DiversityNursing Blog

Nursing is a profession built on lifelong learning, compassion, and the desire to make a difference. Whether you are a nursing student preparing for exams, a registered nurse looking to expand your clinical knowledge, or an experienced professional exploring new career opportunities, there is always something new to discover.

One easy way to keep learning is by listening to podcasts. They allow you to explore nursing trends, hear from experienced professionals, learn about different specialties, and find encouragement during a busy week. You can listen during your commute, while preparing dinner, or whenever you have a few minutes to yourself.

Looking for your next great listen? Here are 10 podcasts worth exploring for nurses at every stage of their careers.

1. Nurse Essentials

Best for: Practical advice and everyday nursing challenges

Produced by Cleveland Clinic, Nurse Essentials explores the topics nurses encounter throughout their careers. Hosted by nursing professionals, the podcast covers clinical practice, professional development, workplace challenges, patient care, and nurse well-being.

Episodes offer insights from experienced healthcare professionals and address questions that matter to nurses working in a variety of settings. Whether you are adjusting to a new role or looking for fresh perspectives on familiar challenges, this podcast offers useful takeaways.

Why listen: Gain practical insights into nursing practice while learning from professionals who understand the realities of healthcare.

Listen: Cleveland Clinic's Nurse Essentials

2. Straight A Nursing

Best for: Nursing students and clinical knowledge refreshers

Nursing school can be demanding, and finding effective ways to review complex material can make a difference. Straight A Nursing, created by nurse educator Maureen Osuna, breaks down nursing concepts into approachable, manageable lessons.

Topics include pharmacology, pathophysiology, medical-surgical nursing, clinical decision-making, and NCLEX preparation. The show is particularly helpful for students who want to reinforce what they are learning in class or prepare for upcoming exams.

Practicing nurses may also find episodes useful when reviewing concepts or refreshing their knowledge.

Why listen: Make challenging nursing topics easier to understand and build confidence as you prepare for exams or clinical practice.

Listen: Straight A Nursing

3. The Nurse Keith Show

Best for: Career development and professional growth

Your nursing career can take many different directions, and discovering your options is an important part of professional development. The Nurse Keith Show explores nursing careers, leadership, professional identity, and the changing healthcare landscape.

Hosted by Keith Carlson, RN, BSN, NC-BC, the podcast features conversations with healthcare professionals, thought leaders, and innovators. Episodes explore career transitions, job satisfaction, entrepreneurship, and ways to build a fulfilling professional life.

If you are considering moving into leadership, exploring a nontraditional nursing role, or simply wondering what your next career step might look like, this podcast can help you think about the possibilities.

Why listen: Discover new career paths, learn from experienced professionals, and find inspiration for your next professional chapter.

Listen: The Nurse Keith Show

4. See You Now

Best for: Nursing innovation and healthcare leadership

Nurses are more than caregivers. They are innovators, advocates, educators, researchers, and leaders who help shape the future of healthcare.

See You Now highlights nurses who are developing creative solutions to healthcare challenges and improving patient outcomes. Through conversations with nursing professionals and innovators, the podcast explores ideas that are transforming care delivery and advancing the profession.

It is a great choice for nurses interested in health equity, healthcare technology, patient advocacy, and the many ways nursing expertise can influence healthcare beyond the bedside.

Why listen: Discover how nurses are driving innovation, challenging traditional approaches, and creating meaningful change in healthcare.

Listen: See You Now 

5. AJN Off the Charts

Best for: Nursing research, professional issues, and evidence-based practice

Keeping up with nursing research and healthcare developments can be challenging when your schedule is already full. AJN Off the Charts, associated with the American Journal of Nursing, offers conversations about nursing research, professional practice, healthcare policy, and issues affecting the nursing workforce.

Episodes feature perspectives from nurses, researchers, authors, and other healthcare experts. Listening can help you explore new findings and consider how broader changes in healthcare may affect your work and your patients.

For nurses who enjoy connecting research with real-world practice, this podcast offers another way to stay engaged with the profession.

Why listen: Explore nursing research and professional issues that can inform your perspective on patient care and the healthcare system.

Listen: Search for AJN Off the Charts on your preferred podcast platform.

6. Nurse Wellness Podcast

Best for: Stress management and personal well-being

Nurses spend so much time caring for others that their own well-being can sometimes fall to the bottom of the priority list. The Nurse Wellness Podcast, hosted by nurse practitioner and stress management specialist Dr. Wendy Garvin Mayo, focuses on the challenges nurses face while navigating demanding careers.

Topics include stress management, work-life balance, emotional well-being, and professional transitions. The show encourages nurses to reflect on their needs and explore practical approaches to maintaining their well-being.

Listening to a wellness podcast is not a substitute for addressing unsafe staffing, workplace stressors, or other organizational problems. However, it can provide a starting point for thinking about what support you need and which changes may help.

Why listen: Find encouragement and strategies for prioritizing your well-being while navigating the demands of nursing.

Listen: Search for Nurse Wellness Podcast on your preferred podcast platform.

7. Nurse Blake

Best for: Humor, relatable experiences, and a lighter listen

Sometimes, you do not need another clinical lesson. You just need something that makes you laugh.

Nurse Blake is a registered nurse, comedian, and social media personality known for his humorous take on the realities of working in healthcare. His content explores relatable nursing experiences, workplace frustrations, patient interactions, and the everyday situations that healthcare professionals recognize.

His podcast and other content offer a lighter perspective on nursing life. Humor cannot solve every workplace challenge, but sharing a laugh over a familiar experience can be a welcome break from a demanding day.

Why listen: Enjoy a relatable, entertaining take on nursing culture and the experiences that connect nurses.

Listen: Search for Nurse Blake on your preferred podcast platform.

8. FreshRN

Best for: New graduate nurses and early-career professionals

Starting your first nursing job can feel like stepping into an entirely new world. Classroom knowledge is essential, but learning how to navigate real clinical environments takes time, practice, and support.

FreshRN focuses on helping nurses transition into professional practice, particularly in acute care settings. Its educational resources and podcast episodes address topics such as time management, clinical confidence, communication, and the challenges new nurses encounter during their first years.

The show can also benefit experienced nurses who want to revisit fundamental concepts or help mentor newer colleagues.

Why listen: Find guidance for navigating the transition from nursing school to professional practice and building confidence on the job.

Listen: FreshRN

9. AACN Podcast Series

Best for: Critical care nurses and nursing leadership

The American Association of Critical-Care Nurses (AACN) offers podcast series exploring nursing practice, leadership, and the experiences of professionals working to advance healthcare.

