Importance Of Diversity In Nursing

In the last twenty years, the rising number of disparities in health and healthcare has increased simultaneously with the influx of minorities within the population (Baldwin, 2003) A4. As the size of an ethnically diverse population steadily continues to increase, so will the level of complexities of patients’ health needs, which nurses and other healthcare staff will be expected to address (Black, 2008) A1. The issue of racial, ethnic and health disparities for minorities exists for several complex reasons, however, even with this being widely known, very little action has been taken to try and correct it (Baldwin, 2003) A4. Research findings suggest that without actively implementing cultural diversity within the healthcare workforce, quality in healthcare will decline while health disparities continue to rise (Lowe & Archibald, 2009) A3. So although the shortage of nursing staff should be a high-priority for change in the U.S., the need for more registered nurses with racially

There are disparities in healthcare between different races, ages, genders, etc., and these issues need to be addressed. The Nurse Practitioner Healthcare Foundation (NPHF) has a diversity code. They emphasize the importance of cultural competency and the value of diversity. Cultural competency is viewed as a core element for the fulfillment of the healthcare needs of people around the world. “In fact, diversity is the lens through which we must view people's healthcare needs. The Nurse Practitioner Healthcare Foundation (NPHF) celebrates, respects, and values the inherent worth of every individual, and is committed to promoting the inclusion of every single person in the healthcare system” (NPHF, 2015). Allowing APRNs to practice to the full

As the population of the nation continues to become more diverse, there exists the need of a healthcare workforce that reflects the nation’s ethnic and racial diversity. This is likely to help in reducing disparities in healthcare. Diversity in the profession of healthcare is related to better access for the minority patients, strengthened cultural competence, enhanced patient satisfaction, sensitivity among other healthcare professionals, and overall enhanced academic performance for the healthcare professions’ students (Leff et al., 2016). Underrepresenting the healthcare providers from minority groups is likely to make the patients from minority groups have less access to quality healthcare services. The ethnic and racial minority healthcare providers are also likely to care for the patients from minority groups as well as evaluate the patients that have poor healthcare statuses than non-underrepresented healthcare providers.

The concept of cultural diversity is very near and dear to my heart, especially since I am of a mixture of races. Growing up in a Cuban/Jamaican household has definitely posed challenges for me throughout my life journey. Now, as a nurse I have a better understand on how cultural diversity can play a huge part in patient care. As the world is changing and people are marrying cultures together, it is imperative that we become sensitive to the needs of others in a world of diverse backgrounds.

In reading your post, it was great at pointing out specific programs and opportunities already in the works to improve diversity among nursing students. Cowen and Moorhead (2011) identify some barriers that underrepresented students face that include faculty attitudes and inadequacies in meeting minority students needs, a lack of minority faculty to serve as mentors, and failure of the program to include diversity in the curriculum of culture, values, attributes, and orientation. Each of these barriers needs to be addressed by nurse educators and administrators to increase success of minority students in the nursing program. Retaining students is an area that also needs attention for the underrepresented students, and the presented idea of

Although African-Americans represent the largest minority group, studies show they have the lowest success rates in nursing programs. According to the AACN (2013), “African-American nursing students have the lowest graduation rate when compared to other minority groups”. The lack of minorities providing care negatively effects healthcare outcomes and accessibility. In order to increase the number of African-Americans nurses practicing, it is essential to gain an understanding of the conditions that lead to successes and failures. The purpose of this study is to provide insight into the positive and negative experiences had by African-American nursing students, for development of appropriate interventions to increase the number of successful graduates.

We live in a very diverse nation and overcoming challenges related to cultural beliefs and preferences is a very common obstacle for health care workers today. In an article in The Online Journal of Issues in Nursing cultural diversity is defined as being more than just race,

Culture is a multifaceted characters of a diverse sets of people that have a common ground on values, languages, emotions and identity. It is a symbolic communication perpetuated in a much larger society that influence by means of conditioning and imitation from one generation to the next. Knowledge of cultural diversity is crucial at all levels of nursing practice. It require nurses to be challenge on a multilevel amplitude of social character and commitment. It is empirical that the nurse consider specific cultural factors impacting on each individual patients and be able to recognize its differences. The impact of cultural diversity on each patient start with the nurse as a co-provider and influence on the perceptions, interpretations and behaviors of a particular specific cultural group. Nurses need to understand the validity of how culture minded patients understand life process, health, illness, death, and dying. Through collaboration and scientific evidence of multicultural society can bring about a culturally-relevant and responsive services.

