No result found
National Immigration Forum;
As the U.S. population ages, home health care workers are projected to be the third fastest-growing occupation. Immigrants accounted for 25% of personal care aides and 38% of home health aides. They have proven to be essential but often overlooked health care workers.The focus of this paper is to provide background on the crisis, highlight the home health care industry, and offer some recommendations on how to mitigate against labor shortages and secure the needed home health care services for the aging U.S. population.
Human Resources Development Council of District IX (HRDC);
In recent years, housing has become a critical issue in Park County, but identifying exactly what is happening in the ever-changing housing market can be difficult. The Park County Housing Coalition -- a collaborative project of the Park County Community Foundation and Human Resource Development Council of District IX (HRDC) -- produced the 2021 Park County Housing Needs Assessment to compile the best information available about this community-wide challenge.
Wilder Research Center;
As the COVID-19 pandemic hit Minnesota in March 2020 – marked by state-issued stay-at-home orders to protect public health – our communities felt immediate economic impacts. To learn more about some of these impacts on Minnesotans, Family Housing Fund and Wilder Research partnered to analyze unemployment and housing instability data.
Despite widespread awareness of the lack of DEI in tech and public commitments from tech companies to do better, great uncertainty exists among leaders about how to make real progress.While there are deep pockets of DEI excellence within tech companies themselves, there has never been an attempt to connect this knowledge in a one-stop shop for people and leaders working across tech, nor has there been an effort to catalyze DEI outcomes through collaborative industry-wide action. DEI can't be solved by one company or leader; it requires long-term collective effort.The ACT Report calls for a new paradigm in DEI that is holistic, collective, and long-term. Tech's current approach is often dispersed, individual, and short-term. Despite important progress in DEI, tech companies are too often reduced to poaching each other's talent from underrepresented groups. The paradigm shift described in the ACT Report fundamentally requires a shift in thought and behavior. It is based on values, and provides a blueprint to indivisibly link DEI strategy and business strategy. Companies must bring a business approach to inclusion, and an inclusive approach to business. In other words, DEI and business strategies can no longer be separate. The ACT Report explains what this means in practice.Making the tech industry more inclusive requires a systemic response to a systemic problem. The foundational system that impacts employment opportunity is education. The tech industry, like other industries, must deliver early intervention measures at scale to drive equity from cradle to career. That means tackling educational inequity generally, and increasing access to computer science education specifically.
This report was funded by a consortium of leading New York City philanthropic donors eager to see CUNY focus more intentionally on preparing students for the workplace. Work began just before Chancellor Rodriguez was appointed, and when he took office, he strongly encouraged the project.The understanding between the chancellor and Opportunity America: that the organization would bring an independent perspective to its research and ultimately speak with an independent voice, but that the aim of the study was to make recommendations that are plausible for CUNY—some implementable in the short term, others goals for the future.
The Wallace Foundation;
In 2016, The Wallace Foundation launched the University Principal Preparation Initiative to help seven universities strengthen principal preparation and to help each state develop policies to improve principal effectiveness statewide. This chart summarizes which of seven policy levers were more often in place.
Chief Executives for Corporate Purpose (CECP);
CECP is excited to share, in the 2021 edition of Giving in Numbers, brandnew insights that cover a wide range of corporate social engagement topics. Giving in Numbers has long reported on most of these topics, but this year the report illuminates new details relevant to the global COVID19 pandemic and social justice efforts. These new insights were selected in accordance with inquiries from corporate leaders in CECP's coalition seeking to empower themselves by bringing new data into their strategic decision making.
Funder and Evaluator Affinity Network;
This tool was developed by the authors of Evaluation is So White: Systemic Wrongs Reinforced by Common Practices and How to Start Righting Them for the 2021 GEO Learning Conference. It supports reflection and action relating to the strategies offered in the brief, which is intended as a starting point, as there is still much to learn and understand about the barriers evaluators of color face. Similarly, this tool is not comprehensive of all that is needed to ensure evaluators of color flourish. The overarching purpose is to spark conversation, engage in reflection, identify areas for learning, and ultimately to change behavior and practice.
New estimates from FWD.us show that immigrants represent a substantial, and thus critical, part of America's essential COVID-19 workforce combating the pandemic. Numbering nearly 23 million people, these medical, agricultural, food service, and other immigrant essential workers make up nearly 1 in 5 individuals in the total U.S. essential workforce.
A number of activities in workplaces, such as such as those including cutting, grinding, sanding, drilling, loading or demolishing products that contain silica, can produce respirable particles of crystalline silica dust that are small enough to inhale. Inhalation of crystalline silica can cause silicosis which is incurable. Work practices are critical to prevent the condition from occurring and safe work practices are as relevant to workplaces as they are to training environments. This study considers methods of risk control and training practices such that silicosis is prevented. Training requirements are profiled in a vocational education and training setting and must include: crystalline silica hazards and health risks, including silicosis; effective use controls; use and maintenance of personal protective equipment, including Respiratory Protective Equipment; safe waste disposal; and, practices for personal decontamination. The training environment must be designed in a manner to allow for engineering controls, such as on-tool water suppression or on-tool dust extraction, to be utilised.
Scientific Research Publishing;
This paper utilises a qualitative literature review to highlight the shift to learner-centred methodologies in vocational education and training and profile the applications of trauma informed approaches to address learner needs and increase learner inclusion and chances of success. The discussion begins by identifying the need for trauma informed approaches in delivery related to technical and further education and workplace settings. The characteristics of trauma informed training environments are then considered such that the professional development needs of trainers can be established. The paper presents a model competency statement that can be used to develop training programs for trainers working in vocational education and training. The model competency statement, entitled "Utilise trauma informed training practices", can be used as a basis for development of accredited programs, nationally recognised units of competence, professional development programs or any other program related to implementation of trauma informed approaches in an adult training setting.
Scientific Research Publishing;
This paper considers the use of de-escalation techniques to manage aggressive behaviours such as challenging behaviours, behaviours of concern, verbal abuse, threats and threatening behaviours, and physical assault from a workplace perspective. The techniques are presented as training requirements for a program to develop competency and confidence in de-escalation practices. Training in this area should cover a range of performance and knowledge requirements inclusive of sources of anger and aggression and how they can lead to violence, undertaking situational risk assessment, use of de-escalation techniques, and self-care.