quality of Life
“If I were in charge of benefits for workers, I would have a daycare and after-school programs in my [nursing] facility so then [workers] would have access to their children without having to worry. I would also have transportation available for them to be able to have the convenience of getting to work and getting back home on time.”
- Barbara Coleman
Nursing Facility Worker, Pennsylvania
SOLUTION THREE:
Provide Traditional and Non-Traditional Benefits and Workplace Protections that Strengthen Recruitment and Retention
“I had to leave the workforce to care for my mother, and therefore, I do not have enough income like I once did when I worked. Based on the retirement that I receive, it is not affordable to live. I have to struggle every month. My rent just tripled this year, but my income is the same. And just last fall, I got sick and had to be in the hospital for 5 days with no health insurance. After my discharge, I had to get medication that I could not afford, but I needed it for my recovery. I've seen that in other states, caregivers get income for taking care of their loved one, and it sure would be helpful and a blessing to me.”
– Deborah McAllister
Home Care Worker, North Carolina
SOLUTION FOUR:
Improve Recognition for Caregivers On and Off the Job
“A caregiver knows every detail of the client's daily living - from early morning to bedtime. This is highly important because when the person begins to show different/abnormal signs, the caregiver will recognize them immediately and (either) take care of the issue or call the doctor or other care people to begin reviewing the signs. Having this knowledge can potentially save a life... If more than one person is caring for a patient, communication is the most important aspect for the health and safety of the patient. When I cared for a patient and shared duties/shifts, I insisted on keeping a journal of the daily events. This is the safest way to document medications, fluid intake, etc., and prevent accidental overdoses or other mishaps.”
– Genale Rambler
Home Care Worker, Pennsylvania
SOLUTION FIVE:
Assist Caregivers with Finding Quality Jobs
“Staffing shortages are very bad in my area, and we sometimes have two staff to 52 residents in [the] LTC Facility on day shifts, and on night shifts, only one, sometimes two [staff members] because they are calling off and quitting due to the workloads and not getting a decent wage pay. Personally, I am worn out and get frustrated at times, but I have to keep pushing because I know someone has to care for those people. The lack of staffing in my area causes more bedsores. The food is cold before the residents get to eat. Residents do not receive showers on schedule. They have more contractions of their limbs. They miss appointments because there is no help to go with them. There are no activities to keep residents occupied or to make them feel at home.”
– Sophia Colley
Nursing Home Worker, Florida
Read the Executive Summary or Full Report from H-CAP’s Center For Equity detailing the historic findings uplifting the stories and experiences of caregivers across the country.