Its Voices in Nursing series highlights leaders, innovators, and influential professionals discussing how nurses shape healthcare. AACN's leadership-focused content also explores issues such as staffing, mentorship, diversity, well-being, and organizational change.

These conversations can be especially valuable for nurses working in critical care or those interested in leadership, professional advocacy, and improving the environments in which nurses practice.

Why listen: Hear perspectives on nursing leadership, workplace culture, and the issues influencing the future of the profession.

Listen: AACN Podcast Series

10. Nursing EDge Unscripted

Best for: Nurse educators and those interested in nursing education

Nursing education plays an essential role in preparing the next generation of healthcare professionals. Nursing EDge Unscripted, produced by the National League for Nursing, explores innovation, teaching strategies, and developments in nursing education.

Episodes feature discussions about curriculum design, simulation, student learning, educational research, and the challenges facing nursing faculty. The podcast is particularly relevant for nurse educators, academic leaders, and professionals interested in improving how nursing students learn.

Nurses who precept students or mentor new graduates may also find ideas they can bring into their own teaching and professional relationships.

Why listen: Explore fresh approaches to nursing education and discover ideas for supporting students and strengthening the nursing workforce.

Listen: Nursing EDge Unscripted

Keep Learning, Keep Growing, and Keep Connecting

Nursing is a profession that continues to evolve, creating opportunities to learn new skills, explore different specialties, and make a difference in the lives of patients and communities.

Whether you are looking for clinical insights, career inspiration, leadership advice, or a little humor after a long shift, the right podcast can offer a fresh perspective and remind you that you are part of a much larger nursing community.

Which nursing podcast do you enjoy listening to? Share your favorite with a colleague and help other nurses discover their next great listen.

Clinical rotations move nursing education beyond textbooks and simulations, giving students opportunities to apply their knowledge in real healthcare environments. But students learn best when they also feel welcomed, respected, and included by the nurses and healthcare teams around them.

When students are dismissed, excluded from the team, or denied meaningful opportunities to participate, they may become less willing to ask questions and engage in patient care. That can limit both their learning and their confidence.

Belonging Supports Clinical Learning

Clinical placements help nursing students develop skills, judgment, confidence, and a professional identity. Belonging helps them participate in patient care, connect with healthcare professionals, and see themselves as future nurses.

Exclusion is not always obvious. It may involve leaving students out of patient-care discussions, ignoring their questions, assigning tasks with little educational value, discouraging participation, or failing to explain their role. A qualitative study found that exclusion, dismissive behavior, and limited learning opportunities can leave students marginalized and less willing to ask questions or participate during clinical placements.

These interactions may seem minor during a busy shift, but they can shape a student’s entire clinical experience.

Students Need to Feel Safe Asking Questions

Students need to ask about medications, assessments, procedures, documentation, communication, prioritization, and clinical decisions because they are still learning. When their questions are treated as annoying or inconvenient, they may stop asking.

That creates a damaging cycle: exclusion reduces questions and participation, which limits learning opportunities and weakens confidence. A quiet student is not necessarily a student who understands everything. Sometimes, it is a student who no longer feels safe speaking up.

Psychological safety does not mean avoiding correction or accountability. Patient safety must always come first. It means students can acknowledge uncertainty, seek guidance, and learn from appropriate mistakes without being humiliated. A student who admits, “I’m not sure how to do that yet,” is providing an opportunity to teach.

Small Actions Make a Difference

Staffing challenges, heavy workloads, patient acuity, documentation, and unexpected events can limit the time nurses have to teach students. Nurses do not need to become full-time instructors, however. Small actions can create meaningful learning experiences.

A nurse can:

• Introduce the student to the team.
• Ask what the student hopes to learn that day.
• Explain the reasoning behind clinical decisions.
• Invite the student to participate when appropriate.
• Encourage questions.
• Provide specific, constructive feedback.
• Include the student in relevant conversations.
• Identify suitable learning opportunities.

A simple invitation, “Come with me, and I’ll show you why we’re doing this”, can turn an ordinary clinical moment into a valuable lesson.

Clinical Leaders Set the Tone

Creating an inclusive learning environment cannot fall entirely on individual nurses. Managers, educators, preceptors, clinical instructors, nursing programs, and healthcare organizations all have a role.

Clear expectations can help staff understand what students should be permitted and encouraged to do.

Managers and experienced clinicians also shape the learning culture by modeling patience and respect toward students. When dismissive behavior becomes routine, students may begin to believe that exclusion is simply part of nursing.

Students Should Participate, Not Just Observe

Students are not independent nurses, and their participation must remain appropriate to their education, competency, and supervision requirements. Within those limits, however, they should participate in care, practice skills, ask questions, and learn the reasoning behind clinical decisions.

They do not need to be treated as experienced nurses. They need to be treated as future nurses who are learning.

Nurses can create a more welcoming environment by starting with an introduction, asking about learning goals, explaining their thought process, inviting participation, and correcting mistakes respectfully. Remembering what it felt like to be new can also make it easier to extend patience to the next generation.

Building the Next Generation of Nurses

Today’s nursing students will eventually care for patients, precept new graduates, mentor other students, and shape the culture of their own units. Their clinical experiences can influence the kind of nurses they become.

Supportive clinical environments help students become confident, competent nurses who carry collaboration, respect, curiosity, and inclusion into the profession. Sometimes, the smallest invitation to participate becomes one of the most meaningful lessons in a student’s education.

Medical examiner nursing offers registered nurses interested in forensic science, public health, and death investigation a way to apply clinical expertise beyond the bedside.

These nurses help investigative teams interpret medical histories, injuries, medications, and other clinical factors while supporting accurate investigations, public health reporting, and families.

What Is a Medical Examiner Nurse?

A medical examiner nurse is an RN who works in or with a medical examiner’s office or death investigation system. Duties may include reviewing records, documenting findings, coordinating forensic examinations, assisting investigations, and collaborating with forensic pathologists.

Responsibilities vary by jurisdiction and employer, ranging from record review and coordination to field investigation and evidence collection. Unlike many forensic nurses who treat living patients, medical examiner nurses focus on deaths.

What Does a Medical Examiner Nurse Do?

Assisting With Death Investigations

They may review medical histories, gather clinical information, document findings, and, where permitted, visit scenes or interview families and witnesses. The medical examiner or another authorized official determines the cause and manner of death.

Reviewing Medical Records and Patient Histories

By reviewing hospital records, medications, laboratory results, and clinical notes, nurses can identify conditions, treatments, injuries, and inconsistencies relevant to an investigation.

