University of Southern California, Los Angeles, CA 90089, USA.
J Subst Abuse Treat. 2013 Feb;44(2):208-15. doi: 10.1016/j.jsat.2012.05.004. Epub 2012 Jun 2.
Although the outpatient substance abuse treatment field has seen an increase in referrals of African American and Latino clients, there have been limited changes in the diversity of the workforce. This discordance may exacerbate treatment disparities experienced by these clients. Program leaders have significant influence to leverage resources to develop staff diversity. Analysis of panel data from 1995 to 2005 showed that the most significant predictors of diversity were the characteristics of leaders. In particular, programs with managers with racially and ethnically concordant backgrounds and their education level were positively related to the percentage of Latino and African American staff. A high percentage of African American staff was positively associated with managers' tenure, but inversely related to licensed directors. Diversification of the field has increased, yet efforts have not matched increases in client diversity. Implications for health care reform legislation seeking to improve cultural competence through diversification of the workforce are discussed.
尽管门诊药物滥用治疗领域接受了越来越多的非裔美国人和拉丁裔客户的转介，但劳动力的多样性却没有太大变化。这种不和谐可能会加剧这些客户所经历的治疗差距。项目负责人具有利用资源来发展员工多样性的重要影响力。对 1995 年至 2005 年的面板数据进行分析后发现，多样性的最显著预测因素是领导者的特征。特别是，具有种族和民族一致背景的管理者以及他们的教育水平的项目与拉丁裔和非裔美国员工的比例呈正相关。非裔美国员工的比例较高与管理者的任期呈正相关，但与持牌董事呈负相关。该领域的多样化程度有所提高，但努力与客户多样性的增加并不匹配。讨论了通过员工多样化来改善文化能力的医疗改革立法的影响。
