What Are Schools Doing to Increase Diversity in Nursing?
Enhancing diversity within the nursing workforce is crucial for equitable healthcare. This article explores approaches employed by nursing schools, hospitals, and professional organizations to promote diversity. Nursing must cater to the diverse needs of patients, making a workforce that mirrors patient populations essential for achieving quality and fairness. Although strides have been made, there’s more to be done to attract underrepresented individuals to nursing programs and careers.
The U.S. Census predicts underrepresented groups will become the U.S. majority by 2043. Despite constituting over one-third of the population, ethnic and racial minorities account for only 19.2% of registered nurses (RNs). The RN workforce is predominantly white (80%), with Asian Americans at 7.5%, African Americans at 6.2%, and Hispanics at 5.3%. Representation is even lower among American Indian, Alaskan Native, Native Hawaiian, and Pacific Islander nurses. Males comprise just 9.1% of RNs, with data on intersex nurses lacking.
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Nursing leaders like Craig Laser and Mikhail Shneyder emphasize the need for nursing schools, employers, and organizations to prioritize diversity and inclusion. These educators advocate for concrete actions to attract underrepresented groups to nursing.
Laser asserts that organizations must go beyond policy statements, translating diversity, equity, and inclusion (DEI) into action. Leadership must model openness and create an inclusive environment.
Strategies Implemented by Nursing Schools
Nursing institutions are developing strategies to diversify their student bodies. These efforts hinge on fostering an inclusive environment for both students and faculty of color. Initiatives include:
- Reassessing recruitment, hiring, and promotion approaches for bachelor’s, master’s, and doctoral nursing programs
- Reducing reliance on standardized testing, adopting holistic admissions policies
- Establishing roles dedicated to DEI initiatives
- Introducing more community programs in hospitals
- Developing mentorship programs
Laser underscores the importance of university leaders setting a tone of inclusivity and belonging. He cites DEI officers responsible for recruitment and hiring as key agents.
Shneyder urges nursing schools to move beyond overemphasis on NCLEX pass rates and standardized tests. He views these practices as perpetuating systemic racism, contributing to biased admission and education policies. These practices disproportionately affect people of color and those with lower socioeconomic status. He advocates for evaluating nursing education and institutions through an antiracist lens.
Hospitals can contribute by developing community programs that promote healthcare education and nursing opportunities. Hospital clinical staff can engage with local schools to introduce healthcare careers and build connections.
Professional mentorship programs connecting students with nurses during their studies and early careers are also valued.
Promoting Diversity by Nursing Organizations
Nursing organizations bridge the gap between diverse nursing workforces and reducing healthcare disparities. They advocate for policy changes and offer resources for diversity in education and employment.
The AACN conducts a Diversity Symposium and Diversity Leadership Institute. The American Hospital Association and the American College of Healthcare Executives connect industry leaders with minority students for internships, mentoring, and administrative fellowships. The American Nurses Association provides fellowships for underserved nursing students.
Barriers to Increasing Diversity
Despite efforts, nursing must further cultivate a diverse, equitable, and inclusive culture. Inequitable access to education remains a significant challenge. Laser emphasizes providing marginalized groups educational opportunities, scholarships, and early exposure to healthcare careers.
Young people, particularly those of color, need greater awareness of healthcare opportunities. Initiatives in high schools can spotlight diverse role models, enticing them toward healthcare.
Nursing schools should revise admissions criteria, reducing reliance on standardized tests that favor certain demographics. Financial aid for minority and lower-income students, including MSN programs, must be prioritized.
Leadership diversity will foster respect and belonging. Employers must promote staff diversity to reflect evolving U.S. demographics, including male nurses and LGBTQ+ members.
Conclusion
While many nursing programs make strides in diversifying their communities, more work remains. An inclusive nursing workforce will enhance healthcare quality and accessibility. Programs that increase access, fair recruitment, and cultural competence, along with opportunities like internships and mentoring, can drive change. Shneyder emphasizes concrete policies and practices to bridge opportunity gaps.
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