Florida National University CH9 Diversity in the Nursing Workforce Case Study Case Study, Chapter 9, Diversity in the Nursing WorkforceA group of nurse edu

Florida National University CH9 Diversity in the Nursing Workforce Case Study Case Study, Chapter 9, Diversity in the Nursing WorkforceA group of nurse educators are having a discussion about the minority student nurses. The nurse educators believe that there are numerous barriers to minority student success in nursing education. The nurse educators want to develop strategies to increase the success rate in graduation of these students.1. The nurse educators make a list of the barriers that exist for minority student success. What are common barriers for minority student success?2. The group of nurse educators is acutely aware that different generations are represented in nursing today. These different generations have different attitudes and value systems, which greatly affect the settings in which they work. What are the key characteristics of the four generational groups that are present in today’s workforce?3. Analyze and describe how the different generations present in nursing today affect nursing care and the nursing workplace. Chapter 9
Diversity in
the Nursing Workforce
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Diversity #1
❖ Differences among groups or between individuals
❖ Many forms
❖ Increasing diversity (ethnic, culture) in the United States
❖ Nursing workforce fairly homogeneous in gender,
ethnicity
o White
o Female
o Middle-aged
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Diversity #2
❖ Need for nursing workforce to be at least as diverse as
population served
❖ Lack of diversity linked to health disparities
❖ Minority health care professionals more likely to work in
underserved communities
❖ Need for a connection between diversity and corporate
social responsibility
❖ IOM (2010): need for greater emphasis on making
nursing workforce diverse especially in gender and
race/ethnicity
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Ethnic Diversity
❖ Ethnic diversity in the United States
o Hispanics: largest minority group and fastest growing
population group
o Blacks: 2nd largest minority group
❖ Ethnic diversity in nursing
o Rising numbers from minority backgrounds but still
considerably lower than the general population (see
Table 9.1)
o Need for aggressive recruitment, retention of
minority students
o More minorities pursuing baccalaureate and higher
degrees in nursing
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Recruitment of Minority Students into
Nursing
❖ Creation of corporate environment in schools integrating
diversity, cultural competence across academic
programs, research, practice, public policy
❖ Increase in career interest in medicine for
underrepresented ethnic minority students from
economically disadvantaged backgrounds
❖ Low rates of recruitment and retention possibly due to
groups being at greater risk of economic disadvantage
resulting from inferior preparatory education
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Question #1
Is the following statement true or false?
❖ The number of nurses from minority backgrounds has
risen, but this number is still lower than the minority
representation of the general population.
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Answer to Question #1
True
❖ Although the number of nurses with minority
backgrounds has increased, this number is still
considerably lower than the minority representation in
the general population.
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Retention of Minority Students in Nursing
❖ Greater barriers faced in completing nursing education
(see Box 9.1)
❖ Nursing Workforce Diversity (NWD) program
o Provision of grants/contracts to projects to:
▪ Improve diversity of nursing workforce
▪ Contribute to basic preparation of disadvantaged,
minority nurses for leadership positions
o Students from educationally or economically
disadvantaged background expressing interest in
becoming RNs
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Question #2
Is the following statement true or false?
❖ The NWD provides grants to any individual expressing a
desire to become a nurse.
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Answer to Question #2
False
❖ The NWD provides grants to students from economically
or educationally disadvantaged backgrounds who express
an interest in becoming a registered nurse.
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Ethnic Diversity in Education and Health
Care Administration
❖ Minority nurses underrepresented in leadership positions
o Academia
o Service areas
❖ Exact numbers not known
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Minority Nurse Educators
❖ 15.9% of all full-time instructional faculty come from
diverse backgrounds and only 7% are male
❖ The percentage of diverse faculty is only half that of
diverse nursing students (29.5%)
❖ Campaign for Nursing’s Future (ANA, Johnson and
Johnson): national scholarship program to increase
number of nursing faculty from ethnic minority
backgrounds
❖ Minority Faculty Fellowship Program grants
❖ Free online database of minority nurse educators by
Thomas Edison State College School of Nursing
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Minority Nurse Administrators #1
❖ While 31% of patients are minorities, only 12% of
executive leadership positions and 14% of board
members are currently filled by minorities
❖ Lack of minorities, women in health care leadership
positions possibly due to CEOs not having enough time to
mentor women, minorities for such roles
❖ Different ways for developing leadership roles for
women, minorities in health care
❖ “Demographic invisibles”; “stylistic invisibles”
❖ Ongoing need to further improve diversity in the C-suite;
multiple barriers exist slowing efforts to diversity health
care management teams (see Research Fuels the
Controversy 9.1)
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Minority Nurse Administrators #2
❖ Efforts needed
o Intentional succession planning
o Direct organizational involvement and commitment
essential for diverse succession planning
o Removal of career advancement barriers
o Need for special developmental programs for women
and minorities
o 2011 Equity of Care Committee best practices for
building a leadership diversity program
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Ethnic Professional Associations in
Nursing
❖ Professional associations for almost every ethnic group in
nursing
o National Black Nurses Association
o National Association of Hispanic Nurses
o Philippine Nurses Association of America Inc.
