DiversityNursing Blog

In the constantly changing landscape of healthcare, Nurses play a vital role as the cornerstone of healthcare systems. They offer essential care, support, and education to patients. It is crucial for the field of Nursing to embrace Diversity, as it not only promotes social justice but also significantly improves quality of care, fosters innovation, and mirrors the diverse communities Nurses serve.

Reflecting the Communities We Serve

One of the primary reasons Diversity is so important in Nursing is it allows the healthcare workforce to better reflect the communities they serve. Patients are more likely to feel comfortable and understood when they see healthcare providers who share their cultural, linguistic, or racial background. This comfort can lead to more effective communication, greater trust, and, ultimately, better health outcomes. When Nurses understand the cultural nuances and unique needs of different patient populations, they can provide more personalized and effective care.

Improving Patient Outcomes

Research has shown, Diversity among healthcare providers can lead to improved patient outcomes. Diverse Nursing teams bring a variety of perspectives and problem-solving skills, which can enhance clinical decision-making and lead to more comprehensive patient care. For instance, Nurses from diverse backgrounds may be more aware of specific health risks and conditions prevalent in certain communities, allowing for earlier detection and intervention. Additionally, patients are more likely to adhere to medical advice and treatment plans when they feel understood and respected by their healthcare providers.

Enhancing Cultural Competence

Cultural competence is essential for providers to deliver services effectively, meeting the social, cultural, and linguistic needs of patients. A diverse Nursing workforce is well-prepared to achieve cultural competence, drawing from a wide range of cultural perspectives and experiences. This competency is vital in reducing health disparities and ensuring equitable care for all patients. It encompasses not only language proficiency but also an understanding of cultural practices, beliefs, and values that influence health and healthcare behaviors.

Fostering Innovation and Creativity

Diversity brings a wealth of ideas and perspectives that can drive innovation and creativity in the practice. When Nurses from different backgrounds come together, they can challenge the status quo and develop new approaches to patient care, healthcare delivery, and Nursing education. This Diversity of thought is particularly important in addressing complex healthcare challenges, such as the social determinants of health, chronic disease management, and the integration of technology in patient care.

Addressing the Nursing Shortage

The Nursing profession is facing a significant shortage, with an aging population and an increasing demand for healthcare services. By promoting Diversity in Nursing, the field can tap into a broader pool of talent and attract individuals from underrepresented groups. This not only helps to fill the gap but also ensures a more robust and resilient healthcare workforce. Encouraging Diversity in Nursing education and recruitment can help create a pipeline of skilled Nurses ready to meet the demands of the future.

Building a More Inclusive Healthcare Environment

A diverse Nursing workforce contributes to a more inclusive and respectful healthcare environment. It sets a standard for inclusion and equity, encouraging other healthcare professionals to value and respect differences. This inclusive culture can improve job satisfaction and retention among Nurses, as they feel valued and supported in their workplace. It can also lead to better teamwork and collaboration, essential components of high-quality patient care.

Diversity in the Nursing field is not just an ideal; it is a necessity for delivering high-quality, equitable healthcare. It enhances patient outcomes, fosters cultural competence, drives innovation, and addresses workforce shortages. By embracing Diversity, the Nursing profession can better serve the needs of all patients, create a more inclusive healthcare environment, and build a stronger, more effective healthcare system. As we move forward, it is imperative Nursing leaders, educators, and policymakers continue to prioritize and promote Diversity in all aspects of the profession.

In the dynamic realm of healthcare, the significance of representation in Nursing cannot be overstated. Nurses are the backbone of healthcare, playing a pivotal role in patient care, advocacy, and community health.

As the profession continues to evolve, it is imperative the Nursing workforce reflects the diversity of the populations it serves.

Representation in Nursing goes beyond demographic statistics. It encompasses a rich tapestry of backgrounds, experiences, and perspectives that contribute to a more culturally competent approach to providing care. 

Here are a few reasons why representation in Nursing is important: 

Cultural Competence 

Patients come from diverse cultural backgrounds, and having Nurses who reflect this diversity helps in providing culturally competent care. Culturally competent Nurses understand the nuances of different cultural practices, beliefs, and values, leading to better communication and improved patient outcomes.

