Wisconsin HIV Community Planning SAPG Meeting Notes

Transcription

1 Wisconsin HIV Community Planning SAPG Meeting Notes Heidel House, 643 Illinois Ave., Green Lake, WI 54941, Community Co-Chair: Anthony Evans, Milwaukee Health Services Community Co-Chair Elect: Ronnie Grace, Diverse and Resilient Health Department Co-Chair: Jim Vergeront, State AIDS/HIV Program Thursday, June 21, 2018 Agenda Overview, A Deeper Look into Workforce Issues for HIV A Social Determinant of Health, Goal Three, Reduce HIV-Related Disparities and Health Inequities Jim Vergeront, AIDS/HIV Program Review of goals in Integrated Plan: Goal 1 focuses on changing behaviors of individuals at high risk for HIV to reduce the number of new infections; Goal 2 focuses on increasing the ability of organizations to improve the quality of services delivery to persons infected with HIV; Goal 3 reduce HIV-related disparities and health inequities Goal 3 requires implementing structural approaches to HIV prevention and care that addresses such conditions such as housing, education, employment, and food security; and reducing stigma and eliminating discrimination Goal 3, Activity 5A: Expand the diversity of the workforce, particularly at decision-making levels Today we ll focus on workforce development and capacity building initiatives Leadership Development and Capacity Building Initiatives, Hester Simons, Ricardo Wynn, AIDS/HIV Program, Fellowship: Broderick Pearson, Katherine Quinn, Monty Scott Health Leaders Fellowship a year-long leadership development program for gay and bisexual men of color working in agencies providing HIV services in Milwaukee; provides skills, mentors and introspection for career advancement Curriculum includes: program development and project management; fiscal management; communication; interpersonal skills; community leadership; influencing; contracted with mostly people of color to provide facilitation of meetings, in-person training and individual coaching Components include: fellowship meetings; in-person trainings, coaching, online certificate: UW Milwaukee Introductory Nonprofit Certificate; workplace experiential learning and workplace mentor Evaluation results include: diversify fellowship staff, formal education support, training and support for organizations Feedback from the first cohort of fellows: the Fellowship cannot meet its full goals by working only with individuals; it is equally essential to work with organizations. There continues to be reluctance to place men of color into formal management and supervisory positions. We learned: to demand our seat at the table and how to do this is a nice, political-friendly way; to set healthy boundaries as a person living and working within the same community; to hold deep discussions about institutional racism; how our voices can be stifled and shot down and how we can be shunned by our community for doing this work; about social and economic disparities, higher education is not part of our cultural norm, maybe this will change with current and future generations. The Institute a venue for young black gay/bi men to learn about, discuss and examine social determinants of health; the goal is to create opportunities for the next generation of HIV public health professionals in Milwaukee; to help shape the future of African American MSM/YMSM public health programming Ricardo was first in his family to go to college, was not supported by his family to do so, there are huge gaps in capacity and development and a limited supply of people of color for leadership; community mentees need experiences and basic skill development and coaching