o National Alaska Native American Indian Nurses
Association
o Asian American/Pacific Islander Nurses Association
Inc. (see Box 9.2)
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Gender Diversity in Nursing #1
❖ Numbers increased since 1980
o Still just 9.6% of nation’s 3.2 million nurses were
men in 2013
o The American Assembly for Men in Nursing hopes to
bump that statistic up to 20% by 2020
❖ Slow progress due to stereotyping
o Public’s view of nursing as female occupation
o Media perpetuation of nurse as female
❖ Paradox between public call for more men, repercussions
due to stereotype
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Gender Diversity in Nursing #2
❖ Gender differences in expressions of care
❖ Sexism
❖ Negative media portrayals of male nurses
❖ Suppression of contributions men have made to the field
of nursing
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Male Advantage in Nursing?
❖ Hiring, promotion
❖ Stereotyping superseded by quest for professional,
personal power promoting career advancement
(organizations favoring male dominance)
❖ Professional development advantages
❖ Economic advantages (out-earn female counterparts)
❖ Question of more full-time employment career paths
versus females with career gaps due to child bearing or
family rearing
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Men Leaving Nursing
❖ Disproportionate numbers leaving as compared with
female nurses
o Possibly due to lack of social approval, acceptance,
adequate role models
❖ Length of time working as male nurse as most influential
condition on acceptance by female counterparts
❖ Male nurses more dissatisfied than female counterparts
o Lack of status
o Degraded by other health care professionals
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Recruiting Men into Nursing
❖ National, local campaigns
❖ Men-only study groups; discussion groups to reduce
feelings of isolation for male students
❖ Corporate partnerships with professional organizations
❖ Possible affirmative action efforts; national initiatives to
enhance professional climate for men
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Generational Diversity in Nursing
❖ According to a 2013 survey conducted by NCSBN and
The Forum of State Nursing Workforce Centers, 55% of
the RN workforce is of age 50 or older
❖ Nurses in their 50s have become the largest segment of
the nursing workforce
❖ Different generations with different value systems impact
settings of work
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Generational Groups #1
❖ Veteran generation (silent generation): born 1925 to
1942
o Risk averse, respect for authority, support hierarchy,
disciplined
o Support for status quo
❖ Baby boomers: born 1943 to 1960
o Traditional work values; more materialistic,
individualistic, present oriented
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Generational Groups #2
❖ Generation X: born 1961 to 1981
o Lack interest in lifetime employment at one place;
value greater work flexibility, opportunities for time
off
o Less economically driven; pragmatic, self-reliant,
amenable to change
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Generational Groups #3
❖ Generation Y (Millennials): born 1982 to 1999
o Optimism, self-confidence, relationship oriented,
volunteer mindedness, social consciousness
o “Digital natives”
o Demand different organizational culture
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Question #3
An RN who was born in 1972 belongs to which of the
following generations?
A. Veteran generation
B. Baby boomer
C. Generation X
D. Generation Y
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Answer to Question #3
C
❖ Generation X nurses were born between 1961 and 1981.
The Veteran generation nurses were born between 1925
and 1942, the Boom generation nurses were born
between 1943 and 1960, and Generation Y nurses were
born between 1982 and 1999.
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Professional Organizations Speak Out
❖ Position statements on recommendations for diversity
o Joint Commission report (2008): One Size Does Not
Fit All: Meeting the Health Care Needs of Diverse
Populations
o AACN (2015): New set of competencies and online
faculty tool kit; RWJF Doctoral Advancement in
Nursing (DAN) Project
o National League for Nursing vision statement (2016)
o ANA position statement on discrimination and racism
in health care (1998)
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End of Presentation
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