Supporting Forensic Examinations

Depending on training and local rules, nurses may coordinate records, track specimens, prepare examinations, communicate clinical information, or assist with evidence collection. Accurate documentation is essential because findings may enter legal proceedings.

Collaborating With Multidisciplinary Teams

Medical examiner nurses work with professionals across forensic science, law enforcement, public health, and family support services, including:

• Forensic pathologists, medical examiners, and coroners
• Law enforcement officers and forensic toxicologists
• Public health professionals, social workers, and victim advocates

Identifying Public Health Concerns

Their reviews can reveal mortality trends involving overdoses, infectious disease, workplace incidents, and other risks, supporting surveillance and prevention efforts.

Supporting Families During Difficult Circumstances

Some nurses explain the investigation process, coordinate information, and connect grieving families with resources. The role requires compassion, clarity, and professional objectivity.

How to Become a Medical Examiner Nurse

Requirements vary by employer, jurisdiction, and role, but the usual path includes:

Earn RN licensure. Complete an accredited ADN or BSN program and meet any additional position requirements.

Build relevant experience. Emergency, trauma, critical-care, or other acute-care work develops useful assessment skills.

Study forensic nursing. Seek training in death investigation, forensic pathology, and evidence collection.

Consider credentials. Certification or graduate education may help but is not required for every position.

Search locally. Review medical examiner, coroner, death-investigation, and forensic laboratory roles; titles and qualifications differ.

Essential Skills for Medical Examiner Nurses

• Critical thinking and attention to detail for interpreting records and documenting evidence.
• Clear communication and collaboration across medical, legal, public health, and family settings.
• Emotional resilience and cultural sensitivity when handling difficult cases.
• Ethical judgment to protect confidentiality and follow professional and legal standards.

What Are the Challenges of Being a Medical Examiner Nurse?

Key challenges include:

Emotional strain: Frequent exposure to death and trauma requires healthy coping strategies and support.

Irregular schedules: Some roles require on-call, evening, or weekend work.

Safety risks: Scenes may involve biological hazards, infectious materials, and disturbing conditions.

Legal responsibility: Thorough records, evidence protocols, and clear role boundaries are essential.

Limited openings: Jobs may be concentrated in certain regions or listed under related titles.

Is Medical Examiner Nursing the Right Career for You?

This career may suit nurses who enjoy anatomy, forensic science, detailed analysis, and multidisciplinary problem-solving. It also demands comfort with death investigations, emotional resilience, compassion, professionalism, and respect for the deceased and their families.

Nursing is the largest segment of the U.S. health care workforce. Who gets into nursing school, who feels they belong there, and who is standing at the front of the classroom shape what care looks like for millions of patients. Representation in nursing education is not a side conversation about optics. It is a patient safety, workforce, and health equity issue.

The pipeline shapes the profession

The workforce we have tomorrow is the student body we build today. The Institute of Medicine's landmark Future of Nursing report identified a lack of diversity as a challenge for the profession. It argued that a more diverse workforce would better meet current and future health care needs and provide more culturally relevant care, and that the most effective route is to diversify the pipeline of students entering nursing education. 

There has been real progress. AACN's Fall 2022 survey found that more than 40% of students in baccalaureate, master's, and DNP programs came from underrepresented racial and ethnic minority groups, though the figure for PhD programs was lower, at 35.8%. That is a meaningful shift from earlier decades. But the numbers also show where the pipeline narrows: the further up the educational ladder, the thinner representation becomes. Those PhD-prepared nurses are the researchers, faculty, and leaders who will shape the next generation.

Why it matters for patients

Trust and communication. Patients who see themselves reflected in their care team are often more comfortable sharing sensitive information, asking questions, and following through on care plans. Language concordance is the clearest example. A bilingual nurse can help prevent misunderstandings around medication instructions, consent, and discharge teaching that interpreters alone don't always catch.

Cultural humility in practice. Lived experience gives nurses an intuitive grasp of how culture, family structure, religion, and community history influence health decisions. This is not a replacement for training in cultural humility, which every nurse needs. But a classroom with diverse voices makes that training richer, because students learn from peers and not just from textbooks.

Reduced Disparities: Culturally responsive education equips future clinicians to address health inequities and improve care for marginalized communities.

Representation benefits students, too

Students who don't see themselves reflected in their program, whether in their cohort, their clinical instructors, or their leadership, are more likely to feel isolated. That isolation affects persistence and confidence, and ultimately who completes the program. Belonging is not a secondary consideration. It has measurable effects on student retention and NCLEX success.

Stronger Mentorship: Diverse faculty and peer groups provide relatable role models and guidance, which increases student confidence and success.

Higher Retention: Inclusive curricula and supportive academic leadership improve graduation and retention rates among minority nursing students.

Enhanced Collaboration: Working alongside diverse peers mirrors real-world multidisciplinary healthcare teams, improving workplace satisfaction and communication.

The faculty gap

Student diversity alone isn't enough. Students need to see nurse educators, preceptors, and deans who look like them and who understand the barriers they face. Faculty diversity has historically lagged well behind student diversity, and with a well-documented shortage of nurse educators, that gap compounds the problem. Nursing schools have turned away qualified applicants because of limited faculty capacity, so growing and diversifying the educator pool serves both access and equity.

Representation extends beyond race and ethnicity. First-generation students, veterans, rural students, students with disabilities, LGBTQ+ students, career changers, and others are all part of the picture. Each brings perspective the profession needs.

What nursing programs and health systems can do

• Recruit early. Build partnerships with high schools, community colleges, and community organizations, so nursing is visible as a career long before applications open.
• Review admissions holistically. Consider life experience, language skills, and service alongside GPA and test scores, and stay current on how legal and policy changes affect admissions practices in your state.
• Fund the path. Scholarships, emergency aid, and paid clinical placements can decide whether a student finishes.
• Invest in mentorship. Pair students with faculty and practicing nurses who can guide them through the hurdles no syllabus covers.
• Grow the educator pipeline. Support graduate education for diverse nurses, and create realistic pathways from bedside to classroom.
• Measure and share outcomes. Track admissions, retention, graduation, and licensure, and act on what the data shows.

A nursing workforce that reflects the country it serves is better equipped to build trust, communicate clearly, and deliver care that works for everyone. Representation in nursing education is where that work begins. It is a strategy for stronger patient care, a more resilient workforce, and a more equitable health system.

If you're in nursing education or health care leadership, ask what your program is doing to recruit, support, and retain the students who will shape the profession's future.

When you think of a nursing leader, what comes to mind?

