DiversityNursing Blog

As Gen Z Nurses begin to enter the workforce, they bring fresh perspectives and unique expectations for their careers. This generation—born roughly between 1997 and 2012—has been raised in an era where digital technology is not only a tool but an integral part of daily life. As such, they are the first truly digital native generation, and their approach to work reflects this.

Technology as a Recruiting Tool

According to Jean Putnam, Chief Nurse Executive at Baptist Health South Florida, "Gen Z-ers are our first truly digitally native generation. The technology is important, and I think we have to figure out ways to utilize that in such a way that helps them and utilizes their skill sets." In practical terms, this means that healthcare facilities looking to attract young talent should invest in digital solutions that streamline communication, scheduling, and documentation. Whether it’s a mobile app for shift scheduling, telehealth integration, or digital patient records, leveraging technology aligns with Gen Z's comfort with and reliance on tech.

To reach and recruit Gen Z nurses, healthcare organizations need to engage with them where they spend the most time—online. Social media is a powerful avenue, offering both visibility and engagement. Platforms like Instagram, TikTok, and LinkedIn allow facilities to showcase the culture of their work environment and demonstrate the potential impact of a Nursing career. These platforms can also offer insights into the daily life of Nurses and the sense of purpose that drives the profession.

A Demand for Diversity and Inclusion

One of the hallmarks of Gen Z is their commitment to social issues, and Diversity and Inclusion are at the forefront of their values. Gen Z Nurses are looking for workplaces that reflect the diverse world they live in and serve. They seek employers who prioritize representation, equity, and a sense of belonging for all employees, and they are quick to identify organizations that genuinely align with these values.

For healthcare facilities, this means more than just surface-level diversity—it involves creating environments that are inclusive and equitable and promote open dialogue around these issues. By fostering diverse teams and ensuring fair opportunities for all employees, healthcare leaders can meet Gen Z’s desire for workplaces that feel inclusive and supportive.

Flexible Scheduling and Work-Life Balance

Flexibility in work hours and shifts is also a high priority for Gen Z Nurses. Unlike previous generations who may have accepted rigid schedules as part of the job, Gen Z places a high value on work-life balance. They’ve grown up observing the toll burnout can take on healthcare professionals and are determined to maintain a healthy balance between their personal lives and careers.

As Putnam explains, “The Gen Z-ers love work, but they also have other priorities in life.” To attract and retain this new generation of Nurses, healthcare facilities need to provide more flexible scheduling options, allowing Nurses to have control over their time and minimize burnout. Rotating schedules, shorter shifts, and remote or hybrid work options where possible can go a long way in supporting this.

Work with Purpose

For Gen Z, a job isn’t just a job—it needs to align with their personal values and provide a sense of meaning. Nursing, with its intrinsic purpose of caring for others, holds great appeal for them. “Work needs to have purpose,” Putnam said, “and what better purpose is there than being a Nurse?”

Emphasizing the purpose-driven aspect of Nursing can be a powerful way to attract Gen Z Nurses to the field. Healthcare leaders can highlight how Nursing contributes to the well-being of society and fulfills an important role within communities. Providing clear growth paths, mentorship, and opportunities for advancement also resonates with Gen Z, as they want to feel that they are making a difference in their work and have a future in the profession.

The arrival of Gen Z Nurses presents an exciting opportunity to reimagine aspects of Nursing culture. With a focus on technology, diversity, flexibility, and purpose, Gen Z is reshaping expectations around the role. By understanding and adapting to these values, healthcare organizations can not only attract but retain this new wave of Nursing talent. The future of healthcare is evolving, and Gen Z Nurses are ready to be at the forefront, bringing passion, fresh perspectives, and a commitment to making a meaningful impact.

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.

As the U.S. population becomes more racially and culturally diverse, having a workforce that mirrors the diversity of your community can improve the quality of care offered at your facility.

Ensuring diversity is incorporated in healthcare hiring practices requires understanding and combatting unconscious biases.

Bias is a prejudice in favor of or against one thing, person, or group compared with another usually in a way that’s considered to be unfair.

Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness.

An example of unconscious bias during the hiring process is when you form an opinion about a candidate based solely on first impressions, such as their LinkedIn photo, their first or last name, or their hometown.

There are methods healthcare institutions can use to identify and reduce biases within their hiring process.

• Clearly define what Diversity means to your organization. It is important to understand which groups are underrepresented. Then set measurable goals that work toward building Diversity.
  
  
• Most hiring processes are designed from one perspective (e.g., level, function, identity). When creating your recruitment process, make it a group effort using input from different perspectives and identities. 
   
• Ensure Diversity exists within all levels of your organization, especially Leadership roles. The top healthcare organizations leading the way for Diversity, Equity, Inclusion, and Belonging (DEI&B) usually have a leadership position solely focused on Diversity, such as Chief Diversity Officer or a similar title.
  
  
• Offer awareness programs, training, and unconscious bias resources for staff. It's a great opportunity for everyone involved in the hiring process to understand what hiring prejudices are and how they can influence decision making. This allows people to identify their own biases and actively improve their behavior. 

With leadership support, clear communication both internally and externally about your DEI&B initiatives, awareness resources, and a motivated workforce, you can successfully reduce biases and increase Diversity, Equity, Inclusion, and Belonging within your organization.