This cultural competence extends beyond language barriers and encompasses a deep understanding of the social, religious, and traditional aspects that shape a patient's identity and healthcare needs. When Nurses are able to appreciate and respect these cultural nuances, they can tailor their care to meet the unique needs of each patient.

For example, a Nurse who understands the cultural significance of certain foods in a patient's diet may be able to provide alternative options that are more appropriate, ensuring the patient feels heard and understood. Additionally, a Nurse who is aware of cultural norms around personal space and touch may adapt their approach to physical examinations to make the patient more comfortable.

Building Trust 

Patients often feel more comfortable and trusting when they see healthcare professionals who share similar backgrounds or experiences. This connection goes beyond the surface level, creating a sense of understanding and empathy that fosters a stronger therapeutic relationship. When patients can relate to their Nurses on a personal level, it encourages open communication, allowing for a more comprehensive understanding of their healthcare needs. This trust is not only essential for effective healthcare delivery, but it also plays a significant role in patient satisfaction and overall well-being.

Imagine a patient who is hesitant to share personal information or discuss sensitive health concerns with a Nurse who they perceive as distant or unable to comprehend their unique circumstances. However, when that patient encounters a Nurse who shares similar experiences or cultural background, a sense of relief washes over them. They feel validated and understood, knowing their Nurse has likely faced similar challenges or obstacles. This creates a safe space for open dialogue, enabling the Nurse to provide the most accurate and tailored care possible.

When patients can connect with their Nurses on a personal level, it humanizes the healthcare experience. It reminds patients their Nurses are not just medical professionals, but individuals who have their own stories, struggles, and triumphs. This shared humanity strengthens the therapeutic bond, allowing patients to feel seen, heard, and respected. It empowers them to actively participate in their healthcare decisions and collaborate with their Nurses to achieve optimal outcomes.

Reducing Health Disparities

Having a diverse Nursing workforce is crucial in addressing the disparities in healthcare access and outcomes certain populations may experience. By understanding and addressing the unique healthcare needs of different communities, a diverse Nursing workforce can contribute to more equitable healthcare delivery.

Health disparities can arise from a variety of factors, including socioeconomic status, race, ethnicity, sexual identity, religion, geographic location, etc. These disparities can lead to differences in access to healthcare services, quality of care, and health outcomes. For example, individuals from marginalized communities may face barriers such as language barriers, lack of culturally competent care, and limited access to healthcare facilities.

By having a diverse Nursing population that reflects the communities they serve, healthcare organizations can better understand and address these barriers. Nurses who come from similar backgrounds or have experience working with diverse populations can help bridge the gap between patients and healthcare services. They can provide culturally competent care, advocate for the unique needs of their communities, and promote health equity.

A diverse workforce also brings a range of perspectives and experiences to problem-solving. This diversity of thought can lead to innovative solutions for addressing healthcare disparities. Nurses who have firsthand experience with the challenges faced by certain populations can bring valuable insights to the table and help develop effective strategies for improving healthcare access and outcomes.

Improved Communication 

Language barriers and differences in communication styles can significantly impact the delivery of healthcare services. Effective communication between healthcare providers and patients is crucial for accurate diagnosis, treatment, and overall patient satisfaction. Nurses who are proficient in the same language as their patients or have a deep understanding of their communication norms can play a vital role in enhancing the quality of care by ensuring clear and accurate information exchange.

When language barriers exist, it can lead to misunderstandings, misinterpretations, and potential errors in healthcare delivery. This can be especially challenging when discussing symptoms, medical history, treatment options, and medication instructions. Nurses who are fluent in the same language as their patients can bridge this gap and facilitate effective communication, ensuring patients fully understand their condition, treatment plan, and any necessary lifestyle modifications.

Understanding the communication norms of patients from different cultural backgrounds is equally important. Communication styles can vary greatly across cultures, and what may be considered appropriate or respectful in one culture may not be in another. Nurses who are aware of these cultural norms can adapt their communication approach to ensure patients feel comfortable, heard, and respected. This not only enhances patient satisfaction but also promotes a more trusting and collaborative relationship between the Nurse and patient.

Enhancing Innovation 

Diversity in Nursing brings a variety of perspectives and approaches to problem-solving, fostering a culture of innovation and creativity within healthcare organizations. When Nurses from different backgrounds and experiences come together, they bring with them a wealth of knowledge and unique insights which can lead to development of groundbreaking solutions to address the complex challenges in healthcare.

