A growing staffing crisis in New York City, particularly in the Bronx, is jeopardizing vital services for individuals with severe disabilities. The crisis is largely driven by low wages and high turnover rates among Direct Support Professionals (DSPs), the frontline caregivers responsible for assisting over 130,000 New Yorkers with complex needs.
DSPs are crucial for providing essential services, ranging from helping clients with daily routines to offering educational and recreational support. These frontline workers, who often deal with demanding caregiving tasks such as medication administration and personal hygiene, earn an average wage of just over $18 an hour, significantly less than many fast-food workers in the city.
Rupert Pearson, the executive director of the Southeast Bronx Neighborhood Center (SEBNC), emphasizes that his team of DSPs is critically important for the safety and quality of life of their clients. With starting wages recently increased to $19.75 per hour, Pearson explained the challenge of attracting new talent amongst the backdrop of considerable economic hardship, with many agencies in the Bronx offering salaries that barely exceed the city’s minimum wage of $16.50.
DSPs typically earn salaries between $35,000 and $40,000 annually, a figure comparable to entry-level positions in fast-food chains. The pay gap between DSPs working for nonprofit organizations and those in state-run facilities compounds the staffing crisis. For instance, DSPs in state-operated group homes start at $49,457 per year plus benefits—a stark contrast to their nonprofit counterparts.
This long-standing disparity makes it challenging for nonprofits like SEBNC to maintain competitive wages. Pearson mentioned, “Unfortunately, [the state] controls the purse strings for all of us,” indicating that state funding decisions heavily impact the compensation levels for DSPs.
The Bronx has the city’s highest rate of disabilities for people under 65, at 12.2%, making the work of DSPs even more crucial. SEBNC currently serves 120 adults through Medicaid-funded programs and residential services, where DSPs engage in medication administration, transportation, and recreational activities. As Pearson noted, many of these individuals rely on their services for lifelong care, underscoring the need for a stable workforce.
Despite advocacy efforts demanding significant wage increases for DSPs, disappointment resounded in recent budget decisions. Disability advocates pushed for a 7.8% cost-of-living adjustment but only saw a modest 2.6% increase approved. Pearson is still awaiting communication regarding how this increase will impact his budget and staffing.
The state Office for People With Developmental Disabilities (OPWDD) pointed to Governor Kathy Hochul’s significant investment of $3.9 billion since 2022 for the DSP workforce, intended for nonprofit providers and to improve career advancement opportunities. A recent commitment of $850 million aims primarily to boost salaries for DSPs. However, Pearson remains skeptical that such measures are sufficient to bridge the wage gap with state-funded positions, noting the urgent call for legislative actions to achieve pay parity.
Recruiting and retaining DSPs poses challenges, as not everyone possesses the necessary patience or temperament for the role, although the barriers to entry are relatively low—requiring only a high school diploma and some experience. Role-specific knowledge, like first aid training, plus personal traits such as calmness and dependability are highly valued in candidates, as evidenced by SEBNC’s job postings.
With a workforce largely made up of women of color, many DSPs face economic hardships, often taking on second jobs to support themselves and their families. Pearson stresses that the goodwill and passion for caregiving should not come at the cost of financial security, stating, “People do love the work, but they also have to eat.”
During a recent tour of SEBNC’s facilities, Pearson led visitors through a carefully maintained group home designed for comfort and stability for its six residents. Each unit allows for personalization, reflecting the individual tastes of the residents, who may stay for life due to the nature of their disabilities. Pearson underscored the importance of creating a true home environment for residents, with the potential of remaining there indefinitely.
Across the street, the day habilitation program buzzed with energy after a community event the day prior—a ‘Fun Day’ filled with games, music, and activities aimed at building bonds between DSPs and clients. However, Pearson pointed out that even vibrant social events cannot negate the harsh realities of the job, where DSPs frequently face unpredictable behaviors and challenging situations.
SEBNC suffered losses of 12 DSPs post-pandemic, a situation Pearson attributes to inadequate wages. He acknowledged that low pay continues to discourage potential new hires from considering roles within the nonprofit sector.
Long-term DSP Stephanie, who has dedicated 18 years to the profession, described the job’s unpredictable nature, wherein her experience allows her to efficiently manage various challenges. Program Director Gail Brown expanded on the intricacies of DSP work, noting the need for creative and individualized teaching strategies in a role that caters to clients with complex needs.
The pressing challenge of staffing is exacerbated by continuously shifting state regulations that nonprofits are required to follow. Pearson expressed concern over how the state does not consistently communicate these changes, although violations can lead to significant consequences for nonprofits like SEBNC, often resulting in citations for non-compliance.
As a solution to counteract some of the recruitment difficulties, the state unveiled the “More Than Work” campaign, designed to attract potential DSPs through heightened visibility about job openings. This initiative has recently generated a significant number of applications, showing that interest may exist, even as the critical issues of low wages and job satisfaction remain unresolved.
Pearson organized a recent hiring event, which attracted 25 applicants and yielded seven job offers. Yet, he emphasized that while becoming a DSP requires relatively minimal qualifications, the nature of the job requires unique interpersonal skills that not all candidates possess.
To enhance the selection process, individuals receiving services from SEBNC sometimes assist in the interview process, ensuring that the perspectives of clients are included in the hiring decision.
As Pearson looks to the future, he recognizes the pressing need to assure applicants that they can financially support their families through this work. With ongoing uncertainties surrounding potential cuts to Medicaid funding and the impending construction of a new group home that SEBNC plans to establish, the focus remains on maintaining a high standard of care regardless of these challenges.
Ultimately, the long-term viability of DSP services hinges on stable funding, equitable pay, and a dedicated workforce. Pearson succinctly summarized the situation, stating, “Some people say, ‘You know what, I’m not getting paid enough to take this abuse,’” underscoring the urgent need for systemic changes to protect both the caregivers and the individuals they serve.
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