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DiversityNursing Blog

Diversity Recruitment Strategies For Nursing

Posted by Diversity Nursing

Mon, Mar 06, 2023 @ 02:07 PM

GettyImages-1372866989Hiring 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.

Topics: recruitment, recruiting, Diversity and Inclusion, healthcare organizations, nurse recruitment, nursing workforce, DEI, Diversity, Equity and Inclusion, healthcare recruitment

Recruiting a More Diverse Workforce: It’s About Telling a Story and Backing It Up with Actions

Posted by Pat Magrath

Thu, Jan 28, 2021 @ 02:39 PM


Pat Magrath, National Sales Director,

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

valuesWe 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

megaphoneAssess 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.

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.

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Topics: diversity in nursing, recruitment, recruiting, Diversity and Inclusion, diversity in healthcare, diversity recruitment, nurse recruitment, workplace diversity, diversity nursing, hiring diverse candidates, hiring diverse workforce

New Report Finds a ‘Diversity Dividend’ at Work

Posted by Erica Bettencourt

Thu, Jan 22, 2015 @ 02:29 PM


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Is there such a thing as a diversity dividend?

A new study of 366 public companies in the U.S., Canada, U.K., Brazil, Mexico and Chile by McKinsey & Co., a major management consultancy, found a statistically significant relationship between companies with women and minorities in their upper ranks and better financial performance as measured by earnings before interest and tax, or EBIT.

The findings could further fuel employers’ efforts to increase the ranks of women and people of color for executive suites and boardrooms — an issue where some progress is being made, albeit slowly.

McKinsey researchers examined the gender, ethnic and racial makeup of top management teams and boards for large concerns across a range of industries as of 2014.  Then, they analyzed the firms’ average earnings before interest and taxes between 2010 and 2013. They collected but didn’t analyze other financial measures such as return on equity.

Businesses with the most gender diverse leadership were 15% more likely to report financial returns above their national industry median, the study showed. An even more striking link turned up at concerns with extensive ethnic diversity. Those best performers were 35% more likely to have financial returns that outpace their industry, according to the analysis. The report did not disclose specific companies.

Highly diverse companies appear to excel financially due to their talent recruitment efforts, strong customer orientation, increased employee satisfaction and improved decision making, the report said.  Those possible factors emerged from prior McKinsey research about diversity.

McKinsey cited “measurable progress” among U.S. companies, where women now represent about 16% of executive teams — compared with 12% for U.K. ones and 6% for Brazilian ones.  But American businesses don’t see a financial payoff from gender diversity “until women constitute at least 22% of a senior executive team,’’ the study noted.  (McKinsey tracked 186 U.S. and Canadian firms.)

The study marks the first time “that the impact of ethnic and gender diversity on financial performance has been looked at for an international sample of companies,’’ said Vivian Hunt, a co-author, in an interview.  Yet “no company is a high performer on both ethnic diversity and on gender,’’ she reported.

And “very few U.S. companies yet have a systematic approach to diversity that is able to consistently achieve a diverse global talent pool,” Ms. Hunt added.

McKinsey has long tracked workplace diversity. A 2007 study, for instance, uncovered a positive relationship between corporate performance and the elevated presence of working women in European countries such as the U.K., France and Germany.


Topics: jobs, work, gender, workplace, management, minorities, recruitment, report, companies, employer, employee, gender diversity, ethnic diversity, diversity, ethnic, career, race

Take Your Specialty Skills on the Road with Travel Nursing

Posted by Alycia Sullivan

Tue, Feb 05, 2013 @ 01:52 PM

By Linda Beattie

Are you between jobs, or just considering a change? If so, 2013 might be a good time to consider travel nursing. Recruiters report that hospitals and other employers are actively seeking nurses and there are a number of excellent opportunities available.

Travel nursing provides a chance to use your current nursing skills in a different city and a different setting on a temporary basis. Traditional travel assignments last 13 weeks, while critical staffing assignments, also known as “rapid response,” can be much shorter; some assignments also offer the option to extend.