Maybe it’s the nurse manager who keeps a busy unit running, the nurse educator helping new nurses find their confidence, or the chief nursing officer making decisions that affect thousands of patients and healthcare professionals.

But nursing leadership can take many forms.

Leadership in nursing isn't limited to a particular job title, degree, or corner office. Nurses lead every day through clinical decision-making, patient advocacy, mentoring, education, research, quality improvement, and the ability to bring people together around better ways of caring for patients.

For some nurses, that leadership journey begins at the bedside and eventually leads to the boardroom.

Why Do Nurses Want to Become Leaders?

Nurses often enter leadership because they want to make a difference beyond the individual patient encounter.

After years of working directly with patients, nurses see firsthand what works in healthcare and what doesn't. They notice staffing challenges, gaps in communication, barriers to care, inefficient processes, and the ways policies can affect both patients and the people caring for them.

That firsthand experience can create a desire to make things better.

Some nurses pursue leadership because they want to:

• Improve patient safety and quality of care
• Advocate for patients and nursing professionals
• Mentor and support other nurses
• Improve workplace culture
• Help solve staffing and workflow challenges
• Influence healthcare policies and practices
• Create better experiences for patients and families
• Expand access to equitable, high-quality care
• Have a greater voice in organizational decision-making
• Help shape the future of nursing

Leadership can provide nurses with an opportunity to take what they've learned through clinical experience and use it to create broader change.

Instead of helping one patient at a time, a nurse leader may have the opportunity to improve a process that affects hundreds or thousands of patients.

Nursing Leadership Doesn't Mean Leaving the Bedside Behind

One common misconception is that becoming a leader means stepping away from the part of nursing you love.

For some nurses, moving into leadership does mean transitioning away from direct patient care. For others, leadership happens while remaining deeply connected to clinical practice.

A charge nurse, for example, may still provide hands-on care while coordinating a team and helping make decisions about patient assignments and unit operations.

A clinical nurse specialist may combine advanced clinical knowledge with education, research, and quality improvement.

A nurse educator may influence an entire generation of nurses without routinely working at the bedside.

There are many ways to lead.

Nursing Leadership Career Paths

Charge Nurse

For many nurses, becoming a charge nurse is one of the first opportunities to formally step into leadership.

Charge nurses help coordinate the unit, support staff, manage patient assignments, communicate with other departments, and respond to problems as they arise.

This role can provide valuable experience in delegation, communication, conflict resolution, and decision-making.

Nurse Manager

Nurse managers oversee the daily operations of a nursing unit or department.

Their responsibilities may include staffing, scheduling, employee development, budgeting, performance management, quality improvement, and patient-care outcomes.

It's a significant transition because the nurse manager isn't simply responsible for their own work. They are responsible for helping an entire team succeed.

Clinical Nurse Leader

Clinical Nurse Leaders focus on improving patient care and outcomes at the point of care. They may coordinate care, analyze patient outcomes, identify risks, and work with interdisciplinary teams to improve healthcare delivery.

This can be an appealing path for nurses who enjoy clinical practice but also want to influence how care is delivered.

Nurse Educator

Nurse educators teach and mentor nursing students, new graduates, experienced nurses, and other healthcare professionals.

They may work in hospitals, colleges, universities, professional development departments, or other educational settings.

Their influence can extend far beyond one classroom. A strong nurse educator can help prepare hundreds of nurses to provide safer and more effective care.

Clinical Nurse Specialist

Clinical nurse specialists are advanced practice registered nurses who can focus on areas such as a particular patient population, disease process, or healthcare setting.

Their work may involve clinical expertise, education, consultation, research, and quality improvement.

They can serve as a bridge between clinical practice and organizational improvement.

Director of Nursing

A director of nursing typically has responsibility for multiple units, departments, or areas of nursing operations.

At this level, leadership becomes increasingly strategic. Directors may work on budgets, staffing strategies, quality metrics, regulatory requirements, employee development, and organizational goals.

Chief Nursing Officer

At the executive level, the Chief Nursing Officer (CNO) provides strategic leadership for nursing across an organization.

CNOs may participate in decisions involving patient safety, workforce planning, organizational strategy, quality, nursing practice, and healthcare policy.

This is where the "boardroom" part of the nursing leadership journey can become especially visible.

The nurse's clinical perspective can have a seat at the table where major organizational decisions are being made.

Nursing Leadership Beyond the Hospital

Leadership opportunities aren't limited to hospitals.

Nurses can move into leadership roles in:

• Public health
• Government and healthcare policy
• Nursing education
• Healthcare technology
• Research
• Quality improvement
• Case management
• Insurance and healthcare organizations
• Community health organizations
• Professional nursing associations
• Healthcare consulting
• Corporate healthcare
• Entrepreneurship

Some nurses also become healthcare executives, researchers, entrepreneurs, professors, policy advisors, or organizational consultants.

The possibilities can expand considerably as nurses gain experience and additional education.

Yes, Nursing Leadership Is Hard Work

Leadership can be incredibly rewarding, but it is not an easy career path.

A nurse leader may have to make difficult staffing decisions, manage conflict, address performance concerns, balance budgets, implement unpopular changes, respond to emergencies, and advocate for their team while also answering to organizational leadership.

Sometimes, there simply isn't a perfect solution.

Nurse leaders can find themselves caught between competing needs: what patients need, what nurses need, what an organization can afford, and what regulations require.

That can be exhausting.

Leadership also means accepting responsibility when things go wrong, even when the problem is bigger than any one person.

For nurses considering leadership, it's important to understand that a leadership title doesn't automatically make the job easier. In many cases, it comes with more responsibility, more complex decisions, and a much broader scope of accountability.

But Good Nursing Leadership Can Create Significant Change

That is also what makes Nursing leadership so meaningful. When it is practiced thoughtfully and effectively, its impact can extend far beyond any one nurse or patient.

A nurse leader may help implement a safer medication process, identify a pattern contributing to patient falls, or build a mentorship program that supports nurses as they transition into practice. They may advocate for stronger staff education, improve communication between departments, or recognize when a workplace issue is affecting both nurses and patient care and work with others to address the root cause.

Sometimes, leadership is as simple and as important as making sure nurses have a voice at the table, someone who understands what patient care actually looks like and can speak to what both nurses and patients need.

Leadership Starts Before the Job Title

You do not have to become a nurse manager to be a leader. Leadership often begins long before the title does.

It can start with speaking up when something is not safe, helping a new nurse build confidence in a difficult skill, or stepping forward to support a quality improvement effort. It may also mean serving on a committee, becoming a preceptor, participating in professional organizations, or advocating for a patient who needs someone in their corner.

