DiversityNursing Blog

By Pat Magrath – DiversityNursing.com

If you’re considering a career in nursing and are bilingual, this can be a tremendous advantage for you, your patients and their families. With increased diversity in the U.S., patients with limited English-language skills often arrive at the emergency room and there is no one available who speaks their language. This makes it very difficult for everyone involved to try to understand why the patient is there. Sometimes a family member who speaks limited English accompanies the patient and attempts to describe the family member’s symptoms. This is not an ideal situation and can lead to misunderstanding, frustration and an incorrect diagnosis. To drive this scenario home, imagine you’re on vacation in another country and become ill. You need medical attention, and when you arrive at the hospital no one understands you. This is a scary situation!

While most healthcare institutions offer translation services, sometimes the service is provided over the phone. This method is efficient in communicating information such as what the patient’s symptoms are, describing the appropriate course of treatment, or explaining the specific care of a condition at home. However, we all know there’s nothing like the ability to communicate with someone on a more personal, face-to-face basis. The patient may have more questions after the phone conversation is over. They or their family might ask questions such as, how often should I take this medication? Should I take it with or without food? Who do I call if I have questions when I get home?

As a nurse who is bilingual, you can be a tremendous help and source of comfort in answering these questions. Let’s take the example of a Hispanic nurse who not only speaks and understands both English and Spanish, but who also understands Hispanic culture, values and family traditions because of growing up in that community. My friend Esteban, who happens to be a bilingual Hispanic nurse, also knows the prevalence of certain diseases in the Hispanic community. These include diabetes, hypertension and cardiovascular issues. He’s seen these diseases in his family and community. He mentioned that diet and genetics contribute to these problems as the Hispanic diet often contains a lot of pork and fatty foods, which can lead to these conditions.

This is important information he already has because he is a member of the Hispanic community. He also speaks the language and can translate information to the medical team. His ability to communicate between the patient and medical team as well as his knowledge of Hispanic culture is extremely valuable in the care he can give his Hispanic patients. The ability of a patient to communicate directly and effectively with their healthcare provider increases feelings of trust and understanding, which can lead to a higher level of care and well-being. Again, I’ll take you back to becoming ill while traveling in another country and you don’t have the tools to effectively communicate your symptoms. Finding someone on the medical team who speaks English would be a tremendous relief!

The bottom line is clear: open communication, in terms of both verbal and listening skills, is essential to assessing a patient’s problem and determining the appropriate care and treatment. If you’re considering the field of nursing and are bilingual, you know so much already about your community’s language, customs, food and family values. You also have an awareness of healthcare issues prevalent in your community. As a bilingual nurse, you can be incredibly effective in delivering a high standard of care while putting your patient at ease.

As the Hispanic population and the need for nurses continues to grow, consider becoming a nurse. Courses are available online so you can fit classes in that accommodate your schedule and needs. The biggest benefit of online courses is that they offer flexibility. You’ll also save on time and commuting expenses. You can work, take classes online and reach your goal of becoming a nurse on your timeline!

I’m compensated by University of Phoenix for this blog. As always, all thoughts and opinions are my own.

For more information about on-time completion rates, the median debt incurred by students who completed this program and other important information, please visit phoenix.edu.

The Nursing profession is in dire need of an IT upgrade. The way the nursing profession currently handles information is costing time, money, patient health and more importantly, lives. Creating an integrated health IT system will address these costs, as well as reducing errors among hospital staff and mistakes with prescriptions both when they are written and when patients obtain them.

To learn more checkout the following infographic, created by the Adventist University of Health Sciences Online RN to BSN program, that illustrates the need, benefit and impact of Health IT in nursing.

www.sunnyskyz.com 

When Canadian science graduate Christopher Charles visited Cambodia six years ago, he discovered that anemia was a huge public health problem. Almost half of the population is iron deficient. Instead of bright, bouncing children, Dr Charles found many were small and weak with slow mental development.

But one little fish is changing all that.

The standard solution - iron supplements or tablets to increase iron intake - isn't working. The tablets are neither affordable nor widely available, and because of the side-effects, people don't like taking them.

Enter: The Iron Fish.

Dr Charles' invention, shaped like a fish - which is a symbol of luck in Cambodian culture - releases iron at the right concentration while cooking. One Lucky Iron Fish can provide an entire family with up to 75% of their daily iron intake for up to 5 years.