2 Institute participants are provided with 2 opportunities supported by the State AIDS/HIV program: 1) to attend a national conference (NAESM- National AIDS Education and Services for Minorities Leadership) which included visiting local CBOs in a high incidence jurisdiction and 2) funding available to develop a non-traditional HIV awareness event to: raise awareness of the factors that contribute to disproportionate burden of HIV, address social justice issues that contribute to the HIV epidemic, foster unity within and among communities of black and Latino gay/bisexual men, and transgender people, mobilize communities to take action to address factors contributing to the HIV epidemic, maximize impact of the project through collaboration Evaluation of this project will include: in-depth qualitative interviews and quantitative methods, brief surveys after each training. -WI HIV Outreach Project Training System, Megan Reading, UW-Madison HIV Outreach Project -MATEC (Midwest AIDS Training Education Center), Chris Chapman WI HIV Outreach Project Training System partnership with State of WI AIDS/HIV Program, coordinate statewide training opportunities for HIV prevention and care service providers, local public health nurses, HIV case managers and others; first training coordinator was hired in 2001, launch of Training System was in 2002 Training is more accessible through webinars; leadership trainings provide opportunity for on-going professional develop for staff in the field; historically training has focused on new staff; change from didactic training (lectures) to hands-on practice and discussion There is a leadership team that meets regularly to plan trainings, some of which are required for staff at agencies, some are face-to-face and others are online, all evaluations are reviewed Future opportunities include developing new courses, making more online or blended courses available, organizational development For more information or to ask questions: please visit: or contact Megan Reading at megan.reading@wisc.edu or MATEC Midwest AIDS Education and Training Center One of 8 regional AETCs (AIDS Education and Training Center), MATEC-WI is the local partner of the Midwest AETC, goal is to support the national HIV priorities by building clinician capacity and expertise along the HIV care continuum AETC mission- to improve the quality of life of persons living with or at-risk of HIV through the provision of high-quality professional education and training and to increase the number of health care professionals who are educated to counsel, diagnose, treat and medically manage people living with HIV, and to help prevent high-risk behaviors that lead to HIV transmission WHY AETCs? Growing population of PLWH, shortage of HIV providers, shift in HIV care from acute to chronic, unequal burden of HIV in communities of color What does MATEC-WI do? Provides education, training, consultation and clinical decision support to all members of the healthcare team who care for PLWH or at high risk of acquiring HIV. How? Link experts in the diagnosis, treatment and prevention of HIV disease to health care professionals and organizations that serve racial/ethnic minorities and other populations disproportionately affected by HIV Successes and challenges: Challenges: HIV stigma and myths persist, even in healthcare, healthcare disparities; sexual history taking not a routine part of medical care, universal HIV screening recommendations not widely adopted. Successes: Inter-professional education, biomedical HIV prevention, collaborations and communities of practice For more information visit: or Getting to Know Our Members, Emily Field Workforce Development in HIV Agencies in WI, Moderated panel answering questions Jose Salazar, Sixteenth Street Community Clinic, Ronnie Grace, Diverse and Resilient

3 Kevin Roeder, ARCW What does recruitment look like at your agency for a prevention position? How do you try to recruit the best possible candidates? SSCHC advertise online site, managers send s to their networks, try to tailor jobs to fit qualities and skills of person, which can sometimes backfire ARCW post on website, Indeed.com, LinkedIn, invite person into organization to see if it is a good fit for them, sometimes engage a headhunter to find people for a position, want representatives from community D & R recruits from the community, from participants and through websites, likes to promote from within Hiring at the state: Limited position authority, even with grant funding contract with another state agencies that have positions (UW, State Lab of Hygiene) Every time fill a position have to justify still a need for that position Recruitment process post all positions in a number of places with minority agencies, SAPG, formal posting sites Requirement for cover letter and resume, specific questions asked Usually 3 individuals review resumes and letters Rarely a degree requirement (unless a nursing position, etc) In resume screening, more likely to advance if have a degree relevant to work Interview with 3 individuals at level of position being hired or higher Benchmarks for questions (put together by hiring program, approved by HR) All go through background checks depends on position what criminal history would disqualify No drug screening (State Lab of Hygiene does) Knowing that educational requirements can be a barrier for people from target communities to access jobs, does your organization have flexibility, how do you handle that? SSCHD applications go directly to HR, have been working with them to see all the applications that come in, not only those they think are qualified; requiring car insurance is also a barrier; can require experience working with the population but cannot require bicultural person or person of certain race/ethnicity; agency supports development of staff; Jose is an example of opportunities for people without degree, he has hit his limit now and wants to go back to school ARCW depends on where in the agency the position is located, sometimes jobs do require degrees, in which case we also ask for years of experience; prevention positions do not have this requirement; considering eliminating driver license requirement since it is a barrier D & R yes, there is flexibility, Ronnie was invited to apply to start the testing program How much is criminal history a barrier, does your agency require drug tests? SSCHC no drug testing, criminal background check depends on position ARCW no drug testing, have to do criminal background check per state statute Are costs covered by agencies for professional development? SSCHC don t cover car insurance, cover driver s license fees, money in budget for trainings to support work (not college degrees), does pay for degree in nursing (subsidized) Are agencies checking credit scores of applicants? No Miscellaneous comments: Need to see beyond qualifications and see potential Applicants need to communicate their passion

