DiversityNursing Blog

Healthcare organizations and hospitals are making significant investments in initiatives focused on promoting Diversity, Equity, and Inclusion (DEI) in order to cultivate a dynamic and talented workforce for the future.

Johnson & Johnson has put its support behind two pilot programs aimed at setting Nurses up for success on campus and in healthcare settings.

The first program is a year-long leadership initiative developed by the National League for Nursing (NLN), an organization whose mission is to promote an inclusive nursing workforce and support nursing education. The NLN leadership program is designed to help students of color with a smooth transition from their last year of school to their first clinical job.

The second initiative is led by the American Association of Colleges of Nursing (AACN), which represents more than 865 nursing schools nationwide. The AACN has developed a detailed online survey for student nurses to measure their sense of belonging in classrooms. The goal is to use the survey results to foster a more inclusive and encouraging culture on campuses.

Mass General Brigham and UMass Boston’s Manning College of Nursing and Health Sciences announced an expanded collaboration to enhance the college’s Clinical Leadership Collaborative for Diversity in Nursing program.

With a $20 million investment — $10 million from Mass General Brigham and $10 million from UMass Boston — the goal is to recruit and retain Nursing students from underrepresented communities as they start their clinical rotations. 

“Nurses are fundamental to the delivery of high-quality, compassionate healthcare to our patients,” said Dr. Anne Klibanski, president and CEO of Mass General Brigham. “There is an immense need to increase the pipeline of trained Nurses, with a concerted focus on increasing diversity among our trainees. This initiative is a powerful example of how collaboration can drive change to overcome monumental challenges in a meaningful way.” 

The Cleveland Clinic, MetroHealth and University Hospitals officially signed the Impact Workforce Commitment with the overall goal to find new opportunities, maximize the hiring process and train and retain the area's diverse talent.

"Through this partnership with the Healthcare Anchor Network, we literally have committed to walk the talk," said Alan Nevel, Senior Vice President Chief Equity and Community Impact Officer for Metro Health System.

The health system is creating learn-and-earn programs to amplify and support diversity, as well as hosting community health and job fairs year-round.

The United Health Foundation, the philanthropic arm of UnitedHealth Group, will invest $100 million over the next decade to drive a more diverse healthcare workforce.

Investing in a diverse workforce has numerous benefits and advantages such as:

Better patient care and outcomes: Diverse healthcare teams can provide more comprehensive and culturally competent care to patients from various backgrounds. When healthcare professionals understand the unique needs and perspectives of their patient populations, they can deliver more effective and personalized treatments, leading to better health outcomes.

“When you’re a Nurse with a diverse background, you are likely to bring a differentiated perspective to patient care," explains Lynda Benton, Senior Director of Global Community Impact Strategic Initiatives of Johnson & Johnson Nursing. "You may have broader and deeper insights into patient beliefs, attitudes, ethnicities and perceptions. When patients see Nurses and other members of the medical team who look like them, it can remove barriers, open up conversations and ultimately improve access to quality care."

Enhanced patient satisfaction: Patients feel more comfortable and valued when they see diversity represented in their healthcare providers. Feeling understood and respected by their healthcare team contributes to higher patient satisfaction and better patient-provider communication.

Reducing health disparities: In many healthcare systems, certain minority groups experience disparities in access to care, treatment options, and health outcomes. By promoting diversity and inclusion, hospitals aim to address these disparities and provide equitable care to all patients.

Attracting and retaining talent: High turnover rates are prevalent in this industry, attributed not only to the demanding workload but also the treatment professionals experience. 

A Rutgers School of Nursing study found 63% of Nurses have experienced racism on the job. More than three-fourths of Black Nurses said racism negatively impacts their professional well-being. 

People are more likely to join and stay in an inclusive organization where they feel accepted, supported, valued, and have equal opportunities for growth and advancement.

Fostering innovation and creativity: A diverse workforce brings together individuals with different backgrounds, experiences, and perspectives, creating a mix of ideas and insights. This diversity of thought can foster a culture of innovation and creativity within healthcare settings, leading to more effective problem-solving and decision-making.

When healthcare professionals from diverse backgrounds collaborate, they bring forth a wide range of perspectives and approaches to address complex healthcare challenges. They can draw upon their unique experiences and knowledge to develop innovative strategies and solutions that may not have been considered otherwise.

Reputation and community trust: Healthcare organizations that prioritize diversity and inclusion can build a positive reputation in their communities. Patients and community members are more likely to trust and support organizations that demonstrate a commitment to inclusivity.

Cultural competence and language access: A diverse workforce can help bridge language and cultural barriers between patients and providers. This can improve communication and ensure that patients receive the information and care they need, regardless of their language or cultural background.

