By Geralyn Magan
A new research brief from the LeadingAge LTSS Center @UMass Boston contains insights from leaders of color about their career journeys in the field of aging services.
I never felt like I could be my authentic self. I always felt like I had to conform to the culture, whether it was the way I wore my hair, my jewelry, my clothing, my demeanor, my speech …
The reality that I see is that there are insufficient numbers of minorities in positions of authority. And in order to correct that, you need to take some aggressive steps.
What’s helped me most in my career is just having great mentors that I’ve worked for that have believed in me, saw my potential, invested in my growth and development, and helped map out … a career trajectory for me.”
These are just a few of the many honest responses that researchers at the LeadingAge LTSS Center @UMass Boston received when they interviewed 13 senior leaders of color who have experience working at organizations providing long-term services and supports (LTSS) to older adults.
Researchers Alexandra Hennessa and Natasha Bryant interviewed the leaders during 2021 as part of a four-part study conducted in support of a key LeadingAge strategic goal: to advance diversity, equity, and inclusion (DEI) in the LTSS workplace. Findings from the interviews are summarized in a new research brief, Creating a Diverse, Equitable, and Inclusive Workplace Culture: Perspectives of Leaders of Color.
AWARENESS OF THE LTSS FIELD
Many of the leaders acknowledged the general lack of awareness about LTSS career opportunities within communities of color. Some leaders suggested that cultural barriers may keep people of color from seeking leadership positions in the field of aging services.
“Because assisted living, independent living, and life plan communities tend to serve primarily older white adults, leaders of color may be less likely to seek jobs in this sector,” write the authors. “Negative misconceptions about aging services among some communities of color have also served to discourage interest in LTSS careers.”
PERCEIVED BARRIERS AND FACILITATORS TO ADVANCEMENT
Leaders of color identified the barriers they faced in their quest to advance in the field of aging, and, conversely, the factors that helped them advance in their careers.
Interviewees credited supportive and intentional supervisors, mentors, continuing education, and their own diverse networks with helping them advance in their careers. Notably, several leaders acknowledged how a position on the board of directors of an aging services organization helped them broaden their networks and learn more about the LTSS field.
Among the identified barriers to advancement were the general lack of a DEI culture in aging services, and lack of diversity among both organizational leaders and residents, which often deters people of color from working in aging services. Leaders also described the steep learning curve that exists for leaders of color who come to the LTSS field from other fields. They noted that supportive supervisors and mentors helped them master the skills they needed to succeed.
The most poignant sharing came when researchers asked leaders of color about the psychological barriers they faced during their careers in aging services.
Leaders described the pressure they felt to conform to an organization’s majority culture. They talked openly about how uncomfortable they feel bringing their whole selves to work. Some leaders, particularly women, said they often are not taken seriously, have their expertise questioned, and feel they need to work twice as hard as their majority counterparts. All the leaders reported experiencing micro-aggressions from residents, board members, volunteers, or other leaders.
SOLUTIONS FOR ADDRESSING DISPARITIES IN THE LTSS WORKFORCE
When asked how LTSS organizations could address disparities in the aging services workplace, leaders of color recommended that LTSS organizations:
- Commit themselves to creating opportunities that increase the diversity of the leadership team, facilitate career advancement opportunities for frontline professional caregivers, and create an overall inclusive and equitable organizational culture.
- Create networks for leaders of color in aging services.
- Educate and help organizational leaders identify and manage their biases.
- Recruit candidates from other fields to increase leadership diversity in their LTSS organizations.
“Leaders of color in aging services acknowledge that the LTSS field has a long way to go before it becomes diverse, equitable, and inclusive,” the report concludes. “Still, the leaders … tout the vast opportunities for advancement that careers in aging services offer. They readily describe the enjoyment they derive from working for organizations that are mission-driven.”
FOR MORE INFORMATION
To read other reports in the LTSS Center’s DEI series, visit the LTSS Center website.