4 Many people need help with interviewing skills Frustration with new young staff with degrees making more than long-time staff who don t have degrees Do the work before applying; talk to people who are/have been in that position, answer the questions directly in cover letter/resume, listen to mentors, have resume reviewed; know what you don t know; take some ownership as an individual; educational requirements do create a barrier 2018 Reflections on Goal Three of the WI Integrated HIV Prevention and Care Plan, , Reduce HIV-Related Disparities and Health Inequities, Social/Sexual Networks, Organizational, Community and Policy Issues, Ricardo Wynn, AIDS/HIV Program See handout (from Integrated Plan) Individual level - Objective 1 and 2 funded interventions and community events to address barriers and challenges and behaviors and norms (RFA) Awareness events community events with HIV testing and education, other resources Social & Sexual Networks - Work done by D&R, social media campaign (HIV in Real Life) Organizations Fellowship; Institute; Care have language line for non-english speakers (ADAP); Meetings with funded agencies Community - Mini-grants; events; engage community, address barriers for PLWH and people at risk for HIV; Care funding to ARCW and UW HIV Clinic housing and food pantry; funding to ARCW to reach people who typically don t come in to clinic; expand housing and food services to engage people in care Health Policy Legislation - Support organizations looking to do policy change, provide data to support Proposed strategies on different levels in handout Small Group Discussions on Goal Three Key Topics Discussed Group 1: What do you think can be done specifically to address social determinants in Goal 3? Information sharing and dialogue get others to buy in to information given out Have to name it to tame it if can t identify with the problem or what s needed, won t get need met Empowerment self empowerment, make changes within selves Taking baby steps just because you can t do everything, doesn t mean you shouldn t do anything; huge problems to tackle on individual level Group 2: What were a few of your take aways from Goal 3? Testing for HIV in emergency departments; some people consider emergency department to be their primary care Staff needs to represent the community they serve promoting to youth why it s important to get an education Stigma

5 Race talking about race, look at historical actions by government Group 3: What are some things you would like to see highlighted from Goal 3? Being empowered to deal with social determinants of health, consent, sexual health, being empowered to say no/use protective measures Popular opinion leader (POL) investing in community leadership but lack of POL generationally; support within LGBT communities diminished, young people have faced challenges, don t want to be told what to do; focus groups ask community what they feel best fits this situation Not taking no for an answer; keep reaching out let individuals who are volunteering, participating spearhead the programs being done in community gives them the skills to enter the workforce Expanding diversity in workforce SAPG Business Anthony Evans Monty and Broderick have been awarded scholarships to attend USCA Next meeting dates: September 20 in Madison, November 15 in Milwaukee There may be money for an additional scholarship Taking the information back to your community Questions/concerns as we move forward SAPG Member Activities Member announcements CAIR doing PrEP studies recruiting black MSM community, ages 16-25, PrEP computer assessment surveys, HIV- or unknown status, $50 incentive with referral cards HIV in Real Life Campaign launched in late June Sixteenth Community Health Clinic has positions open 2 for outreach specialists and 1 enrollment specialist- posted on Milwaukeejobs.com and 1 master s degree bilingual social worker New LGBTQ clinic at Froedtert (Dr. Any Petrol) staff are LGBTQ; internal medicine, OBGYN, psychiatrist, infectious disease providers at Sargeant Health Center Wrap-Up & Closing Implications for your work/communities Anthony Evans What did you like best about today s meeting? Everything Ricardo said Group participation everybody gets engaged Enjoyed the passion exhibited Good discussions about breaking into the field Workplace issues not that easy to work at the State Ronnie enjoyed supporting Anthony People like the Heidel House more than the Green Lake Conference Center and want to return In what ways could it be improved? Have a mid-morning energizer Initiation for members to share opinions Discussions should not be cut off What are your unanswered questions as you leave today? None What additional topics would you like to see covered here?

6 Self-care and team-care and boundaries (we have lost so many young black MSM from the field lately) Enjoy live testimonials how have people faced stigma? Assault, sexual violence, intimate partner violence, trauma Small Group Questions on Goal 3: What do you think can be done specifically to address social determinants of health in Goal 3? What were a few of your take aways from Goal 3? What are some things you would like to see highlighted from Goal 3? (e.g. Data, evaluation, programs)