For Here, from Here – Healthcare Workforce Diversity in Wyandotte County

Guide to Healthcare Careers for Wyandotte County Youth

The new Guide to Healthcare Careers for Wyandotte County Youth provides descriptions of 21 potential healthcare careers for Wyandotte County youth, ranging from medical records technician to primary care physician. The listings include the length of training required, local educational programs, expected job local openings and more. All careers listed in the guide will pay at least a living wage of $33,000 per year.

Download the Career Guide

Wyandotte County Education-to-Employment Pipeline

The Wyandotte County Education-to-Employment Pipeline was formed in late 2018 as a strategy of the Wyandotte County 2018-2022 Community Health Improvement Plan (CHIP). The goal of the Pipeline is to increase the number of black, brown and bilingual youth pursuing careers in healthcare. The Pipeline today is a coalition of nearly 40 healthcare providers, government agencies, businesses, nonprofits, universities, community colleges and high schools serving Wyandotte County. The Kansas City Medical Society Foundation is the lead agency.

Download the Improvement Plan

January 2026 Article
In November the Missouri Hospital Association (MHA) released a podcast (link) that highlighted their 2025 workforce report (link) and their 5 pillars workforce strategy (link). The report and the podcast mirrored the work that we are doing at KCMSF with our Healthcare Workforce Development initiative and provided some new data that demonstrates the continued need for work in this area.
One item of interest in the 2025 workforce report was that vacancy rate dropped to below 10%, which is the lowest it has been since the pandemic. When I dug deeper into the 2025 workforce report I discovered that despite the low overall vacancy rate that the overall RN vacancy rate for the KC Metro Region is at 13.9%. Our regional RN vacancy rate is higher than any other region in the state.

The 5-pillar workforce strategy that MHA developed aims to reduce vacancies and turnovers while developing the workforce pipeline. These strategies guide MHA’s current and future initiatives:

1. Workforce readiness & pipelines
2. Empowering environments
3. Workplace safety
4. Leadership & professional development
5. Regulatory optimization

The more regional data we have and the more we know about initiatives that are happening in our region the better aligned KCMSF will be as we work with partners to design a regional workforce development plan.
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