It’s a simple, affordable, and effective solution anyone can use.

"Boil up water or soup with the iron fish for at least 10 minutes," says Dr Charles. "You can then take it out. Now add a little lemon juice which is important for the absorption of the iron."

According to their website, after 9 months of using the Lucky Iron Fish every day, researches saw a 50% decrease in the incidence of clinical iron deficiency anemia, and an increase in users' iron levels.

And this is just the beginning.

Star Cunningham

http://4dhealthware.com 

The healthcare industry is in a constant state of flux. But while technologies are rapidly changing, the industry is still cast in monochrome with little racial or gender diversity. There are definitely large societal issues at root – like the massive expense of becoming a doctor and lack of adequate STEM education in many inner-city elementary schools – that will take a generation to solve. But while these massive gaps remain, it is often hard to see incremental progress.

Recently, I found a study that gave me a small glimmer of hope that progress is happening. According to Professional Diversity Network, recruiters and HR professionals accelerated their search for diverse talent in healthcare in January. Specifically, the Professional Diversity Network’s Diversity Jobs Index, which tracks the demand for diverse talent across sectors, jumped 11 percent from December 2014 in healthcare. 

The Professional Diversity Network pointed to a few factors that could have attributed to the change. For example, the study suggests that many more small clinics across the country, particularly in urban settings, have increased their workforces. 

While the Professional Diversity Network pointed to trends that could be the cause, I believe this is evidence that diversity programs like the Institute for Diversity, Ms. Tech and Instituto Health Sciences Career Academy are finally beginning to have an impact not just on awareness, but also on behaviors. 

Diversity programs are crucial because they not only acknowledge that problems exist, but they create communities to offer training and support to help women, minorities, and other under-acknowledged groups succeed. For example, IHSCA prepares inner city high school students for a career in healthcare with tutoring and mentorship programs. 

This is great news not only for the women, minorities, veterans or disabled professionals being employed, but also for the healthcare industry as a whole. Healthcare professionals service every ethnic group and gender, so the more that doctors and nurses can empathize and understand their patients, the better care they will give. In part, that empathy and understanding relies on working in a diverse environment.

So to answer the question I posed in the headline: yes we should get our hopes up. Healthcare executives are in fact beginning to value and invest in diversity, which is a sign of positive change. There is still a long way to go, and who knows if there will ever be an all minority board of a hospital, but we’re heading in the right direction.

Heather Stringer

In 2010, the Institute of Medicine issued eight recommendations that dared to transform the nursing profession by 2020. This year marks the midway point for reaching the goals outlined in the report “The Future of Nursing: Leading Change, Advancing Health,” and statistics at halftime offer a glimpse into nursing’s progress so far.

Although the numbers in some areas have altered little in the first few years, infrastructure changes have been set in motion that will lead to more noticeable improvements in the data in the next several years, said Susan Hassmiller, PhD, RN, FAAN, the Robert Wood Johnson Foundation senior adviser for nursing. The RWJF partnered with the IOM to produce the report. 

“I am a very impatient person and would like things to move faster, but we have to remember that we are changing social norms with these goals,” Hassmiller said. “We are trying, for example, to convince hospital leaders, nursing students and educational institutions that it is important for nurses to have a baccalaureate degree, and that takes time.”

Hassmiller is referring to Recommendation 4 of the report, which calls academic nurse leaders across all schools of nursing to work together to increase the proportion of nurses with a baccalaureate degree from 50% to 80% by 2020. The most recent data collected from the American Community Survey by the Future of Nursing: Campaign for Action found that the percentage of employed nurses with a bachelor’s degree or higher only climbed 2% between 2010 and 2013. However, Hassmiller suggested the percentage is likely to increase rapidly in coming years because nursing schools have increased capacity to accommodate more students. As a result, the number of nurses enrolled in RN-to-BSN programs skyrocketed between 2010 and 2014, from about 77,000 nurses in 2010 to 130,300 students in 2014, according to the American Association of Colleges of Nursing — a 69% increase. 

New education models

Campaign for Action leaders also are optimistic about the profession’s ability to approach the 80% goal because nursing schools are beginning to experiment with new models of education, such as bringing BSN programs to community colleges. 

