The sharp increase in Q2 2024 reflects a one-time cohort-based training where 20 community members were trained as new doulas. This training aligned with SisterWeb’s long-term commitment to growing a skilled, culturally aligned doula workforce rooted in the communities it serves. The drop in subsequent quarters does not indicate a decline in program effectiveness but rather reflects the absence of additional training cohorts during that period. Training efforts are currently structured around capacity, funding, and demand, and are not conducted on a rolling basis. The spike shows what is possible when resources are available and recruitment is coordinated with intention.

This successful training cohort was supported through collaboration with internal staff, mentor doulas, and external partners, including community health organizations and maternal health equity coalitions. SisterWeb's partnership with Birthland and UCSF has also contributed to developing and delivering high-quality training content. Looking ahead, deepening engagement with trusted referral sources and neighborhood-based outreach programs could help recruit new candidates for future cohorts. These relationships are key to identifying individuals with strong ties to the community who are well-positioned to grow into the doula role.

Cohort-based trainings that are intensive, hands-on, and culturally responsive have proven effective for onboarding new doulas. When paired with mentorship and career pathways, these trainings not only prepare doulas to serve clients but also open doors to broader healthcare careers. Programs that center lived experience and local leadership tend to foster retention and long-term impact. Models like those used by Commonsense Childbirth and Roots of Labor Birth Collective offer successful templates—emphasizing accessibility, community connection, and trauma-informed pedagogy.

To sustain and expand the training of new doulas, SisterWeb should aim to secure dedicated funding to support regular cohort cycles. This includes budgeting for stipends, curriculum delivery, and mentorship infrastructure. Building a consistent recruitment pipeline through community organizations, word of mouth, and strategic partnerships will help ensure training slots are filled with committed, mission-aligned individuals. Finally, SisterWeb can explore layering in additional supports, such as academic credit, continuing education options, or post-training employment pathways, to position this work as part of a long-term investment in health equity and workforce development.