A diverse Nursing workforce encourages collaboration and the exchange of ideas. When individuals with different backgrounds and experiences work together, they can learn from one another and combine their expertise to create innovative solutions. This cross-pollination of ideas can spark creativity and lead to the development of novel approaches that may not have been considered otherwise.

Career Aspirations and Role Modeling 

Representation in Nursing can inspire individuals from underrepresented groups to pursue careers in healthcare. When aspiring Nurses see professionals who look like them, it can serve as a powerful motivator and provide role models who have successfully navigated similar paths. This representation not only encourages diversity within the Nursing profession but also helps to address the disparities in healthcare access and outcomes that certain populations may face.

When individuals from underrepresented groups see Nurses who share their backgrounds and experiences, they are more likely to believe that a career in Nursing is attainable and they can overcome any barriers or challenges they may face. Seeing successful role models who have paved the way can instill a sense of possibility and determination in aspiring Nurses, empowering them to pursue their dreams and make a difference in healthcare.

Representation in Nursing can help break down the stereotypes and biases that may exist within the healthcare industry. By showcasing diverse Nurses who excel in their careers, it challenges the notion certain groups are not capable or qualified to pursue healthcare professions. This can lead to a more inclusive and equitable healthcare system, where individuals from all backgrounds have equal opportunities to succeed and contribute.

Policy and Advocacy 

Diverse representation in Nursing leadership and professional organizations is a critical aspect of influencing policy development and advocacy efforts in the healthcare industry. When decision-making tables are filled with individuals from a variety of backgrounds and experiences, it ensures policies are comprehensive and address the needs of all patients and healthcare professionals.

By including diverse perspectives in policy development, organizations can ensure the unique challenges and barriers faced by different populations are considered. This allows for the creation of policies that are inclusive, equitable, and responsive to the diverse needs of patients and healthcare providers.

Diversity in Nursing leadership and professional organizations can help shed light on the disparities that exist within the healthcare system. By amplifying the voices of underrepresented groups, these organizations can advocate for policy changes that address these disparities and work towards achieving health equity for all.

Having a variety of perspectives at the decision-making table also ensures policies are informed by a wide range of experiences and knowledge. This diversity of thought can lead to more innovative and effective solutions to the complex challenges facing the healthcare industry. By incorporating different viewpoints and ideas, organizations can develop policies that are forward-thinking and adaptable to the rapidly evolving healthcare landscape.

Representation in Nursing is not just about fairness and equal opportunities; it is an essential component of providing high-quality, patient-centered care. A diverse Nursing workforce contributes to improved health outcomes, increased patient satisfaction, and a healthcare system that is better equipped to meet the needs of an increasingly diverse population.

In today's increasingly diverse healthcare landscape, Nurses from various backgrounds play a pivotal role in delivering culturally competent and inclusive care. As a diverse candidate entering the Nursing field, you possess a unique set of experiences and perspectives that can greatly enrich patient care and the overall Nursing community. However, standing out amidst the competition requires a strategic approach. Here's how to set yourself apart and excel as a diverse candidate in Nursing.

Embrace Cultural Competency: Cultural competency is an essential skill for Nurses, particularly those from diverse backgrounds. Understanding and respecting patients' cultural beliefs, practices, and values not only enhances patient outcomes but also demonstrates your ability to adapt in different scenarios. Take the initiative to educate yourself about various cultures, languages, and traditions, and showcase your willingness to work effectively with patients from all walks of life. 


Highlight Multilingual Abilities: Being fluent in languages other than English can be a significant asset in Nursing. The ability to communicate directly with patients in their native language fosters trust and ensures accurate information exchange. Include your language proficiency on your resume and during interviews to demonstrate your added value in providing patient-centered care. 


Share Personal Experiences: Your unique life experiences can enrich the Nursing profession. Whether you've overcome personal challenges, immigrated from another country, or come from a non-traditional background, share these experiences to showcase your resilience, adaptability, and empathy. These qualities resonate with patients and colleagues, setting you apart as someone who can connect on a deeper level. 


Pursue Further Education: Continuous learning is a hallmark of a successful Nursing career. Consider pursuing certifications or advanced degrees in areas related to diversity and cultural competence. This not only deepens your knowledge but also demonstrates your commitment to staying informed about the latest healthcare trends and best practices.