Economic benefits: Diverse and inclusive healthcare organizations have been associated with improved financial performance. Studies have shown that companies and institutions with diverse leadership teams tend to outperform their peers financially.

From a health care perspective, lack of equity translates to higher costs. “When we exclude particular populations, decrease access, increase barriers, or provide subpar care, then at the end of the day, those people are going to utilize health care dollars at a much higher rate,” says Mary Fleming, MD, President of the nonprofit Reede Scholars, Inc. and Program Director of the Leadership Development to Advance Equity in Health Care program at the Harvard T.H. Chan School of Public Health.

Employee morale and productivity: Inclusive environments not only foster higher employee morale and satisfaction but also have a direct impact on the overall productivity and success of an organization. 

When employees feel supported and included, they are more likely to develop a sense of loyalty towards the organization. They become advocates for the company's mission and values, which can positively impact employee retention and reduce turnover rates.

Additionally, inclusive environments promote effective communication and collaboration among team members. When employees feel comfortable expressing their thoughts and opinions, it leads to open and honest discussions. This fosters a culture of trust and transparency, enabling teams to work together more efficiently and effectively towards shared objectives.

Furthermore, inclusivity promotes diversity in leadership roles. Employees see individuals from diverse backgrounds in positions of authority, and become inspired and motivated to reach their full potential. This representation not only boosts employee morale but also helps to break down barriers and biases, leading to a more inclusive and equitable workplace for everyone.

Compliance and legal requirements: Many countries have laws and regulations that promote diversity and equal opportunity in the workplace. Hospitals and health systems invest in D&I to comply with these legal requirements and create a safe and inclusive environment for their employees.

Overall, investing in DEI is not just a social responsibility but also a strategic decision that can lead to improved patient care, better employee satisfaction, and enhanced organizational performance for health systems and hospitals.

Versailles, Ky. – On June 8-9, 2023, Frontier Nursing University (FNU) will hold its annual Diversity Impact Conference. The Diversity Impact Conference brings together renowned thought leaders and speakers to increase awareness of the importance of diversity, equity, and inclusion (DEI) in the healthcare workforce, particularly for those working in underserved and rural communities. This year, for the first time, the conference will be available for attendees outside of FNU.

“We are extremely excited about the 2023 Diversity Impact Conference,” said FNU Chief Diversity and Inclusion Officer Dr. Paula Alexander-Delpech, Ph.D., PMHNP-BC, APRN. “The Conference gets better each and every year, and we are putting the finishing touches on the plan for this year’s sessions. We are most excited, however, about being able to include more attendees this year. As we grow this important event, we want to invite leaders and students from some of our area universities to join us. This event is all about collaboration, learning, and growing. I’m confident that it will benefit any university, department, or individual.”

The 2023 Diversity Impact Conference will be conducted via Zoom. The theme of this year’s conference is “Better Together: Advancing a Culture of Identity and Belonging in Healthcare.” The two-day event will feature keynote presentations on both days from nationally recognized leaders in diversity, equity, and inclusion. Additional sessions will include panel discussions, breakout sessions, and time for reflection.

The opening keynote address will be given by Dr. Tia Brown McNair, Vice President of the Office of Diversity, Equity, and Student Success and Executive Director for the Truth, Racial Healing, and Transformation (TRHT) Campus Centers at the American Association of Colleges and Universities (AAC&U) in Washington, D.C. On the second day of the conference, the keynote speaker will be Rebekka Eshler, National President of the Transgender American Veterans Association in Washington, D.C.  All speaker bios and the full conference schedule can be found at https://frontier.edu/diversity-impact/

The learning outcomes attendees can expect to take away from the Diversity Impact Conference include:

• Identify specific strategies to create a culture of belonging amongst peers and the larger community
• Discuss the causes behind healthcare disparities and their effect on creating a culture of belonging
• Reflect on ways to effectively engage in spaces to promote diversity in identity
• Practice ways to build collaborative communities

Students attending any institution can register for the conference for free. All others can register at the registration price of $99 until the day before the event. For more information about the 2023 Diversity Impact Conference and to register, please visit https://frontier.edu/diversity-impact/.

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About Frontier Nursing University:

The mission of Frontier Nursing University is to provide accessible nurse-midwifery and nurse practitioner education that integrates the principles of diversity, equity, and inclusion. We transform healthcare by preparing innovative, ethical, compassionate, and entrepreneurial leaders to work with all people with an emphasis on rural and underserved communities. FNU offers graduate Nurse-Midwifery and Nurse-Practitioner distance education programs that can be pursued full- or part-time with the student’s home community serving as the classroom. Degrees and options offered include Doctor of Nursing Practice (DNP), Master of Science in Nursing (MSN), or Post-Graduate Certificates. In 2021 and 2022, Frontier was named a “Great College to Work For” by the Great Colleges to Work For® program. To learn more about FNU and the programs and degrees offered, please visit Frontier.edu.

