DiversityNursing Blog

Diversity, Equity, and Inclusion (DEI) in the workplace is beneficial for employers, staff, and patients. More hospitals and health systems are recognizing the importance and are rolling out new DEI programs. 

Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.

Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.

Inclusion is an organizational effort and practice in which different groups or individuals having different backgrounds are culturally and socially accepted and welcomed.

The United States will continue to grow more diverse, so it is imperative the Nursing workforce reflects its patient demographic. 

Historically underrepresented groups, combined, are projected to account for the majority of the U.S. population by 2044.

The Nurse.com 2022 Nurse Salary Research Report findings display a lack of Diversity in the nation's Nursing workforce. 

The report found that although Hispanics make up 17% of the total population, only 3.5% out of the more than three million Registered Nurses in the U.S. are Hispanic.

Also only 2% of the survey’s respondents were Black or African American men, whereas Black or African American women made up 8% of female Nurses. By contrast, Asian men made up 10% of male Nurses, and Asian women made up only 5% of female Nurses.

Having a diverse Nurse population improves patient care and satisfaction while also reducing healthcare disparities. 

Research shows, when patients see themselves within the healthcare workforce, they are more likely to trust their provider, thus making the patient feel more comfortable. 

This also breaks down communication barriers. When patients can't easily communicate their needs or fully express their concerns and issues, dire mistakes can be made.

When a Nurse has a lot in common with their patients, they can better advocate for them. 

“Diversity in Nursing ultimately enhances the Nursing workforce,” says Lorrie Davis-Dick, Nursing faculty member at Purdue University Global. “Nursing education and Nurse leaders recognize there's a link between a culturally diverse workforce and the ability to provide quality, competent patient care."

DEI is beneficial for patients, but also for healthcare professionals. 

According to Built In, Diversity creates a stronger feeling of Inclusion and community for healthcare workers, which makes the workplace feel safer and more enjoyable. Surveys show that more than 3 out of 4 workers prefer diverse companies.

While Diversity is important, Diversity without Equity and Inclusion won't work. Healthcare teams must represent all backgrounds, while also giving each member a voice and the opportunities to grow.  

Increasing Diversity in Healthcare is vital. It won't happen overnight, but it's crucial to create an environment where everyone is celebrated and appreciated. It requires dedicated leadership and staff who are looking to better the Nursing field.

Organizations put a lot of effort into their Diversity and Inclusion programs and yet few of these efforts yield results. What are some of the reasons why D&I programs fail?

Your Diversity and Inclusion programs should be a consistent part of your organization’s culture. It should not be implemented as a response to an issue because it might appear disingenuous. These programs should be used throughout all departments to show an overall belief and commitment that D&I is important to everyone. 

Do not make the programs mandatory because when individuals feel like they don’t have a choice, this can lead to resistance and opposition to D&I programs.

Your leadership must fully support D&I for it to work well. Leadership must be committed to making D&I part of your mission, values and beliefs. It is important they understand D&I is beneficial in acquiring and retaining talent, offering culturally competent patient care, building employee engagement, and improving business performance. Your programs should always be evolving. If it's outdated, it will be ineffective. 

Employees might believe that actual changes won't be made. So it is important to lead by example and utilize what these programs teach. There should be visible and committed role models on the leadership team.

Get your employees who are closely affected by Diversity and Inclusion involved with the design and assessment of the programs to ensure they will work and take hold. Remember, you want ideas and collaboration from employees who represent different cultures, religions, ages, educational backgrounds, etc. The programs must be custom tailored to each company, using its specific culture and goals to determine the best course of action.

According to DeEtta Jones, a diversity and inclusion strategy consultant "when developing an inclusion plan, organizations should keep two goals in mind.  Any inclusion plan should be attainable and measurable.  A lofty plan with goals that can never be achieved ruins employee morale and reinforces the idea that management is not willing to make meaningful changes.  Without measurable goals, leaders and organizations cannot be held accountable for implementing the plan.  Without accountability, any plan will be ineffective.  Good inclusion plans are measurable and achievable. "

Your organization should be an inclusive environment where all employees feel comfortable and open enough to discuss and make real changes. In order to achieve this environment, we all must be aware of biases.

Kristen Pressner said in a Forbes article, "We all have biases, and it’s important to acknowledge them so behavioral tendencies can be headed off at the pass. Make a safe place for everyone to look in their full-length mirror and recognize their own biases so they can work on eliminating them. This can be as holistic as hosting training and workshops, and as personal as articulating and owning them one on one. Articulate how shifting the behavior will lead to better results. Recognizing one’s own biases is a great level set; everyone has them and can support each other in breaking them."

In a different Forbes article, Cat Graham recommends "acknowledging and recognizing great ideas, wherever they come from. Celebrate and communicate with your employees how diversity and inclusion have impacted creativity, engagement and results. Make room for different religious celebrations, and encourage staff to share their cultural heritage with others. Actively create groups that support and connect employees through their shared backgrounds."

The Diversity and Inclusion process can be difficult to perfect, but it is important to make it a major part of your organization's mission. If you have any helpful tips or experiences you’d like to share, please do so here.