Many nurses are already practicing leadership in these everyday moments, even if they have never described it that way. The formal title, if it comes, can come later.

From Bedside to Boardroom

The path from bedside nurse to healthcare leader does not look the same for everyone.

For one nurse, leadership may grow into a charge nurse role and later a nurse manager position. For another, it may involve advanced education and a move into teaching, research, policy, or executive leadership. And for others, leadership may remain grounded at the bedside throughout their careers.

There is no single way to define a nursing leader. At its core, nursing leadership is about using experience, judgment, compassion, and influence to help make care better.

It is also demanding work. It calls for patience, resilience, collaboration, and the willingness to make difficult decisions. But when nurses step into leadership with purpose, they can shape more than individual patient encounters. They can influence teams, organizations, systems, and the future of healthcare itself.

The boardroom may look very different from the bedside, but the goal can remain the same: better care for patients and a stronger future for nursing.

September is National Suicide Prevention Awareness Month, a time to raise awareness about suicide, remember those who have been lost, and remind people that support is available. For nurses and other healthcare professionals, the conversation is especially important.

Nurses spend their careers caring for other people through some of their most vulnerable moments. They witness pain, trauma, loss, and death. They work long and irregular hours, manage high patient loads, navigate workplace stress, and are often expected to keep going even when they are emotionally and physically exhausted.

But the people who care for everyone else need care, too.

Why Suicide Prevention Matters for Nurses

Healthcare workers face a unique combination of workplace and personal stressors. According to the Centers for Disease Control and Prevention (CDC), healthcare workers can experience difficult working conditions, long or rotating shifts, emotionally challenging interactions with patients and families, workplace violence, and repeated exposure to human suffering and death. These factors can contribute to significant stress and may increase vulnerability to poor mental health outcomes.

For nurses, the pressure can sometimes feel like part of the job.

You may hear things like:

• "That's just nursing."
• "Everyone is burned out."
• "You'll get used to it."
• "Just get through this shift."
• "You can't fall apart when your patients need you."

But struggling does not mean someone is weak, unprofessional, or incapable of being a nurse.

And asking for help does not make someone a less compassionate or competent healthcare professional.

The Pressure to Be the Strong One

Nurses are trained to recognize changes in their patients. They know how to assess vital signs, identify warning signs, intervene during a crisis, and connect patients with appropriate resources.

Yet nurses don't always give themselves that same attention.

There can be a culture in healthcare where asking for emotional support feels uncomfortable. Nurses may worry about being judged by coworkers, appearing unable to handle the job, or being perceived differently by their employer.

Some may simply tell themselves that someone else needs help more.

But mental health deserves the same attention we give physical health.

If a nurse is struggling, reaching out early can be an important step toward getting support before distress becomes a crisis.

Know the Warning Signs

Suicide is complex, and there is no single reason why someone may become suicidal. Risk can be influenced by mental health concerns, relationship difficulties, substance use, physical health problems, financial stress, job-related stress, and other circumstances.

Changes in someone's behavior or emotional state may warrant concern. Depending on the individual, warning signs can include:

• Talking about feeling hopeless, trapped, or like a burden
• Withdrawing from friends, family, or coworkers
• Significant changes in mood or behavior
• Increased substance use
• Giving away meaningful possessions
• Talking about death or suicide
• Feeling overwhelmed by problems that previously seemed manageable
• Suddenly putting affairs in order or saying goodbye to people
• Experiencing severe emotional or psychological distress

One sign alone does not necessarily mean someone is suicidal. But if you're concerned about a colleague, friend, family member, or yourself, don't ignore that concern.

How Nurses Can Support a Colleague

You don't need to be a mental health professional to let someone know you care.

Sometimes, a simple conversation can be the first step.

Try saying:

"I've noticed you've seemed like you're having a really difficult time. How are you doing?"

Or:

"You don't seem like yourself lately. I'm here if you want to talk."

Listen without immediately trying to solve the problem. Avoid minimizing what the person is experiencing or telling them that things "aren't that bad."

If you are concerned that someone may be thinking about suicide, it is appropriate to ask directly.

"Are you thinking about hurting yourself?"

Asking about suicide does not put the idea into someone's head. It can create an opportunity for someone to talk openly about what they are experiencing and connect with help.

If someone says they are considering suicide or may be in immediate danger, take the situation seriously and help connect them with immediate professional support.

Nurses Need Safe Workplaces, Too

Suicide prevention isn't solely an individual's responsibility.

Healthcare organizations also have an important role to play in creating environments that protect workers' mental health.

The CDC recommends workplace approaches that address factors such as excessive demands, scheduling, adequate time off, workplace culture, respect, and psychological safety.

For nursing workplaces, meaningful prevention can include:

• Adequate staffing and manageable workloads
• Reasonable scheduling and opportunities for rest
• Access to confidential mental health services
• Peer-support programs
• Mental health and suicide-prevention education
• Training managers and nurse leaders to recognize distress
• Addressing workplace bullying, harassment, and violence
• Creating a culture where asking for help is encouraged rather than stigmatized
• Providing meaningful support after traumatic patient events
• Making employee assistance and behavioral health resources easy to access

Telling nurses to "practice self-care" while leaving the conditions contributing to burnout unchanged isn't enough.

Nurses deserve workplaces that support their well-being, not just reminders to take care of themselves after the damage has already been done.

You Don't Have to Wait for a Crisis

One of the most important messages during Suicide Prevention Awareness Month is that you don't have to wait until you're in crisis to ask for help.

The 988 Suicide & Crisis Lifeline is available by call, text, or online chat. Support is free and confidential, and people can reach out even when they aren't experiencing an immediate crisis. SAMHSA's 2026 messaging emphasizes that whatever someone is facing, big or small, their reason for seeking support is enough.

Call or text 988 to connect with a trained crisis counselor.

For nurses, this resource can be especially important after a difficult shift, traumatic patient experience, personal crisis, or during a period when stress and emotional exhaustion begin to feel unmanageable.

Other options may include talking with a primary care provider, therapist, employee assistance program, trusted colleague, friend, family member, or spiritual leader.

If you believe you or someone else is in immediate danger, call 911 or go to the nearest emergency department.

Make Room for the Conversation

Suicide prevention isn't just about recognizing a crisis. It's about building a culture where people feel comfortable saying:

"I'm not okay."

And where the response isn't judgment, embarrassment, or dismissal, but compassion and support.

For nurses, that conversation matters.

The nurse who checks on everyone else deserves someone to check on them.

The nurse who comforts grieving families deserves a safe place to process their own grief.