Advocate for Inclusivity: Promote diversity and inclusivity within your workplace and the Nursing community as a whole. Participate in discussions, seminars, and workshops centered around diversity, equity, and inclusion. By actively engaging in these conversations, you position yourself as a leader who is dedicated to driving positive change in the Nursing field. 


Network Effectively: Forge connections within Nursing associations, multicultural organizations, and professional forums. Networking not only exposes you to valuable opportunities but also enables you to exchange ideas with fellow Nurses, creating a supportive community that values diversity and collaboration.

Exhibit Strong Leadership Skills: Leadership transcends job titles. Display leadership qualities by taking the initiative, demonstrating problem-solving skills, and mentoring others. Showcasing your ability to lead and inspire can set you apart as a diverse candidate who brings innovation and positive change to the Nursing environment.

Tell Your Story: Craft a compelling narrative that showcases your journey and aspirations in Nursing. Whether it's in your cover letter, personal statement, or interviews, your story adds depth to your application and demonstrates your passion for the field. Connect your experiences to your desire to make a meaningful impact on patient care and the Nursing profession. 

Participate in Community Outreach: Engage in community service and outreach programs that align with your background and interests. Volunteering demonstrates your commitment to making a difference and highlights your compassion for marginalized or underserved populations.

Stay Resilient: As a diverse candidate, you might face unique challenges on your path to success. Persevere in the face of adversity, using setbacks as opportunities for growth. Your resilience will not only propel your own journey but also serve as an inspiration to others. 

Being a diverse candidate in Nursing offers you the chance to bring a wealth of experiences and perspectives to the profession. To truly set yourself apart, embrace cultural competency, share your personal stories, continue your education, advocate for inclusivity, and exhibit leadership qualities. By doing so, you'll not only excel as a Nurse but also contribute to a more inclusive and effective healthcare system. Your journey as a diverse candidate is a testament to the richness of the Nursing profession, and your impact will be felt far and wide.

 

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.

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.

A key tool to reducing health disparities in patient care involves diversifying the Nursing field. The Nursing population should be as diverse as the patient population they serve.

According to research, the majority of Nurses in the US are White/Caucasian at 73.3% and only 7.8% are African American. 

Jennifer Coleman, a Samford University Professor and Pediatric Nurse, is one of several National Black Nurses Association (NBNA) members working toward increasing diversity in Nursing. To help accomplish this goal, the association created a program called NBNA Mini Nurse Academies, which encourages elementary school students of color to consider a career in Nursing. 

"The purpose of this innovative program is to increase student awareness of Nursing as a career option and to provide students with knowledge and skills related to professional Nursing practice," said UAB School of Nursing Associate Professor Loretta Lee, PhD, CRNP, FNP-BC, CNE. "In these academies, students in third through sixth grades from school districts where there are large communities of color will be introduced to the Nursing profession by professional Nurses who share similar backgrounds and lived experiences."

The NBNA represents approximately 200,000 African American Nurses from the USA, Canada, Eastern Caribbean, and Africa, with 115 chartered chapters nationwide. They recognize the need to increase diversity within the Nursing field and are being proactive to do something about it.

The Direct Relief’s Fund for Health Equity awarded the NBNA with a $248,000 grant for the Mini Nurse Academy. The Fund was created to increase access to health care and improve health outcomes for marginalized communities. 

With this grant more mini academies will be able to offer learning modules that include class discussions, guest presentations, interactive hands-on activities and ongoing mentorship. It will also address social determinants of health by educating students about healthy lifestyles, according to the, University of Alabama at Birmingham. 

In a Direct Relief article Lee said, “Students in our communities probably don’t see people who look like them very often as Nurses. I believe you have to role model, meaning if a Black student or Brown student sees a Registered Nurse, has interactions with a Registered Nurse throughout their youth, then they are more apt to become a Registered Nurse if they can get information, if they can know what that profession is about. And they’re more apt to want to emulate what they see.” 

New programs will begin in the Fall of 2022 in Florida, Louisiana, Missouri, Illinois, Connecticut, Oregon, and South Carolina. 