According to the December 2012 United States Census Bureau Population Projection, the nation will continue its trend of consistent diversification. By 2024, the non-Hispanic white population will show a decrease in numbers. Minorities including Hispanics, African Americans and Asians will double, and other groups will increase by at least half. Eventually, non-Hispanic whites will not be seen as a majority, but as an equally represented group among its ethnic counterparts (U.S. Bureau, 2014). This projection can not be transposed to the country’s nursing population. Non-Hispanic white nurses often vastly outnumber other groups (Bessent, 2009, p6). The nursing workforce needs to actively and continually diversify its professionals to provide competent care for the nation’s ever-changing population.

The facility that I work for has seen a shift in demographics since the erection of this new building and the leaders have identified the challenges this shift have created. They have recognized that for them to achieve the hallmarks of quality of care as illustrated by the IOM they would have to ensure that the standards of culturally competent care are tailored to meet the needs of their new population and it cannot be done haphazardly. Goode (2004) stated that there is no easy solution to achieve cultural competence, it requires careful assessment, setting of specific goals and planning for meaningful growth. Nurse leaders are faced with challenges since the population served by this organization is diverse and consists predominantly of minorities who are more vulnerable to health, employment, and gender disparities. There are large amounts of Africans, Hispanics/Latinos, and Asians; moderate amount of Caucasians and very few Chinese and Vietnamese in our community. In comparison the staff consists of mainly Filipino, moderate Caucasians and few blacks, Hispanics/Latinos, and Asians. In 2008, the U.S.

Healthcare diversities among healthcare professionals have been a challenge within the healthcare system. There are various publications that state that the underrepresented minorities have a higher chance of not graduating medical school, accruing high student loans, and ultimately were unsatisfied with their jobs (Pololi et al., 2013). This is not only disturbing, but this represents the individuals who are or will be servicing the public on a daily basis. As the population increases, racial differences increase, so to combat these disparities cultural competencies have to come into play within the health-professions workforce. For instance, although African Americans constitute to 13% of the population, in the physician workforce they only account for 4%, also women who are part of the workforce outweigh the amount of men by at least 4%, respectively (U.S. Census Bureau, 2014). Coincidentally, whites make up to 49% (both men and women) of the total U.S. MD active physicians based on the labor workforce statistics of 2013.

Haynes (2016) article, The Road to Cultural Competency Are We There yet? Stated that the key to decreasing health disparities in the workforce could be done by increasing diversity. Health disparities as indicated by Turk (2014), Issue: Nursing Workforce, can result in a more complicated societal problem. It was further stated, health disparities have received much attention and is currently identified as a priority issue in our nation. According to Haynes (2016), strategies which were recommended by the Sullivan Commission were done to increase the workforces of nursing should begin with education. Cultural competency as stated here should be a vital component of the nursing curriculum. Turk (2014) reported health disparities result in a more multifaceted societal burden. According to Turk (2014), decreasing health disparities has received significant attention. Individuals, including policymakers, academicians, and researchers are concerned about the diversification of the healthcare workforce of which strategies are being implemented by decreasing health disparities and increasing the availability of culturally competent among health care providers.

This mission statement speaks volumes. Nurses’ providing culturally competent care, to people of color is an integral component of establishing a healthy and positive nurse-patient relationship. Without culturally competent care, culturally insensitive health care can be a major contributor to health disparities among people of color (Tucker, Moradi, Wall, & Nghiem,

The most challenging, diversity-related situation that I have faced, and will likely face in my nursing career is successful recruitment and retention of minority nurses, and foreign graduate nurses in employment facilities, especially the hospitals. In addition, I have experienced disparities in health care and the outcomes as far as majority and racial or ethnic minority are concern and underserved individuals are well recorded. The health care quality and access for minority populations and those with low -income consistently do not keep pace with other groups. While

The Motion picture film, “Sentimental Women Need Not Apply”, highlighted that the first group of nursing students were all white women (1988). Black women were unwelcomed in some nursing schools hence nursing schools were establish for colored people only (Gary & Hott, 1988). One nurse shared that the lack of black doctors rendered black nurses as the sole healthcare providers in some communities. After years of speaking out against segregation, any capable human, regardless of race or gender can now become a nurse. In the 21st century both men and women of all cultures are welcome to becoming a nurse. Though nursing remains a female dominated profession, the gap between male and female nurses has narrowed. In 1970, three percent of nurses were males compared to ten percent in 2013 (Tanner,