Travel nursing companies are looking for qualified registered nurses with a minimum of 18 to 24 months of experience in an acute care setting, and can help you find positions in a variety of specialties. Once contracted, travelers can enjoy guaranteed hours at good pay rates, along with furnished housing and other employment benefits.

In today’s rapidly changing health care environment, however, staffing experts advise potential travelers to be on their toes.

“As the economy continues to strengthen, there are more travel nursing jobs opening up all over the country,” said Marina Chowaiki, senior recruitment manager for American Mobile Healthcare, an AMN Healthcare company. “Now that the elections are over, the Affordable Care Act is moving forward, flu season is here, and hospitals are implementing electronic medical records conversions, hospitals are seeing an increase in their staffing needs. In some cases, once they have budget approval, they need nurses immediately, so you need to be ready.”

Chowaiki advises nurses to work with their recruiters to remove any barriers to employment. “Work alongside your recruiter. Make sure you have all of your health documents, licensure, references and other requirements fulfilled and be ready to go.”

Chowaiki reported that travel pay rates continue to be attractive, as well. “You’re still better off traveling and you can find many travel assignments with great incentive packages.”

"Our highest needs right now are labor and delivery, ICU, NICU, OR, CVOR and PICU," added Caitlin Grubaugh, senior recruitment manager with American Mobile. "The high need specialties list is consistently growing, but the ones that I see always staying on top are ER, telemetry, ICU, PCU, CVICU, CVOR and L&D." Other areas that are in demand include cath lab assignments.

So what kind of job market can travel nurses look forward to?

According to Kerry Sirkka, senior director of recruitment for American Mobile Healthcare, the growth trends for nursing in general and the continuing changes from health care reform translate into a consistent and long-term demand for well-qualified travel nurses. “What we continue to see is that high quality travel nurses are needed to help meet current and future demand.”

Chowaiki offered additional advice for nurses interested in pursuing travel nursing careers.

“Be flexible and open to ideas,” she advised. “There’s not just one option anymore. In addition to traditional travel assignments, you might consider critical need, EMR, per diem, or even permanent placement. It is a very fluid market, and American Mobile is making sure there is something for everyone. If you are considering a move, make sure you have a recruiter that knows what they are doing and has a lot of options to offer.”

“There are so many reasons to travel in 2013,” Chowaiki added. “It should be a great year to consider becoming a traveler.”



Seven reasons to consider travel nursing in 2013

If you are considering becoming a travel nurse in 2013, recruiters point out that these are just a few reasons to give it a try:

1. Gain a new perspective. A new work situation can shake you out of the doldrums and help you look at nursing with fresh eyes. Opportunities are available in teaching hospitals, specialty trauma centers, children’s hospitals, Magnet-designated facilities, and more.

2. Find fun and adventure. Experiencing a different part of the country or a new community is half the fun of travel nursing, said Chowaiki, and will energize your work life. You can use your off-hours to experience your new hometown’s cultural activities and attractions, explore the natural surroundings, pursue a new hobby, or visit with nearby friends and family.

3. Remove distractions. One of the key reasons that full-time workers decide to try to temporary work is because they are unhappy in their current positions where they may feel hindered by red tape or unit politics, according to a 2012 study inNurse Management. Travelers are able to stay out of political and management issues, focusing more of their time on patients.

4. Acquire new skills. Travel assignments may put you in different units or using new equipment and methods, all of which improve your nursing abilities and enhance your résumé for future employment.

5. Build your confidence. The ability to enter a new situation and succeed can do great things for your psyche and job satisfaction. The more assignments you take the more confident you become, in both your personal and professional life.

6. Learn from others. With every assignment, you’ll meet other nurses who can share their knowledge, career tips and their own love of nursing. Many assignments offer special orientations for travelers along with opportunities for on-the-job training.

7. Take control of your work situation, with some help. Travel nursing offers the freedom to choose assignments at a guaranteed pay rate without the worry of being stuck in a long-term job situation you don’t like. Chowaiki and Grubaugh point out that your recruiter can find some great options and help you through the entire process.

Copyright © 2013. AMN Healthcare, Inc. All Rights Reserved.

Topics: 2013, recruitment, travel nursing, specialty

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