DiversityNursing Blog

Creating a healthy work environment for Nurses should be a top priority for employers in the healthcare industry. Nurses play a vital role in patient care, and their well-being directly impacts the quality of care they provide. By addressing some of the biggest issues in Nursing today, such as recruitment, retention, burnout, and bullying, employers can create a positive and supportive work environment that ultimately benefits both Nurses and patients.

Recruitment and retention are ongoing challenges in the industry. Many healthcare facilities struggle to attract and retain qualified Nurses, leading to staffing shortages and increased workload for the existing staff. By focusing on creating healthy work environments, employers can make their organizations more appealing to prospective Nurses and enhance employee satisfaction and loyalty. A positive work environment with adequate resources, support, and opportunities for professional growth can attract and retain talented Nurses, ensuring a stable workforce and improving patient outcomes.

Burnout is a pervasive issue among Nurses, resulting from the demanding nature of their work and high levels of stress. A negative work environment can exacerbate burnout and its associated physical, emotional, and mental exhaustion. 

A McKinsey Health Institute (MHI) report found a direct correlation between a workplace's toxicity and the levels of stress and burnout reported by its employees. According to this research, employees are almost 8 times more likely to report symptoms of burnout when faced with high levels of toxic workplace behavior.

Employers need to prioritize the well-being of their Nursing staff by implementing strategies that promote work-life balance, provide access to support services, and encourage self-care. By fostering a culture of wellness and offering resources to manage stress, employers can mitigate burnout and create an environment where Nurses feel valued and supported.

Bullying is another significant issue that affects Nurses' well-being and job satisfaction. Workplace bullying can lead to increased stress, anxiety, and decreased morale among Nurses, ultimately impacting patient care. 

According to an article from the National Library of Medicine, "A significant percentage of Nurses leave their first job due to the negative behaviors of their coworkers, and bullying is likely to exacerbate the growing Nurse shortage. A bullying culture contributes to a poor Nurse work environment, increased risk to patients, lower Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) patient satisfaction scores, and greater Nurse turnover."

Health systems must take proactive measures to prevent and address bullying in the workplace. This includes implementing clear policies against bullying, providing training on respectful communication and conflict resolution, and fostering a culture of respect and collaboration. By creating a safe and respectful work environment, employers can empower Nurses to excel in their roles and provide the best possible care to patients.

Negative workplaces not only harm the well-being of Nurses but also contribute to disengagement and decreased job satisfaction. When Nurses feel unsupported, unappreciated, or overwhelmed by their work environment, they are more likely to become disengaged, which can ultimately lead to decreased productivity and compromised patient care. Employers must recognize the impact of the work environment on Nurse engagement and take steps to create a positive and empowering atmosphere. This can be achieved through open communication, involving Nurses in decision-making processes, and providing opportunities for professional development and growth.

In conclusion, creating a healthy work environment for Nurses should be a top priority for employers. By addressing issues such as recruitment, retention, burnout, and bullying, employers can create a positive and supportive workplace that enhances Nurses' well-being and improves patient care. Investing in the well-being of Nurses not only benefits the individuals but also contributes to the overall success of healthcare organizations. Employers must recognize the crucial role Nurses play in healthcare and take proactive steps to ensure their work environment fosters their growth, satisfaction, and ultimately, the provision of high-quality patient care.

Creating a workplace with a strong Diverse, Equitable and Inclusive culture is not only the right thing, it’s also crucial for your retention and improving patient care.

A study from Press Ganey shows health systems with strong Diversity, Equity, and Inclusion (DEI) values have less risk of staff potentially leaving the organization.

The study also found:

• Healthcare organizations had twice as many employees at risk of leaving if the workforce perceived diversity and equity weren’t prioritized versus work forces that do.  
  
  
• The risk of leaving within 3 years is more than 4 times higher for healthcare workers who believe their organization doesn’t value employees from different backgrounds versus workers who do.  
  
  
• If offered another job, healthcare workers are 4 ½ times more likely to leave an organization if they believe different backgrounds aren’t valued, or if the organization isn’t committed to workforce diversity, versus workers who do.   
  
  
• Perceptions of diversity & equity are a bigger indicator of intent to stay with an organization among security personnel, nurses and physicians than other ancillary staff. 

Having a strong DEI culture allows employees to be comfortable and confident in who they are. This allows them to focus on providing the best patient care possible.

Research shows, 77% of employees and 80% of leaders who are disabled chose not to share their disability in their workplace. For LGBTQ workers, 46% are closeted at their place of work. And across all diverse characteristics, 75% of employees feel the need to mask their differences or downplay them during work.

Employees masking or hiding aspects of themselves during shifts affects their confidence, motivation, feelings of safety and hinders their job performance.

It’s important for healthcare workers to have mentors they can look up to throughout their careers. A lack of diversity can make it difficult for minority healthcare workers to find role models they identify with. This can impact their professional growth and their ability to provide optimal patient care.

A strong DEI culture isn’t something that can be achieved overnight. It requires a leadership who is dedicated to promoting cultural awareness and inclusion. It requires staff who are willing to take the time to learn about and understand each other. It also means being willing to identify and address biases.

The culture of a work place can be described as the vibe of the environment, the day to day experience of staff and patients, and the way practices are implemented and followed. 

According to Beckers Hospital Review, culture can have a direct impact on patient care and patient satisfaction. Hospitals with adaptable culture outperform those without it, as much as 200%. 

To improve your culture, here are some things to consider.

Communication is key. If you’re implementing changes, communicate them to every staff member so they know there are going to be changes. If they have concerns, they should feel comfortable to voice their opinions.

Establish where the organization is now. Determine what problems you want to fix and what areas need improvement. Set clear goals and benchmarks to measure your success along the way.

As you achieve your goals, no matter how small, celebrate them! People want to know they’re doing a great job. It boosts morale and radiates throughout the entire organization.  

Accountability - establish a process for accountability at all levels of the organization in case goals aren't being met. Often, initiatives fail because no one takes the hard job of holding others accountable. Old habits are easy to slip back in to if there is no accountability.

Mission Statement - every hospital should have a clear mission statement. It should define the overall culture and values of the company. It sets the tone of your organization. Hospitals can use these core values as guidelines for employees. 

Never stop improving. As your culture evolves, continue to listen to your employee's concerns and ideas. Listen to their feedback. Acknowledge, assess, and act on it. It’s important your employees know their voices are being heard. This can also help with employee retention too.

Great changes can take a long time. Be prepared for obstacles and setbacks. Keep visiting your goals and believe in your mission statement.