Pat Magrath, National Sales Director, DiversityNursing.com pmagrath@diversitynursing.com

Our country and the world is experiencing a huge awakening and changing attitude toward bias and racism and it is about time! It shouldn’t have taken these recent tragic events to bring about this ground swell of emotion and passion for change, but here we are.

It is time to channel this passion to create positive and lasting new initiatives in our society. A big part of this change falls to employers to review what they say about their organization, how they hire new employees, and how they treat and communicate with their existing staff, patients and visitors. Now, more than ever, your recruitment communications need to reflect an honest and thoughtful narrative about your organizational commitment to Diversity, Equity, and Inclusion (DEI).

Diversity Recruitment means reaching out to ALL diverse communities including people from various racial/ethnic backgrounds, ages, gender identities, religions, education levels, national origins, sexual orientations, veteran status, marital status, disabilities, and physical characteristics. However, it is much more than just words on paper or a clever equal opportunity line. It is about telling a story and demonstrating through your actions why Diversity, Equity, and Inclusion are important.

Diversity Recruiting Steps & Strategy

Get Started

Diversity Recruiting is about your core company beliefs, employment strategies and your ability to look at the big picture when it comes to expanding the diversity within your employee population. Look at the patients your organization serves. What is the population makeup of your community? Do your employees reflect your patient population? Do they understand how culture and family structures can impact healthcare decisions? Do they understand nuances in language? Have they been taught how different religious backgrounds impact how and when people seek care? If not, you are probably losing market share or certainly will in the near future.

Patients want and often need to be taken care of by someone who can look at much more than just physical or emotional symptoms. A more diverse employee population leads to the collaboration of different cultures, ideas, and perspectives and is an organizational asset that brings forth greater creativity and innovation in your workplace.

Define Your Company Culture

We often hear the term “recruitment brand”, but can you honestly say you have one that reflects Diversity, Equity, and Inclusion? Your “recruitment brand” is NOT what you aspire to be. It is who you are NOW and a big part of that is how others experience or perceive your organization.

Can you articulate and explain your company culture, beliefs and perception in the community? Do you have a clear, inclusive mission statement? If not, start working on it now. Who are you as an employer? Would a diverse candidate feel comfortable working there?

Put together a team of internal people from various backgrounds to get their input and help you define and promote your company culture. Once you’ve defined it, believe it, commit to it and act upon it. It should be a comprehensive effort from the top down.

Embrace It

What do the leaders of your organization say and do about your DEI initiative? It is imperative your senior leadership is committed to your DEI mission. If they don’t stand behind it, nothing will change. People pay attention to what you say AND what you do. There are many ways to monitor how an organization delivers on its promises. If your Diversity, Equity, and Inclusion efforts don’t match up with what you say, then you have lost credibility and it will be very difficult to build it back.

Get Your Message Out There – How and Where You Reach People

Assess what you’re currently doing. What’s working and what isn’t? Where can you improve? What’s your budget? What are your competitors doing? Once you’ve answered these questions, you must develop a strategy about how and where you’re going to consistently communicate your message through ALL of your internal and external channels including…

• Your Website – particularly your Career Pages
• Community Involvement – get out into your community and spread your DEI message. Your community comprises your patients, visitors and employees.
• Signage throughout your buildings
• All Recruitment Communications should outline your DEI message including:

- Career Pages
- Electronic Communications including radio, TV, social media, etc
- Print Communications
- Employee Referral Programs
- Collateral & Conference materials – brochures, giveaways, etc
- Business Cards
- Job Postings

Climbing the Career Ladder & Diversity

In addition to recruiting diverse employees, mentoring and promoting them is equally important to your DEI commitment. You not only retain committed employees as you promote them, but your staff sees what you’re doing and is encouraged.

Dr. Stefanie Johnson is a professor at the Leeds School of Business at the University of Colorado-Boulder, an expert in the DEI (Diversity, Equity and Inclusion) space, and the author of the recent Wall Street Journal bestseller, Inclusify. As an executive coach and consultant to large corporations on the development and succession of leaders, Dr. Johnson explains the "employee lifecycle" from recruiting to executive advancement. This lifecycle starts with the hiring of talent at companies, continues onto the engagement and development of them through teams, and then moves to the potential promotion of diverse employees into higher leadership roles. https://www.forbes.com/sites/niharchhaya/2020/06/29/why-diversity-and-inclusion-efforts-fail-to-deliver-and-how-to-change-that/#636ed82457be

Following these steps will help you achieve an appropriate Diversity Recruiting strategy. Remember, it is imperative that your senior leadership is on board and committed. Your employees, patients and community will be watching.

