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PAGE 72 reliance on volunteers, which was also associated with a challenges including the time and cost associated with screenings and trainings. The COVID-19 pandemic exacerbated the challenges of using volunteers as a significant proportion of the nonprofit workforce because fewer individuals were able to volunteer given safety precautions. One nonprofit participant noted the ongoing effect of this: “It’s been over two years that most of our volunteers haven’t been coming. We’re kind of starting at scratch now with our volunteer base again, and that is super hard.” “I think health care overall is probably facing its worse workforce crisis that we have ever seen. It’s unprecedented. The number of individuals who have transitioned from health care—particularly the Tri-Valley—is challenging for the support staff that is needed. We might get lucky and be able to recruit providers because the area is so appealing, but the support staff that is needed to meet the needs of the organization is not readily available. And that’s due to the housing crisis and the inflation. So the overall toll and the cost to meet the needs of the Tri-Valley is ever increasing.” Some participants spoke of the distinct need to retain essential workers within the community given the high cost of living. One focus group participant said: “I’ll call them essential workers; we need to keep them here. I’m including teachers and firefighters, police, nurses…all these different groups of people we need. They might not be able to afford to live here. We need to be able to have the people who we need to keep the community running actually live here.” A few participants mentioned designated housing as a recruitment and retention strategy: “I heard at one point that some of the housing was going to be built specifically for teachers, firefighters, and police officers, and people who have these kinds of positions in the community that really need to be filled. I don’t know if that’s really the case, or if that was just a rumor I heard, but having housing that’s set aside would be great.” RACIALLY, CULTURALLY, AND LINGUISTICALLY RESPONSIVE WORKFORCE In addition to a workforce shortage overall, organizations and other human service providers named a need for a racially, culturally, and linguistically responsive workforce, just as the community did. Participants noted the need for service providers who can deliver racially, culturally, and linguistically congruent care, particularly given the existing and increasing diversity within each community. One provider said “I’m actually the only one who speaks those two languages... it would be really nice if we could have more therapists who are bilingual or trilingual.” Participants stating the need for a diverse workforce noted the connection to the broader cost of living and need to provide a living wage. “I just don’t think there’s enough [mental health providers]. Most likely, because a community agency doesn’t pay very well. [we need] a wider variety of people of all genders, of all races…just a wider range of things so that people can really see someone who maybe looks more familiar and is more comfortable for them. So not a judgment on who’s available now. But just more…culturally sensitive.” At the organizational level, nonprofits highlighted challenges to attracting and retaining a diverse workforce. They also identified a pressing need to not only bring in diverse service providers, but to also equip the existing workforce with the skills and knowledge to provide culturally congruent services. Some said that targeted trainings for existing staff could be instrumental. When asked what was needed to deliver culturally concordant care, one interviewee responded: “Cultural workshops and maybe immigrant experience workshops so people can…get a snapshot of what these people have been through, or what their cultural differences are… So maybe just have workshops and presentations, I think that would make all of them more aware and just give them a deeper understanding of where these people are coming from.” EASTERN ALAMEDA COUNTY HUMAN SERVICES NEEDS ASSESSMENTSS Page 130 of 554