The nurse who encourages patients to seek help deserves permission to seek help, too.

And the nurse who is struggling deserves to know that their life matters far beyond the next shift.

Check on Your People

Send the text.

Ask the question.

Listen.

Share resources.

Check on the nurse who always seems to have it together.

And if you are the nurse who is struggling, please don't convince yourself that you have to handle it alone.

Your well-being matters. Your life matters. And asking for help is not a failure, it's an act of care.

Suicide Prevention Resources

988 Suicide & Crisis Lifeline: Call or text 988 or use the online chat at 988lifeline.org.

SAMHSA National Helpline: 1-800-662-HELP (4357) for information and referrals related to mental health and substance use services.

Emergency: If you or someone else is in immediate danger, call 911 or go to the nearest emergency department.

Nursing is a profession built around caring for others. Nurses advocate for patients, support families, help coworkers, collaborate with providers, and often step in when someone needs an extra hand.

But there’s a downside to always being the person who helps: it can become difficult to know when to say no.

Whether it’s picking up another shift, staying late, taking on another task, answering messages on your day off, or tolerating behavior that makes you uncomfortable, setting boundaries can sometimes feel selfish.

It isn’t.

Healthy boundaries aren’t about caring less. They’re about making sure you have enough time, energy, and emotional capacity to care without sacrificing yourself in the process.

Why Setting Boundaries Can Be So Difficult for Nurses

Nurses are often expected to be flexible. Staffing shortages, unexpected admissions, emergencies, call-outs, and high patient volumes can make it feel like there is always another reason to stretch yourself a little further.

You may find yourself thinking:

• “My coworkers need me.”
• “If I don't do it, who will?”
• “I don't want anyone to think I'm not a team player.”
• “I should be able to handle it.”
• “It's just one more shift.”
• “I feel bad saying no.”

Over time, these thoughts can make constantly saying yes seem like the responsible thing to do.

But repeatedly ignoring your own limits can contribute to exhaustion, resentment, stress, and burnout.

What Does a Boundary Actually Look Like?

A boundary is simply a limit you establish around what you are, and are not, willing or able to do.

At work, boundaries might look like:

Protecting your time:
Not answering work-related calls, texts, or emails when you're off the clock unless you're actually required to do so.

Protecting your workload:
Speaking up when your assignment or workload has become unsafe or unrealistic.

Protecting your emotional energy:
Recognizing that you can't be everyone's therapist, problem-solver, or emotional support system.

Protecting your personal life:
Declining extra shifts when accepting them would interfere with your rest, family, or personal commitments.

Protecting your professional boundaries:
Addressing inappropriate comments, disrespectful behavior, or requests that fall outside your role.

Boundaries don't have to be dramatic. Sometimes they're as simple as saying, “I’m not available today.”

The Difference Between Being a Team Player and Overextending Yourself

Nurses are team players. That's part of what makes healthcare work.

But being a team player doesn't mean being endlessly available.

There will be times when you genuinely can help, and there will be times when you can't. Both are okay.

A healthy team should allow its members to communicate their limits without making them feel guilty for having them.

Before saying yes to something, try asking yourself:

“Am I saying yes because I genuinely want to help, or because I feel guilty saying no?”

That small pause can tell you a lot.

How to Say No Without Overexplaining

One of the hardest parts of setting boundaries is feeling like you need to provide a detailed explanation.

You don't.

You can be kind, professional, and direct without giving someone your entire personal schedule.

Instead of:

“I’m really sorry, I would normally help, but I have so much going on and I haven't been sleeping well and I have errands and…”

Try:

“I’m not available to pick up that shift.”

Or:

“I’m unable to stay late today.”

Or:

“I won't be able to take on another assignment right now.”

Simple. Clear. Professional.

And if someone pushes back, you don't necessarily need a longer explanation. You can calmly repeat yourself.

“I understand, but I’m still not available.”

That's a boundary.

You Don't Have to Feel Guilty to Set a Boundary

Here's something nurses may need to hear more often:

Feeling guilty doesn't mean you've done something wrong.

If you're accustomed to saying yes, saying no may initially feel uncomfortable. Your brain may interpret that discomfort as guilt or selfishness.

Give yourself time to adjust.

You can care deeply about your coworkers and patients while still recognizing that you have limits.

You can be compassionate without being constantly available.

You can be a good nurse without being the nurse who always picks up the extra shift.

Boundaries Can Actually Make You a Better Nurse

Rest isn't laziness. Time away from work isn't something you have to earn.

Nurses need time to sleep, recharge, spend time with loved ones, pursue hobbies, exercise, travel, or simply do absolutely nothing.

When you consistently push yourself beyond your limits, your ability to be present and engaged can suffer.

Setting boundaries helps protect something that nurses desperately need: capacity.

When you're rested and emotionally regulated, you may be better equipped to communicate, make decisions, advocate for patients, and navigate difficult situations.

Taking care of yourself isn't separate from being a good nurse. It's part of sustaining your ability to practice nursing over the long term.

Five Boundary-Setting Phrases Nurses Can Keep in Their Back Pocket

If you struggle to find the words in the moment, try these:

When asked to pick up another shift:
“I appreciate you asking, but I’m not available.”

When someone asks you to take on another task:
“I don't have the capacity to take that on right now.”

When you're asked to stay late:
“I’m unable to stay past my scheduled time today.”

When someone crosses a professional boundary:
“I’m not comfortable with that. Let’s keep this conversation professional.”

When you're being pressured to change your answer:
“I understand the situation, but my answer is still no.”

You don't need to sound harsh. You just need to be clear.

Start Small

If setting boundaries feels completely foreign, don't try to overhaul your entire life overnight.

Start with one small boundary.

Maybe it's not checking your work email during your days off.

Maybe it's declining one extra shift.

Maybe it's taking your full break.

Maybe it's leaving work on time when your shift ends.

Maybe it's learning to stop saying “sorry” every time you communicate a reasonable need.

Small boundaries build confidence.

And eventually, you may realize something important:

You can say no and still be a caring nurse.

Your Compassion Needs Boundaries, Too

Nursing asks people to give a tremendous amount of themselves. Your compassion, knowledge, time, and energy are valuable, but they aren't unlimited resources.

You don't have to prove that you're dedicated by running yourself into the ground.

You don't have to feel guilty for having a life outside of nursing.

And you don't have to sacrifice your own well-being every time someone needs something from you.

Boundaries aren't walls. They're guardrails.

They help you care for others while remembering that you are a person who deserves care, too.

If you are a nursing student or an international nurse preparing to sit for the NCLEX, you need to mark a critical date on your calendar. For the first time since the year 2000, the National Council of State Boards of Nursing (NCSBN) is adjusting its exam registration pricing.