Traditionally, students spend at least three years in a community college earning an associate’s degree to become an RN — at least a year for prerequisites and another two to complete the nursing program, Hassmiller said. These RNs may work for a few years before returning to school to earn a BSN — and some may not return at all, said Jenny Landen, MSN, RN, FNP-BC, dean of the School of Health, Math and Sciences at Santa Fe Community College in New Mexico. To avoid losing potential BSN students, leaders from New Mexico’s university and community colleges began meeting to discuss a new paradigm: students who were dually enrolled in a community college and a university BSN program. 

The educators started by forming a common statewide baccalaureate curriculum that would be used by all community colleges and universities, Landen said. The educators also discussed how to pool resources, such as offering university courses online at local community colleges. “This opens the opportunity of earning a BSN to people who need to stay in their communities during school,” she said. “They may have family commitments locally, and they can take the baccalaureate degree courses at the community college tuition fee, which is much less expensive.”

Four community colleges in New Mexico have launched dual enrollment programs within the last year. At Santa Fe Community College, there are far more applicants than the program can hold, Landen said. Community colleges and universities in other parts of the country also are working together to create programs in which nursing students can be dually enrolled. In addition to nursing schools buying into the need for more BSN-prepared nurses, there also is evidence that employers are moving toward this new standard as well. According to a study released in February in the Journal of Nursing Administration, the percentage of institutions requiring a BSN when hiring new RNs jumped from 9% to 19% between 2011 and 2013. 

Beyond the BSN

So far, the national data related to Recommendation 5 — double the number of nurses with a doctorate by 2020 — suggests there have been minimal changes in the number of employed nurses with a doctorate, yet there has been a significant increase in the number of students pursuing this level of education. According to the JONA article, on average about 3.1% of employed nurses in all institutions had a doctorate in 2011. This rose to 3.6% in 2013. This percentage likely will increase in the coming years because of the proliferation of doctor of nursing practice programs since 2010. These programs are geared for advanced practice RNs who are interested in returning to the clinical setting after earning a doctoral degree. Between 2010 and 2013, the number of students enrolled in DNP programs doubled from just over 7,000 students to more than 14,600. There was a lesser increase in the number of students enrolled in PhD programs, up 12% from 4,600 to 5,100, according to the AACN. 

“When the DNP degree became an option, it opened the opportunity of a higher level of education to the working nurse, not the researcher, and that was attractive to many nurses,” said Pat Polansky, MS, RN, director of program development and implementation at the Center to Champion Nursing in America. “Getting a research-based PhD takes longer and not every nurse can do that, so the DNP has become a wonderful option.”

Leaders at the Campaign for Action, however, acknowledge that it is important to find strategies to boost the number of PhD-prepared nurses because the profession needs those nurses in academia and other administrative, research or entrepreneurial roles where they are contributing to the solutions of a transformed healthcare system, Hassmiller said. To encourage more nurses to pursue the path of a PhD, in 2014 the RWJF launched the Future of Nursing Scholars Program, which awards $75,000 per scholar pursuing a PhD. This is matched with $50,000 by the student’s school, and the funds can be used over the course of three years. 

Forging ahead

In December, the nursing profession will have another opportunity to assess progress on the recommendations when the IOM releases findings from a study that is under way to assess the national impact of the Future of Nursing report. The changes happening in areas such as education are remarkable, Hassmiller said, and she is eagerly anticipating the results from the current IOM study. 

“I would never modify the goals because you need something to strive for in order to affect change,” Hassmiller said. “I am extremely encouraged because we have never seen anything like this. For the first time in history, more than half of nurses have a bachelor’s degree, and it is going to keep climbing. The most challenging part has been the number of people that need to be influenced to make the business case as to why it is important, and it is finally happening.” 

Key recommendations from “The Future of Nursing: Leading Change, Advancing Health”

1) Remove scope-of-practice barriers.
2) Expand opportunities for nurses to lead and diffuse collaborative improvement efforts. 
3) Implement nurse residency programs.
4) Increase the proportion of nurses with a baccalaureate degree to 80% by 2020. 
5) Double the number of nurses with a doctorate by 2020.
6) Ensure that nurses engage in lifelong learning.
7) Prepare and enable nurses to lead change to advance health. 
8) Build an infrastructure for the collection and analysis of interprofessional healthcare workforce data.

