Case Study, Chapter 9, Diversity in the Nursing Workforce
Please answer the following Discussion Question. Please be certain to answer the three questions on this week DQ and to provide a well-developed and complete answer to receive credit. Also, please ensure to have read the assigned chapters for the current week.
Case Study, Chapter 9, Diversity in the Nursing Workforce
A 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
White
Female
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
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
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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
Provision of grants/contracts to projects to:
Improve diversity of nursing workforce
Contribute to basic preparation of disadvantaged, minority nurses for leadership positions
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
Academia
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
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
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
National Black Nurses Association
National Association of Hispanic Nurses
Philippine Nurses Association of America Inc.
National Alaska Native American Indian Nurses Association
Asian American/Pacific Islander Nurses Association Inc. (see Box 9.2)
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Gender Diversity in Nursing #1
Numbers increased since 1980
Still just 9.6% of nation’s 3.2 million nurses were men in 2013
The American Assembly for Men in Nursing hopes to bump that statistic up to 20% by 2020
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
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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
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
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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
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
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Generational Groups #2
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
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Generational Groups #3
Generation Y (Millennials): born 1982 to 1999
Optimism, self-confidence, relationship oriented, volunteer mindedness, social consciousness
“Digital natives”
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
Joint Commission report (2008): One Size Does Not Fit All: Meeting the Health Care Needs of Diverse Populations
AACN (2015): New set of competencies and online faculty tool kit; RWJF Doctoral Advancement in Nursing (DAN) Project
National League for Nursing vision statement (2016)
ANA position statement on discrimination and racism in health care (1998)
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End of Presentation
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