Hiring Nurses who reflect Diversity, Equity, and Inclusion (DEI) is an important step towards creating a healthcare system that is accessible and welcoming to all patients, regardless of their race, ethnicity, gender identity, sexual orientation, or any other characteristic.

Here are some strategies that healthcare organizations can use to improve DEI in their Nursing workforce:

Develop A Diverse Recruitment Plan

Health Systems should develop recruitment strategies that target a Diverse pool of candidates. This may involve partnering with community organizations, attending job fairs and career events that attract a Diverse group of people, and actively recruiting from underrepresented communities.

Get Involved In Your Community

If you aren’t already involved in your community, it’s time to get started. Sponsor community information sessions such as signs to look for regarding specific illnesses including diabetes, weight control, high blood pressure, etc. See if there’s a local chapter of the NBNA (National Black Nurses Association), NAHN (National Association of Hispanic Nurses), AMN (American Men in Nursing) and become a member. Sponsor a local chapter recruiting event or attend their national conferences. Reach out to the schools in your area to get high school and college kids aware of the career opportunities available in healthcare. Your community is full of potential patients and employees so get your Diversity, Equity and Inclusion message out there in your community.

Consistent Communication

It is important that both your internal and external communications consistently promote your inclusive environment. Be honest and welcoming. Don’t be shy. It’s that simple!

Use Inclusive Language In Job Postings

Those responsible for hiring should use inclusive language in their job postings to attract a more Diverse pool of candidates. This includes using gender-neutral language, avoiding language that may be exclusive or discriminatory, and highlighting the organization's commitment to DEI.

Provide Cultural Competence Training

Healthcare organizations should provide cultural competence training to all employees, including management. These trainings can help staff understand the unique needs and perspectives of patients from all different backgrounds, and provide them with the skills and knowledge they need to provide culturally responsive care.

Foster An Inclusive Workplace Culture

It is important to foster an inclusive workplace culture where all employees feel valued and appreciated. This may involve implementing policies and practices that promote Equity and Inclusion, providing opportunities for professional development and advancement, and creating a safe and supportive work environment.

Measure And Track DEI Progress

Management should be measuring and tracking their progress towards Diversity, Equity, and Inclusion goals. This may involve collecting and analyzing data on the Diversity of the Nursing workforce, as well as conducting regular employee surveys to gauge their experiences and perceptions of the workplace culture.

Applying for a new job can be overwhelming and stressful. For candidates with disabilities, the hiring process can be a disheartening experience.  

According to the CDC, one in four adults in the U.S. has a disability; the unemployment rate for that community is double that of non-disabled workers.

Andrea Dalzell can relate to those who face unjust barriers when searching for employment. She is a disability advocate and New York State's first wheelchair-bound Registered Nurse. 

Dalzell fights for those like her, qualified candidates who face discrimination and obstacles when applying for jobs.

Andrea was diagnosed with transverse myelitis when she was 5 years old and using a wheelchair full-time by the age of 12.

Her experiences with Nurses inspired her to become one. She received her Nursing degree from the City University of New York, College of Staten Island.

Even with her Nursing degree it was difficult to find work.

"I once went through 76 clinical Nursing interviews. I was rejected from them all until COVID demanded my help during the peak in NYC. The rejection from ever having a bedside Nursing position was flipped on its head as my wheelchair was seen for what it is: a mobility device", said Dalzell in an American Nurses Association interview. 

Dalzell uses past negative experiences and turns them into a positive, as she can relate to patients who struggle with disabilities, and give them hope. She encourages them to persevere in the face of adversity. 

However, she finds it frustrating that in the field of caring, many still face discrimination.

According to Employee Benefit News, Dalzell said, "We're forgetting that [enabling] technology has advanced so much, and should allow our healing touch and compassion to come into the profession and give hope in a way that is normally not seen. And yet when [people with disabilities] are saying they want to be Nurses or be on a healthcare team, we're saying well, you have a disability — you're not good enough."

Employers need to do more than just talk about Diversity, Equity, and Inclusion (DEI), they need to actually be about it. 

"You cannot tell people you are an equal opportunity employer, tell them to come on in through the door," Andrea says, "but then be unprepared and your doors are not even big enough to accept someone."