Source: http://news.nurse.com

JENNIFER SCHMIDT

There are many reasons women need cesareans. Sometimes the situation is truly life-threatening. But often the problem is that labor simply isn't progressing. That was the case for Valerie Echo Duckett, 35, who lives in Columbus, Ohio. After receiving an epidural for pain, Duckett's contractions stopped. By late evening she was told she'd need a C-section to deliver her son, Avery. Duckett says she has vague memories of being wheeled into the operating room, strapped down and shaking from cold.

"They were covering me up with warm blankets,"she says. "I kind of slept in and out of it." Her only memory of meeting her newborn son for the first time was from some pictures her husband took.

This is the experience many women have. The cesarean section is the most common surgery in America — about 1 in 3 babies is delivered this way. But for many women, being told they need a C-section is unpleasant news. Duckett says she felt like she missed out on a pivotal moment in her pregnancy.

"It took me a long time even to be able to say that I gave birth to Avery," she says. "I felt like I didn't earn the right to say I gave birth to him, like it was taken from me somehow, like I hadn't done what I was supposed to do."

Duckett's reaction to her C-section is unfortunately a common one, says Betsey Snow, head of Family and Child Services at Anne Arundel Medical Center, a community hospital in Annapolis, Md.

"I hear a lot of moms say, 'I'm disappointed I had to have a C-section.' A lot of women felt like they failed because they couldn't do a vaginal delivery," says Snow.

Now some hospitals are offering small but significant changes to the procedure to make it seem more like a birth than major surgery.

In a typical C-section, a closed curtain shields the sterile operating field. Mothers don't see the procedure and their babies are immediately whisked away for pediatric care — a separation that can last for close to half an hour. Kristen Caminiti, of Crofton, Md., knows this routine well. Her first two sons were born by traditional cesarean. She was happy with their births because, she says, it was all she knew. Then, just a few weeks into her third pregnancy, Caminiti, who is 33, saw a post on Facebook about family-centered cesarean techniques catching on in England.

"I clicked on the link and thought, 'I want that,' " she says.

The techniques are relatively easy and the main goals simple: Let moms see their babies being born if they want and put newborns immediately on the mother's chest for skin-to-skin contact. This helps stimulate bonding and breast feeding. Caminiti asked her obstetrician, Dr. Marcus Penn, if he'd allow her to have this kind of birth. He said yes.

When Caminiti told Penn what she wanted, his first thought was it wouldn't be that difficult to do. "I didn't see anything that would be terribly out of the norm," he says. "It would be different from the way we usually do it, but nothing terrible that anyone would say we shouldn't try that."

Family-centered cesareans are a relatively new idea in the U.S., and many doctors and hospitals have no experience with them. Penn and the staff at Anne Arundel Medical Center quickly realized the procedure would require some changes, including adding a nurse and bringing the neonatal team into the operating room.

And there were a bunch of little adjustments, such as moving the EKG monitors from their usual location on top of the mother's chest to her side. This allows the delivery team to place the newborn baby immediately on the mother's chest. In addition, Penn says, the mother's hands were not strapped down and the intravenous line was put in her nondominant hand so she could hold the baby.

At the beginning of October, Caminiti underwent her C-section. She was alert, her head was up and the drape lowered so she could watch the delivery of her son, Connor. Caminiti's husband, Matt, recorded the event. After Connor was out, with umbilical cord still attached, he was placed right on Caminiti's chest.

"It was the most amazing and grace-filled experience to finally have that moment of having my baby be placed on my chest," Caminiti says. "He was screaming and then I remember that when I started to talk to him he stopped. It was awesome."

And the baby stayed with her for the rest of the procedure.

Changes like this can make a big difference, says Dr. William Camann, the director of obstetric anesthesiology at Brigham and Women's Hospital in Boston and one of the pioneers of the procedure in the U.S. At Brigham and Women's, their version of the family-centered cesarean is called the gentle cesarean. Moms who opt for it can view the birth through a clear plastic drape, and immediate skin-to-skin contact follows.

Camann says the gentle C-section is not a replacement for a vaginal birth; it's just a way to improve the surgical experience. "No one is trying to advocate for C-sections. We really don't want to increase the cesarean rate, we just want to make it better for those who have to have it," he says.