The Foundation of the National Student Nurses’ Association is delighted to announce a new diversity scholarship award sponsored by Johnson & Johnson. Funding may be used for tuition, fees, and books. Use the same application to apply for all FNSNA scholarships. 

Students must complete the race/ethnicity question to qualify. There is $225,000 available. Awards up to $7,500.

Click here for more information: https://www.forevernursing.org/2021-online-scholarship-applicationinstructional-sheet.html

Click here for the application: https://app.mykaleidoscope.com/scholarship/fnsna2021

Deadline is February 15, 2021

 

With maternal mortality and morbidity rates that are worse than any other developing country in the world, America’s need for more diverse and culturally-conscious health care providers is urgent.

Many nursing institutions preach “diversity,” but schools like Frontier Nursing University (FNU) are achieving it through programming, initiatives and partnerships with like-minded organizations.

Each year, FNU hosts its Diversity Impact Student Conference. In its eighth year, the conference is hosted by students and faculty leaders in FNU’s PRIDE Program, which was established to promote recruitment and retention to increase diversity in Nurse-Midwifery and Nurse Practitioner education.

FNU has put the “impact” in Diversity Impact, especially in this year’s event. With a theme entitled “We Are One: Uniting Dreamers with Diverse Voices,” presenters at this year’s four-day conference spoke on mental health and cultural care, transcultural nursing and the current state of mortality rates in the African American community.

Each student who attended was given opportunity to not only listen to an impactful keynote, but also to participate in a culturally eye-opening field trip, cross-cultural communication exercise, and collaborative discussions to improve minority health among underrepresented and marginalized groups.

These powerful conversations ranged in topic from environmentally-sustainable healthcare to mental health in patient and police interactions, to vulnerable populations and sexual IQ risk reduction. Each year at Diversity Impact, attendees walk away with proactive solutions to create meaningful connections and provide better care within diverse communities.

In addition to its annual event, FNU partnered with the Association of Women’s Health, Obstetric and Neonatal Nurses (AWHONN) in a brand new initiative this year to produce a video about the need for a diverse nurse-midwifery workforce to improve health outcomes across the United States.

This five-minute video, filmed as part of AWHONN’s “Partners in Care" program, highlights how Frontier Nursing University students are providing significant contributions to address health disparities for women who are facing language, racial, geographical and other socioeconomic barriers. 

 

 

“The fact that African American women are 3 to 4 times more likely to die in and around childbirth than their white counterparts - that struck a chord with me,” said Ameenah Jackson, FNU nurse-midwifery student, in the video.

Jackson, along with hundreds of other FNU students, is the future of quality care for women who, before now, have not felt heard or valued by a health care provider.

A portion of the video is an interview with a new member of FNU’s Executive Leadership Team. Dr. Maria Valentin-Welch, DNP, MPH, CDP, CNM, FACNM, was brought on board in September 2017 as the inaugural Chief Diversity and Inclusion Officer (CDIO).

Valentin-Welch’s position is designed to guide FNU on matters of equity, diversity and inclusion. Together with the president, dean, chief operations officer, chief advancement officer, and executive vice president for finance and facilities, the CDIO will lead the development of a vision and strategy that champions the importance of a diverse and inclusive environment that values and supports all members of the University community.

With over 30 years of teaching experience, Dr. Valentin-Welch is working from the classroom outward in strategizing diversity initiatives for FNU.

“The strategies that I feel will have the most positive impact on Frontier are building these excellent student services, as well as diversity and inclusion training strategies and tactics to enhance our courses by threading diversity and inclusion issues along the way,” said Dr. Valentin-Welch. “We want to thread the subject matter even further throughout the curriculum. We will be stronger individually and as a whole because of the introductions of these plans.”

The AWHONN reporter concludes: “FNU is at the forefront of tackling the difficult and delicate issues related to equity of care through head-on conversations and diversity events for students.”

