As the caregiver shortage worsened, we proposed solutions.
Across the country, families are struggling to support their loved ones as direct care workers leave their roles, fed up with the poor quality of these jobs.
When we imagined #60CaregiverIssues, we sought to address one clear problem: the worsening workforce shortage in home care. From February 2017 to December 2018, we unveiled 60 solutions, one idea at a time.
And it worked—we substantially grew our base of online supporters, generated significant media coverage, and inspired policymakers to focus on the range of challenges facing this job sector. The biggest result? Our country seems to understand this problem in a whole new way—as one that affects all of us, and one that can be fixed.
Research and experience routinely show that the direct care workforce isn’t strong enough to meet demand — and it affects the entire system of caregiving.
The move to managed care, in combination with recent changes in labor policies, has affected how home care services are structured and delivered across New York State.
Between 2010 and 2014, half a million direct care workers gained coverage. At the same time, the uninsured rate across this workforce decreased by 26 percent.
A federal investment in the direct care workforce would promote better wages and benefits, enhance training, and create advanced roles—and it would create a vibrant system of care.
Because of low wages and meager annual incomes, one in four Illinois home care workers lives in poverty and over half rely on some form of public assistance. Here's a deeper look.
A growth in older people in Minnesota has ignited demand for home care, yet the state's workers still work in poor-quality jobs. Here's a 360-degree perspective on the challenges.
The interplay between higher wages and public benefit eligibility means that low-income workers might not always see higher incomes from working more hours. Read why.
With proper training, home care workers can take on new responsibilities that support their clients and avoid high costs. PHI partnered with WorkingNation to highlight advanced roles in home care.
One in four direct care workers is an immigrant, and the total number of immigrants in direct care continues to grow—from 520,000 in 2005 to 860,000 in 2015. We offer a statistical portrait.
In May 2017, PHI gathered leaders from seven New York home care agencies for a roundtable discussion on the future of home care in the state. Here's what we learned.
In 2015, PHI worked with a group of home care providers in Chicago to develop a training rooted in adult learner-centered philosophy. The results? Improved job satisfaction and retention.
Long-term care providers want successful strategies for recruiting and retaining direct care workers. Here are six PHI approaches for different settings that actually worked.
Low wages and insufficient hours make direct care jobs unaffordable for workers and unappealing to job candidates. In turn, the workforce shortage worsens. Read more.
Training standards for personal care aides are nonexistent at the federal level and often lacking at the state level. In 2004, Arizona decided to change this. Read how.
Home care in Wisconsin is challenging, especially in rural areas, where direct care workers are in short supply and often travel long distances to reach clients. Read our in-depth report.
Over the last 10 years, Iowa has gradually improved the training system for direct care workers, though some of this progress has faced opposition. Read our case study.
A grassroots ballot initiative in 2012 transformed the training and certification system for personal care aides throughout the state of Washington. Here’s what they did.
As the workforce shortage in direct care intensifies, policymakers have an array of options to support this workforce. Read more about the possibilities.
In an already marginalized workforce, women of color in direct care have higher poverty rates and rely more on public benefits than their peers. Read more about their challenges.
Home care workers are rarely trained in Alzheimer’s disease and other forms of dementia, which can impact their clients. Read what state lawmakers can do to correct this.
From 2016 to 2026, an additional 1.8 million jobs will be created in the long-term care sector, including 1.2 million direct care jobs. But will they support our families? Read more.
A statewide matching service registry facilitates a "match" between consumers and home care workers. It also improves hiring and employment in this sector. Learn more.
Regular data on the direct care workforce helps long-term care leaders understand how these workers are faring and where we need more data and analysis. Learn more.
From raising wages to improving training, and much more, states around the country are shifting how they support direct care workers. Read what they're doing.
Home care leaders nationwide are gradually responding to the diversity in our country by developing culturally competent approaches. Here’s one in New Mexico.
PHI's #60CaregiverIssues campaign has raised the visibility of home care workers, which is key to changing minds and reforming policies. Read a summary of the first 30 issues.
Black/African American direct care workers provide critical supports to older people and people with disabilities yet often struggle with poverty. Read why this is happening.
Although one in six direct care workers is Hispanic/Latino, this segment of the workforce makes little money and many struggle with poverty. The latest figures tell an interesting story.
Asian and Pacific Islanders are struggling to survive in direct care jobs that don't pay enough and relegate many of them to poverty. Take a look at what we've learned.
In 2016, New York City established a division of paid care to support home care workers, nannies, and housecleaners throughout the city. Here's what they’ve learned.
Direct care jobs are strenuous and often dangerous, injuring workers and threatening their ability to deliver quality care. Here's how we can change this.
A person-centered approach in direct care honors the voices of both clients and workers. Here are two PHI experts explaining how this approach works in the direct care context.
Annual data on U.S. home care workers helps reveal how they fare over time–and where they need support. This year's research brief offers a snapshot on this important workforce.
When we strengthen jobs for nursing assistants, we elevate the value of direct care across the sector. Here's our annual date on nursing assistants employed in nursing homes.
What are the various benefits and potential harms of technology innovations for direct care jobs? Here are 7 ways that technology is strengthening the direct care workforce.
2018 exemplifies why it's important to stay on top of the latest developments–it was a remarkable year for workers, with promise for more. Here's what you missed.