So why has the procedure been slow to catch on? Hospitals aren't charging more for it — so cost doesn't seem to be a major factor. What's lacking are clinical studies. Without hard scientific data on outcomes and other concerns like infection control, many hospitals may be wary of changing their routines. Betsey Snow of Anne Arundel Medical Center says the family-centered C-section represents a cultural shift, and her hospital is helping break new ground by adopting it.

"It is the first time we have really done anything innovative or creative with changing the C-section procedure in years," she says.

Kristen Caminiti says her hope is that these innovations become routine. She says she'd like nothing more than to know that other women having C-sections are able to have the same amazing experience she had.

Source: www.npr.org

Honor Whiteman

Dogs are often referred to as "man's best friend," and a new study brings further strength to this term after revealing how a rescue dog called Frankie was able to detect the presence of thyroid cancer in human urine samples with almost 90% accuracy.

According to the research team, from the University of Arkansas for Medical Sciences (UAMS) in Little Rock, Frankie - a male German Shepherd-mix - is the first dog that has been trained to differentiate benign thyroid disease and thyroid cancer by sniffing human urine samples.

Thyroid cancer is a cancer that begins in the thyroid gland, situated just below the thyroid cartilage in the front of the neck. Approximately 62,450 new cases of thyroid cancer will be diagnosed in the US this year, and around 1,950 Americans will die from the disease.

Unlike most other cancers, thyroid cancer is more common among younger adults, with almost 2 in 3 cases diagnosed in people under the age of 55.

Diagnostic techniques for thyroid cancer include fine-needle aspiration biopsy, which involves the patient having a thin needle inserted into the thyroid gland in order to obtain a tissue sample.

Senior investigator Dr. Donald Bodenner, chief of endocrine oncology at UAMS, says the diagnostic accuracy of canine scent detection is almost on par with that of fine-needle aspiration biopsy, but it would be an inexpensive and noninvasive alternative.

What is more, he notes many current methods for diagnosing thyroid cancer can be inaccurate, causing some patients to undergo needless surgery.

"Scent-trained canines could be used by physicians to detect the presence of thyroid cancer at an early stage and to avoid surgery when unwarranted," he adds.

Frankie trained to sniff out cancer in human urine samples

For their study, recently presented at The Endocrine Society's 97th Annual Meeting in San Diego, CA, Dr. Bodenner and colleagues obtained urine samples from 34 patients who attended the UAMS thyroid clinic.

All patients showed abnormalities in their thyroid nodules and went on to have biopsies and diagnostic surgery. Thyroid cancer was identified in 15 patients while 19 had benign thyroid disease.

Frankie - who the researchers say had been previously trained to recognize the smell of cancer in human thyroid tissue - was presented with the urine samples to sniff one at a time by a gloved dog handler.

While humans have around 5 million smell receptors, or olfactory cells, dogs possess around 200 million, making their sense of smell around a thousand times stronger than that of humans. 

Frankie alerted the handler to a cancer-positive urine sample by lying down, while turning away from the urine sample alerted the handler to a benign status. 

The authors note that the cancer status of each urine sample was unknown to both the dog handler and the study coordinator.

The handler also presented Frankie with urine samples with a known cancer status in between the study samples so the dog could be rewarded for achieving a correct answer.

30 out of 34 samples correctly identified with canine scent detection

On comparing Frankie's results with those of the final surgical pathology report for the samples, the team found the dog correctly identified the status of 30 out of 34 samples.

The sensitivity, or true-positive rate, of the canine scent detection came in at 86.7%, while specificity, or true-negative rate, was 89.5%. This means Frankie correctly identified a benign sample almost 9 in every 10 times.

The team notes that canine scent detection led to two false-negative and two false-positive results. The researchers now plan to expand their research by teaming up with Auburn University College of Veterinary Medicine, AL, who have agreed to assign two of its bomb-sniffing dogs to thyroid cancer detection training.

This is not the first time Medical News Today have reported on the cancer-detection talent of dogs. In May 2014, a study by Italian researchers revealed how specially trained dogs were able to detect prostate cancer in urine samples with 98% accuracy.

Source: www.medicalnewstoday.com