Effective February 1, 2027, the cost to take the NCLEX-RN and NCLEX-PN will see a noticeable increase across the United States, Canada, and Australia.

Here is everything you need to know about the upcoming fee changes, why they are happening, and how you can strategically plan your timeline to save money.

The New NCLEX Pricing Structure

The upcoming price adjustment impacts both RN and PN candidates, including first-time test-takers and those scheduling a retake.

Here is how the base registration fees will change starting February 1, 2027:

• United States: Increasing from $200 USD to $350 USD
• Australia: Increasing from $200 USD to $350 USD
• Canada: Increasing from $360 CAD to $570 CAD

While the core exam fees are rising, auxiliary fees will remain unchanged. The $150 international scheduling fee, the $50 nursing regulatory body (NRB) change fee, and Canada's REx-PN exam price will stay at their current rates.

Why is the Fee Increasing Now?

It has been over two decades since the NCSBN last adjusted the NCLEX registration fee. The decision to raise prices is driven by twenty-five years of inflation, alongside the escalating costs of modern test administration.

Maintaining a high-stakes licensing exam today requires significant investments. The new pricing structure will directly fund advanced cybersecurity measures, enhanced data protection infrastructure, and the ongoing development of next-generation exam questions to ensure the test remains a secure, accurate measure of nursing competence.

How to Beat the Price Increase: 3 Key Strategies

The good news is that your cost is determined by your registration date, not your actual test date. If you complete your registration and pay through Pearson VUE before February 1, 2027, you will lock in the current, lower rate; even if your actual testing appointment falls later in the year.

If you want to protect your budget, keep these three actionable strategies in mind:

1. Register Early if You Graduate in Late 2026

If you are finishing your nursing program in the Fall or Winter of 2026, do not delay your administrative paperwork. Submit your application to your nursing regulatory body and complete your Pearson VUE registration as soon as you are eligible. Registering before the February deadline will save you $150 USD (or $210 CAD).

2. Budget for the Full Scope of Licensing Costs

Remember that the NCLEX exam fee is only one piece of the financial puzzle. You must still account for your state or provincial board application fees, background checks, and fingerprinting processing. If you anticipate testing on or after February 1, 2027, update your total licensing budget to reflect the new $350 USD / $570 CAD benchmark.

3. Make "One and Done" Your Ultimate Goal

Because retake exams will also be subject to the new pricing structure, failing the exam becomes significantly more expensive after the deadline. Focus heavily on high-quality preparation, adaptive practice exams, and content mastery to maximize your chances of passing on your very first attempt.

While a price hike is never ideal news for a busy nursing student, knowing about this change months in advance gives you a distinct advantage. Talk to your peers, review your graduation timeline, and register as early as your eligibility allows to keep that extra cash in your pocket.

Remote nursing has become an appealing option for nurses looking for more flexibility, less commuting, and a different kind of work-life balance. From telehealth and case management to utilization review, care coordination, and nursing informatics, there are more opportunities to use your nursing expertise outside of a traditional bedside setting.

But working from home as a nurse isn't simply "bedside nursing in pajamas."

There are unique challenges, and some surprising benefits, that aren't always obvious when you're considering your first remote position. Here are some things experienced remote nurses wish they had known before making the switch.

Remote nursing is still nursing

One of the biggest misconceptions about remote nursing is that it will be easy.

You may not be physically running from room to room, but remote nursing can require significant mental and emotional energy. Depending on your position, you may spend hours on the phone, reviewing charts, coordinating care, documenting, educating patients, or making decisions that directly affect patient outcomes.

The environment may be quieter, but the responsibility is still very real.

Before accepting a position, ask what a typical day actually looks like. "Remote" describes where you work, not necessarily what the job feels like.

Your schedule may be less flexible than you expect

Working from home doesn't automatically mean making your own schedule.

Some remote nursing positions have very structured hours, productivity expectations, scheduled calls, or specific times when you must be available. Others may include evenings, weekends, holidays, or rotating shifts.

During an interview, ask:

• What are the expected working hours?
• Are schedules flexible?
• Are weekends or holidays required?
• Is overtime common?
• Are there scheduled breaks?
• How is productivity measured?

A job advertised as "flexible" can mean very different things depending on the employer.

Productivity metrics can be intense

At the bedside, your work is visible. In a remote role, employers often rely on metrics to measure productivity.

That could mean the number of calls completed, charts reviewed, cases handled, messages answered, or documentation completed.

This isn't necessarily a bad thing, but it can take some getting used to.

You may find yourself thinking, "How many cases have I completed today?" rather than "How busy am I?"

Understanding how your performance will be evaluated before accepting the position can help prevent surprises later.

You need to be comfortable working independently

This may be one of the biggest adjustments for nurses coming from a hospital environment.

Remote nursing often requires a high degree of independence. You may not have a coworker sitting a few feet away to quickly answer a question or a charge nurse you can turn to in the moment.

You need to be comfortable:

• Making decisions independently
• Prioritizing competing tasks
• Knowing when to ask for help
• Communicating clearly through technology
• Managing your own time
• Staying organized without constant supervision

If you thrive on the energy and teamwork of a busy unit, remote nursing may feel surprisingly lonely at first.

Communication skills become even more important

When you aren't physically in the same room as your coworkers or patients, communication can become more complicated.

A quick conversation at the nurses' station becomes an instant message. A question you might normally ask in person becomes an email or video call.

You'll need to become comfortable communicating clearly and professionally through multiple platforms.

And remember: tone can be difficult to interpret in written communication. A short message that seems perfectly neutral to you might come across differently to someone else.

Your home becomes your workplace

This sounds wonderful, until your laundry, pets, dishes, deliveries, family members, and household chores start competing for your attention.

One of the biggest lessons many remote nurses learn is the importance of boundaries.

If possible, create a dedicated workspace and establish a routine that signals when you're "at work" and when you're not.

And yes, your cat will eventually decide that your keyboard is the most fascinating object in the entire house.

You may actually miss the social interaction

Remote work can eliminate many of the stressful interactions that come with working in a hospital, but it can also eliminate the spontaneous conversations and relationships that make nursing enjoyable.

You may miss:

• Laughing with coworkers
• Celebrating a patient's progress together
• Having lunch with colleagues
• The feeling of being part of a team
• Simply having another nurse nearby who understands exactly what you're dealing with

If you're transitioning to remote work, make an effort to build relationships with your remote coworkers. Attend virtual meetings, participate in team chats, and get to know the people you work with.