One such conversation was had in June 2018 between FNU President Dr. Susan Stone, DNSc, CNM, FACNM, FAAN, certified nurse-midwife, and President of the American College of Nurse-Midwives (ACNM) and Andrew Bennie, Product Director at Springer Publishing Group and guest host of the weekly “Nursecast” podcast series.

Dr. Stone and Bennie’s discussion tackled the question: “Why is Maternal Mortality Growing in the United States?” In the eighteen minute podcast, Dr. Stone pinpoints a lack of racially-concordant care as a culprit.

According to data, 700 women around the U.S. die of pregnancy complications per year, while 50,000 cases are near misses. Many of those cases are disproportionately correlated to race. 

Dr. Stone explains that patients are more receptive to care from a health provider who understands their culture and socioeconomic background. Currently, only 6% of midwives in the United States are women or men of color. FNU’s initiative is to diversify not only the field of midwifery, but the healthcare workforce as a whole.

“Today about 22% of FNU students are men and women of color – up from just 9% in 2010,” said Dr. Stone.

Each population in America’s melting pot, formed by race, socioeconomic status, sexual orientation, language, or a combination of other factors, will see better health outcomes with culturally-concordant healthcare providers and models. Institutions like Frontier Nursing University are equipping and encouraging their students to answer the call to make these underrepresented populations feel heard, valued and served.

About Frontier Nursing University:

The mission of FNU is to provide accessible nurse-midwifery and nurse practitioner education to prepare competent, entrepreneurial, ethical, and compassionate leaders in primary care to serve all individuals with an emphasis on women and families in diverse, rural, and underserved populations. 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. To learn more about FNU and the programs and degrees offered, please visit Frontier.edu.

Diversity in the Nursing field is necessary to progress health equity and improve patient outcomes. As a result of efforts in recent years, the Nursing workforce today is more diverse than it was a decade ago, but there is still work to be done. The goal is to have a health workforce that mirrors the nation’s diverse population.

“Latinos make up 17.3 percent of the U.S. population,” said Norma Cuellar, PhD, RN, FAAN, professor of Nursing at The University of Alabama, director of the BAMA-Latino Project, and president-elect of NAHN. “Unfortunately, as the number of Latinos continue to rise, the number of Latino RNs does not. According to the Bureau of Labor statistics, there are about 2.9 million RNs in the country, and just three percent are identified as Latinos. This results in a failure to provide culturally congruent care, language barriers, and health disparities in the Latino population.”

As the principal investigator over the NIH-SEPA grant, Angie Millan, RN, DNP, FAAN, NAHN project director and the Nursing director of Children’s Medical Services for the County of Los Angeles Department of Public Health, aims to inform new generations of Latinos to consider Nursing as a worthy and rewarding career, and provide the guidance, support and resources needed to achieve Nursing career aspirations.

“The Hispanic community is very young, with an average age of around 26, and our numbers continue to increase,” Angie said. “However, the number of Hispanic Nurses is not keeping up with the growth.  We need help in communicating with parents, students, teachers, and counselors that Nursing is a great career, and that to be prepared, students need to know the math and science requirements.”

Teri Murray, Ph.D., dean of the School of Nursing at Saint Louis University said, “Racially diverse students, from populations currently underrepresented in Nursing, will be paired with peer mentors, faculty mentors and seasoned Nurse mentors who are out working in the field. “Mentoring has been shown to be effective for students from underrepresented backgrounds in serving as role models, assisting students to navigate college life and the profession, and in general showing the student the ropes,” Murray told the American.

2018 marks the fourth year of the NAHN Hispanics in Nursing campaign to increase the number of Hispanic Nurses, which is made possible through a grant received from the National Institutes of Health (NIH) Science Education Partnership (SEPA). In addition to providing information about which classes to take in high school to prepare for Nursing prerequisites and highlighting the profiles of Latino Nurse role models, the campaign also provides access to Mentors Connection, a database of Latino Nurses who can provide career guidance, advice, and cultural perspective to prospective Nurses.

“It is imperative that we encourage these Latino students not only to obtain their degree in nursing, but to pursue advanced degrees. There is a dire need to increase the number of Latino nurses who are academically prepared to be leaders in a variety of healthcare roles,” said Dr. Cuellar. “In this ever-changing healthcare landscape, it’s more important than ever for Latino nurses to have a seat at the table. We have to be leaders in nursing, and we have to be the voice for the Latino population.”