"Disability is the fastest- and largest-growing minority in the world. Without disability inclusion, you could very well be limiting opportunities for your future selves," says Dalzell. 

Andrea is a Pioneer and an inspiration to many. In recognition of her achievements, she's earned many spotlights, such as New Mobility’s Person of the Year (2021). She was also one of the inaugural recipients of the Craig H. Neilsen Foundation Visionary Prize of $1 million.

Dalzell is still figuring out how she will use the money, but has already started a 501c3 nonprofit foundation called The Seated Position to create awareness around those with disabilities in education and the workforce.

According to New Mobility, Andrea attributes her tenacity to her parents, first-generation immigrants from Guyana, who encouraged hard work and perseverance. “I told Andrea, don’t let anyone ever tell you there is something you can’t do,” says her mother, Sharon Dalzell. “Just look at them straight in the face and say, ‘Watch me.’ As long as you do it in the right way, you’ll reap the benefits in the years to come.”

Andrea knows it’s important for people to see someone like her — a black, disabled woman — out in the world, making a life for herself and changing the lives of others. 

You can follow Dalzell on Instagram @theseatedNurse where she posts her everyday life along with great motivational content. Also check out her website theseatednurse.com to learn more! 

Age discrimination involves treating an applicant or employee less favorably because of his or her age, defined by the U.S. Equal Employment Opportunity Commission (EEOC).

The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older.

Ageism in the Workplace

According to a 2018 AARP survey, about 3 in 5 older workers have seen or experienced age discrimination in the workplace. Also 76% of these older workers see age discrimination as a hurdle to finding a new job.

A diverse workplace is fundamental in providing the best patient care possible. But age is usually left out of an organization's Diversity, Equity and Inclusion (DEI) strategy.

Patients feel more comfortable talking with a Nurse who understands and can relate to them and their issues. Nurses who understand what ageing patients are going through can provide better care. 

Physical Strength - There is a perception older Nurses aren't physically strong enough to handle certain responsibilities such as restraining a combative patient or assisting someone into a bed or wheelchair.

Technology - Another misconception is older Nurses can't keep up with the changing technologies and medications.

Pay - An article by Arkansas State University discusses salary-based ageism in Nursing saying, "As Nurses accumulate experience, they also accumulate pay increases. As a result, employers sometimes discriminate against more experienced Nurses by hiring or promoting younger, less experienced, and therefore, less expensive Nurses."

This type of stereotyping and discrimination often leads to poor morale, job dissatisfaction, burnout and early retirement.

How You Can Reduce Ageism at Work

To combat ageism in healthcare organizations, there should be DEI policies that include a focus on age.

According to the Society for Human Resource Management (SHRM) the EEOC recommends organizations follow these strategies:

• Assess your organization's culture, practices or policies that may reveal outdated assumptions about older workers. The Center on Aging & Work at Boston College and AARP partnered to develop an assessment tool.
• Examine your recruitment practices. Does your website include photos of an age-diverse workforce? Do your job applications ask for age-related information such as date of birth or when a person graduated? Is your interview panel age-diverse? Train recruiters and interviewers to avoid ageist assumptions.
• Include age as part of your diversity and inclusion programs and efforts. Offer learning and development, including anti-bias training and courses.
• Foster a multi-generational culture that recognizes ability regardless of age and rejects age stereotypes, just as it would reject stereotypes involving race, disability, national origin, religion or sex.

Ageism in Your Patient Population

Ageist stereotypes and discrimination are also barriers to health equality for this patient population.

An article from Lippincott Nursing Center states, Older adults represent 13% of the total population in the United States, but account for over 40% of U.S. hospitalizations.

Ageism can negatively affect the care older adults receive. It's often healthcare providers attribute signs and symptoms of illness to normal aging, missing important indicators that need to be addressed.

A lot of ageist behaviors may not be intentional and will take conscious efforts to identify and change. For example, talking slowly and loudly, or assuming someone can’t comprehend what you are telling them, is common behavior around older patients and is considered ageism.

How You Can Reduce Ageist Attitudes Toward Patients

The Alliance for Aging Research warned "that unless ageist attitudes are recognized and rooted out of our healthcare system, the next generation of Americans under Medicare, the largest generation in U.S. history, will likely suffer inadequate care."

The Alliance released recommendations to address the problem of ageism:

• More training and education for healthcare professionals in the field of geriatrics.
• Greater inclusion of older Americans in clinical trials.
• Utilization of appropriate screening and preventive measures for older Americans.
• Empowerment and education of older patients.

The older patient population deserves the same quality care and attention as younger patients. Organizations must acknowledge ageism as an obstacle in providing the best care possible and take action to make healthcare more equitable and inclusive.