Your technology skills matter

Remote nursing means technology becomes part of your everyday clinical toolkit.

Depending on your position, you may use electronic health records, video conferencing platforms, telephone systems, messaging applications, spreadsheets, databases, and specialized software.

Don't worry if you're not a technology expert. Most employers provide training.

But being willing to learn new technology, and being patient when technology inevitably decides not to cooperate, is essential.

Don't assume remote means less stress

For some nurses, remote work dramatically improves their quality of life.

For others, the stress simply changes.

Instead of dealing with staffing shortages, call lights, alarms, and physically demanding shifts, you may deal with productivity requirements, difficult phone conversations, large caseloads, technology problems, or repetitive computer work.

The question isn't necessarily whether remote nursing is less stressful.

It's whether the type of stress fits you better.

Ask about equipment before you accept the job

Find out exactly what the employer provides.

Some organizations provide a laptop, monitors, headset, phone equipment, and other necessary technology. Others may expect you to provide some of your own equipment.

You should also ask about internet requirements, technical support, workspace requirements, and what happens if your internet or equipment stops working.

Those details matter when your living room suddenly becomes your clinical workplace.

Your nursing experience is still valuable

One of the best things to understand before moving into remote nursing is that your bedside experience doesn't disappear just because you leave the hospital.

Your ability to assess situations, recognize changes in condition, educate patients, prioritize care, communicate with different healthcare professionals, and advocate for patients can be incredibly valuable in remote roles.

You aren't starting over.

You're applying your nursing skills in a different environment.

Read the job description carefully

"Remote nurse" can mean many different things.

A position might involve telehealth, telephone triage, case management, utilization management, insurance, care coordination, clinical documentation, education, informatics, or another specialty entirely.

Two jobs with the exact same title can have completely different responsibilities.

Before applying, look beyond the word "remote." Pay attention to the actual duties, schedule, required experience, productivity expectations, licensure requirements, and qualifications.

Remote nursing can open unexpected career doors

One of the biggest surprises for nurses who move into remote work is how many career paths can become available.

Remote nursing experience can potentially lead to opportunities in areas such as:

• Case management
• Utilization management
• Telehealth
• Care coordination
• Nursing education
• Clinical documentation
• Quality improvement
• Nursing informatics
• Population health
• Healthcare technology
• Insurance
• Clinical content development

Leaving the bedside doesn't necessarily mean leaving nursing.

Sometimes it means discovering an entirely different side of the profession.

Remote nursing isn't perfect and it isn't for everyone.

But for nurses who value flexibility, independence, fewer workplace interruptions, and the ability to work outside of a traditional clinical setting, it can be a rewarding career path.

Before accepting a remote nursing position, don't just ask, "Can I work from home?"

Ask:

"What will my workday actually look like, how will my performance be measured, and will this environment allow me to do my best work?"

The more you understand about the job before accepting it, the less likely you are to discover important details after you've already made the switch.

Remote nursing may look different from the nursing you started with, but your nursing knowledge, experience, and ability to make a difference still come with you.

Healthcare workers are accustomed to dealing with emergencies, but a growing security threat known as swatting presents a different kind of challenge.

Swatting occurs when someone deliberately makes a false report of a serious emergency, such as an active shooter, hostage situation, or armed individual, to trigger a large law-enforcement response. The FBI identifies hospitals, schools, places of worship, and other public locations as potential targets.

While reliable national data on hospital-specific swatting incidents is limited, evidence suggests the broader threat has grown. The International Association for Healthcare Security and Safety Foundation (IAHSSF) cites estimates that swatting incidents increased from about 400 in 2011 to more than 1,000 in 2019. In 2025, the FBI issued a nationwide warning about multiple recent swatting incidents.

Why Are Hospitals Vulnerable?

Hospitals are complex, 24-hour environments with large numbers of patients, visitors, and employees. A false report can quickly create confusion and potentially dangerous circumstances.

A swatting incident may:

• Trigger an armed law-enforcement response
• Disrupt patient care and hospital operations
• Require lockdowns or evacuations
• Put patients, nurses, and other employees at risk
• Divert emergency resources
• Cause significant emotional distress for staff

A 2025 incident at Loma Linda University Medical Center in California illustrates the potential impact. A false report of an armed individual prompted a major law-enforcement response and an evacuation before authorities determined the threat was a hoax.

What Should Nurses Know?

Nurses should never be expected to determine whether a reported threat is real or a swatting attempt. That responsibility belongs to hospital security and law enforcement.

However, nurses play a critical role in protecting patients during an emergency.

Know your hospital's emergency procedures. Be familiar with your facility's policies for active threats, lockdowns, evacuations, and shelter-in-place situations.

Take emergency alerts seriously. Even if a threat seems unusual or may be a hoax, follow your hospital's instructions until authorities determine otherwise.

Know your patients' needs. Nurses may need to protect patients who cannot independently evacuate, including patients requiring oxygen, ventilators, IV medications, or other critical care.

Report concerning behavior. Threats, suspicious activity, or threatening communications should be reported according to hospital policy.

Don't confront a suspected threat. Follow established security and emergency procedures and prioritize your own safety and the safety of your patients.

What Can Health Systems Do?

Swatting should be incorporated into hospitals' broader workplace violence and emergency preparedness plans.

Health systems can:

• Develop specific protocols for suspected swatting incidents
• Establish communication procedures with local law enforcement
• Train security personnel and frontline staff
• Conduct emergency drills that include false active-threat scenarios
• Maintain reliable emergency communication systems
• Review evacuation and shelter-in-place procedures for vulnerable patients
• Provide post-incident support for employees

The IAHSSF recommends that healthcare organizations prepare for swatting as part of their overall security and emergency-management programs.

Preparing for the Unexpected

Swatting is ultimately a reminder that hospital safety extends beyond traditional workplace violence and cybersecurity concerns. A false emergency call can have very real consequences for nurses, patients, families, and first responders.

Nurses don't need to become experts in identifying swatting. They do need to know their hospital's emergency procedures, understand their role in protecting patients, and be prepared to respond when a serious security threat is reported.

Hospitals may not be able to prevent every swatting attempt, but preparedness, communication, training, and coordination with law enforcement can help minimize the impact.

Sources

• International Association for Healthcare Security and Safety Foundation — Mitigating Swatting Events in the Healthcare Sector
• FBI — Threat Actors Use Swatting to Target Victims Nationwide
• OSHA — Workplace Violence in Healthcare
• National 911 Program — Public Safety Information on Swatting
• CBS News Los Angeles — Loma Linda University Medical Center Swatting Incident