Chapter 9 Diversity in the Nursing WorkforceCopy.docx

Chapter 9
Diversity in
the Nursing Workforce
Copyright © 2016 Wolters Kluwer Health | Lippincott Williams
& Wilkins
Copyright © 2020 Wolters Kluwer • All Rights Reserved
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
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
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
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
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.
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.
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
Question #2
Is the following statement true or false?
The NWD provides grants to any individual expressing a desire
to become a nurse.
False
The NWD provides grants to students from economically or
educationally disadvantaged backgrounds who express an
interest in becoming a registered nurse.
Ethnic Diversity in Education and Health Care Administration
Minority nurses underrepresented in leadership positions
Academia
Service areas
Exact numbers not known

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
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)

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
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)
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
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
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
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
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
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

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
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
Generation Y (Millennials): born 1982 to 1999
Optimism, self-confidence, relationship oriented, volunteer
mindedness, social consciousness
“Digital natives”
Demand different organizational culture

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
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.
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)
End of Presentation

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