Recruitment and Retention Critical to


Minority Health Professionals


By John West


Closing the Gap, Cultural Competency Part II • February/March 2001


Dentistry Percent of Students 

American Indian .5 

Non-Hispanic Black 5.4 

Hispanic 4.0 

Nursing (RN ) Percent of Students 

American Indian .8 

Non-Hispanic Black 9.9 

Hispanic 3.9 

Minority 

Enrollment 

Total enrollment in schools for selected health 

professions by race and ethnicity 1996-97 

Optometry Percent of Students 

American Indian .5 

Non-Hispanic Black 2.4 

Hispanic 3.9 

Pharmacy Percent of Students 

American Indian .4 

Non-Hispanic Black 2.8 

Hispanic 7.7 

Podiatry Percent of Students 

American Indian .6 

Non-Hispanic Black 3.7 

Hispanic 3.4 

Minority groups listed are 

underrepresented in health care professions. 

Information can be found in United States 

Health Workforce Personnel Factbook 

2000. This fact book is a compilation of 

data from secondary sources, such as the American Medical Association, and the Federal Bureau of Labor Statistics. To order, call the 

Health Resources and Services Administration (HRSA) at 1-888-Ask-HRSA or visit 

http://www.ask.hrsa.gov❖

crease by 60 percent. 

Jordan J. Cohen, 

M.D., president of AAMC said, “this raises 

the question of whether or not enough medical students are developing the necessary cultural awareness and competence skills.” 

According to Nycal Anthony, president 

of Alliances for Quality Education, Inc., a 

Washington-based, health and education resource development firm, there is not an automatic fix to building a more culturally 

competent health care workforce. “Balancing the supply and demand needs is essential,” she said. “To impact the education, 

recruitment, practice, and retention of physicians, pharmacists, advanced practice 

nurses, dentists, registered nurses, physician 

assistants, and other allied health professionals will require a ‘back to basics’ approach. 

We need to strengthen the pipeline connecting people, education systems, legislatures, 

and many others to identify and implement 

strategies to succeed,” she added. 

Cohen further stated that despite the 

hard work of medical schools across the country, no more than 1,700 individuals from 

racial/ethnic groups, underrepresented in the 

physician workforce, will be among the some 

M

of an organi

any observers believe that the cul 

tural competency displayed by 

health care workers in all levels 

zation—or lack of it—has critically important effects on the quality of care 

received by that organization’s patients and 

customers. 

Better education and training of staff 

currently providing services in health care 

systems and facilities could 

16,100 receiving their symbolic “white coats” 

this month. 

“At a time when underrepresented minorities make up more than 21% of our 

country’s increasingly diverse population, 

having barely 10.5% of our classes drawn 

from these communities is downright alarming,” he said (Reporter, Volume 9, Number 

12; September 2000). Increased efforts must 

be made to enact public 

go a long way toward im- “To impact the education, policy that values and enproving patient-provider recruitment, practice, and dorses cultural compeinteractions. Equally criti- tence in the health care 

cal is improved recruit- retention of physicians, workforce. 

ment and retention of mi- pharmacists, advanced Associate Director of 

nority students into health practice nurses, dentists, the Institute of Public 

and allied health profes- registered nurses, physician Health at Florida A & M 

sions. University, and Publisher 

US Census projec- assistants, and other allied of the National Black 

tions indicate that by the health professionals will Health Leadership Direcyear 2010, the U.S. minor- require a ‘back to basics’ tory, Nathaniel Wesley, Jr. 

ity population will in- approach....” said that increasing the 

number of individuals 

entering and exiting the 

pipeline as health care professionals is the 

key. 

“The basics of creating a culturally competent and diverse workforce requires access 

and opportunity,” Wesley said. “Equal opportunity is still as critical today as during 

the civil rights movement,” he added. 

Wesley also said that without additional 

incentives, it is difficult for an undergraduate student to rationalize choosing a health 

care career with a staring salary of $30,000 

in comparison to an engineering career with 

a starting salary of $45,000. 

“In the future, we must return to pipeline programs that foster students through 

summer work study programs, encourage 

mentoring of new entrants into health care 

fields, and provide career counseling to midlevel health professions,” Wesley said. 

According to Wesley, mentoring should 

not be monolithic in nature. “There has to 

be more open and meaningful communication and development across all levels,” he said. There must be a

diverse cooperative pathway for 

success.❖

Office of Minority Health Resource Center U.S. Department of Health and Human Services