Human Resources: Culturally Competent EAPs Needed for Increasingly Diverse Workforce

As health care expenditures continue to increase, there´s no doubt that it is critical to focus on strategies that reduce the prevalence and cost of preventable chronic conditions. The situation is exacerbated, however, by an increasingly diverse workforce.

Minorities now represent more than one-quarter of the workforce; Hispanic employees make up the largest minority group. A report by the National Business Group on Health asserts that by the end of the decade, racial and ethnic minorities will make up 41% of the nation´s workforce. Consider this impact this has on healthcare costs:

Hispanics are 1.5 times more likely to get diabetes as non-Hispanic whites and have a 40% higher death rate related to the disease (National Hispanic Medical Association).
54% of Latino men with at least one episode of major depression in their lifetime do not recognize having a mental health problem. Latinos also report reluctance to getting treatment for depression (National Latino and Asian American Study).
Asian Americans with mental health issues are only 25% as likely as whites and 50% as likely as African Americans and Hispanics to seek outpatient care (Centers for Disease Control and Prevention; Office of Minority Health and Health Disparities).

"The changing dynamics of the workforce puts a renewed emphasis on the need to deliver culturally competent behavioral health services --- and this goes beyond offering bilingual services," says Mary Vasquez, President and CEO of VMC Behavioral Healthcare, a leading provider of employee assistance programs. "Cultural competence is the ability of counselors to understand and respond effectively to the cultural as well as linguistic needs of individuals and families."

Beth Remus, an expert in cultural competence and quality improvement, concurs. "Language alone does not define an EAP counselor as ´culturally competent.´ Counselors must understand their beliefs and practices especially in the area of health (knowledge), are able to demonstrate respect, caring and within the context of the relationship (attitude) and provide culturally appropriate recommendations and actions without letting their own beliefs impact the worker (skills). Not an easy task when a consumer who speaks Spanish may be from a country with beliefs and values unfamiliar to the counselor."

What concrete steps can EAPs take to ensure greater cultural competency in their programs, providers, and performance measures? Vasquez offers these suggestions:

Understand that becoming culturally competent is an ongoing process, not a change that can happen overnight.

Be as knowledgeable as possible of the history, language, norms, traditions, beliefs, and culturally influenced health behaviors of the cultural groups in the workplace. However, acknowledge potential limitations in understanding aspects of culture and language, and encourage employees to let you know if you are unknowingly upsetting them or doing something wrong.

Distribute all benefits and educational materials --- including wellness and disease management information --- in multiple languages.

Mary Vasquez is President and CEO of VMC Behavioral Healthcare Services ---the 4th largest EAP provider in the country, covering over four million people. A client-driven behavioral healthcare services firm dedicated to strengthening employee and business health, Gurnee, IL-based VMC develops and administers high quality Employee Assistance Programs, Work-Life Benefits, Managed Behavioral Healthcare Services, Training Programs, Disease Management and Health and Wellness. Vasquez can be reached at

(847) 249-1900.

Media contact: Cindy Kazan

414.352.3535; ckazan[at]communik-pr.com