Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Chapter 9 Diversity in the Nursing Workforce

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Diversity Differences among groups or between individuals Many forms Increasing diversity (ethnic, culture) in United States Nursing workforce fairly homogeneous in gender, ethnicity –White –Female –Middle-aged

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Diversity (cont.) 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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Ethnic Diversity Ethnic diversity in United States –Hispanics: largest minority group and fastest growing population group –Blacks: 2nd largest minority group Ethnic diversity in nursing –Rising numbers from minority backgrounds but still considerably lower than the general population (see Table 9.1) –Need for aggressive recruitment, retention of minority students –More minorities pursuing baccalaureate and higher degrees in nursing

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins 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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Question 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.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Answer True. Although the numbers of nurses with minority backgrounds has increased, this number is still considerably lower than the minority representation in the general population.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Retention of Minority Students in Nursing Greater barriers faced in completing nursing education (see Box 9.1) 2004 Sullivan Commission Report (see Box 9.2) Nursing Workforce Diversity (NWD) program –Provision of grants/contracts to projects to: Improve diversity of nursing workforce Contribute to basic preparation of disadvantaged, minority nurses for leadership positions –Student from educationally or economically disadvantaged background expressing interest in becoming RN

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Question Is the following statement true or false? The NWD provides grants to any individual expressing a desire to become a nurse.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Answer False. The NWD provides grants to students from economically or educationally disadvantaged backgrounds who express an interest in becoming a registered nurse.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Ethnic Diversity in Education and Health Care Administration Minority nurses underrepresented in leadership positions –Academia –Service areas Exact numbers not known

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Minority Nurse Educators 12.6% of full-time instructional faculty members in baccalaureate, graduate programs members of racial/ethnic minority –6.2% male 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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Minority Nurse Administrators Exact numbers unclear; minorities underrepresented but differing opinions as to the degree 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”

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Minority Nurse Administrators (cont.) Efforts needed –Intentional succession planning –Direct organizational involvement and commitment essential for diverse succession planning –Removal of career advancement barriers –Need for special developmental programs for women and minorities

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Ethnic Professional Associations in Nursing Professional associations for almost every ethnic group in nursing –National Black Nurses Association –National Association of Hispanic Nurses –Philippine Nurses Association of America –National Alaska Native American Indian Nurses Association (See Box 9.3)

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Gender Diversity in Nursing Numbers increased since 1980 –Still just 6.2% of nation’s 3.2 million nurses are men Slow progress due to stereotyping –Public’s view of nursing as female occupation –Media perpetuation of nurse as female Paradox between public call for more men, repercussions due to stereotype

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Gender Diversity in Nursing (cont.) Issue of touch –Female touching viewed as caring behavior –Male touching often viewed sexually Issue of maternal-newborn nursing and view of males; faculty concerns about male students in obstetrics

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins 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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Men Leaving Nursing Disproportionate numbers leaving as compared to female nurses –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 –Lack of status –Degraded by other health care professionals

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins 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

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Generational Diversity in Nursing Average age of RN increased to 46 years Nurses in their 50s expected to become the largest segment of the nursing workforce Different generations with different value systems impacting settings of work

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Generational Groups Veteran generation (silent generation): born 1925 to 1942 –Risk averse, respect for authority; support hierarchy, disciplined –Support for status quo Baby boomers: born 1943 to 1960 –Traditional work values; more materialistic, individualistic –Present-oriented

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Generational Groups (cont.) Generation X: born 1961 to 1981 –Lack interest in lifetime employment at one place; value greater work flexibility, opportunities for time off –Less economically driven; pragmatic, self-reliant, amenable to change

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Generational Groups (cont.) Generation Y (Millennials): born 1978 to 1986 –Optimism, self-confidence, relationship oriented, volunteer mindedness, social consciousness –“Digital natives” –Demand different organizational culture

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Question Based on the average age of an RN, this person would belong to which generational group? A. Veteran generation B. Baby boomer C. Generation X D. Generation Y

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Answer C. The average age for an RN is 46 years, which indicates that the nurse was born after 1961, placing the individual in the Generation X category. A person born 1925 to 1942 would belong to the Veteran generation. If born 1943 to 1960, the person would belong to the Baby Boomer generation. If born after 1981, the person would belong to the Generation Y group.

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Professional Organizations Speak Out Position statements on recommendations for diversity –AACN (1997): diversity, inclusion as central issues; leadership in nursing to respond to issues –ANA (1998): commitment to working toward eradication of discrimination, racism in nursing (profession, education, practice, organizations)

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins Professional Organizations Speak Out (cont.) Position statements on recommendations for diversity –AONE (2005): diversity statement that success of nursing leadership as profession dependent upon reflecting on diversity of communities served Diversity as one essential building block of healthful practice/work environment –ICN: diversity embedded in policy, practice

Copyright © 2014 Wolters Kluwer Health | Lippincott Williams & Wilkins End of Presentation