Diversity and Inclusion in the Workplace (Healthcare

V o l u m e 1 3 │I s s u e 2 │S u m m e r 2 0 2 2

Diversity and Inclusion in the Workplace (Healthcare)

Pam Lindsey, MSN, RN—Magnet Program Director & Monica Coles, DNP, APRN, MEDSURG-BC, ACNS-BC, CDP - Gerontology Clinical Nurse Specialist

(This is part 1 of a 3 part series)

Diversity and inclusion represent two different concepts that together will create a synergetic workplace for all. Diversity focuses on the demographics of the workforce that is two-fold. It includes those that are primary, e.g., gender, race/ethnicity, age, sexual orientation, and mental and physical abilities as well as those that are secondary, e.g., work background, education, communication style, socioeconomic status, marital status, native born and non-native born, military experience, religious beliefs, thinking/learning styles, geographic location, parental status, and smoker/non-smoker status. It is very important that the healthcare workforce represents the diversity of the community it serves.

Inclusion represents how well an organization establishes a culture that demonstrates respect for every member of the workforce. This promotes a welcoming atmosphere, motivates employees to perform at their highest level and fosters an inclusive work environment that empowers people to be their authentic selves.

A well-designed diversity and inclusion policy can enhance a company’s image and culture, attract a broader talent pool, enable better business performance across the board, assist with ensuring impartial decisions at the recruitment stage but also foster a healthier workplace where employees feel heard and supported. The goal is to ensure fairness and equity for all employees, regardless of primary or secondary characteristics; however, diversity and inclusion is an ongoing process rather than a destination. Bias, unconscious or otherwise, should not exist and should not drive decision making.

Think of “Diversity” like selecting voices for a choir, there are differing musical backgrounds, vocal ranges, tones, and abilities. “Inclusion” means acknowledging that those different voices and tones are components that make up a whole and should be heard and valued for their contribution to the performance.

There are many benefits to having a diverse and inclusive environment in the workplace. A diverse and inclusive workplace comprised of people from many different backgrounds tends to have a broader idea pool and variety of perspectives. Problems can be framed in different ways that lead to creative solutions across every department of the organization. A diverse workforce provides a fresh point of view.

How diverse is your workplace? This question is being asked of all major companies and organizations, including healthcare organizations. ANCC and the Magnet program require all designated organizations to compare the diversity of the RN workforce to the diversity of the communities served. They are also increasing the requirements to reflect the position statement from the American Nurses Association, 2022.

The American Nurses Association (ANA) recognizes progress in most national efforts to eliminate discrimination associated with race, gender, and socioeconomic status through improving access to and attainment of health care, and quality of health care. However, concerted efforts must continue for discrimination to be eliminated in all its forms. ANA recognizes impartiality begins at the level of the individual nurse and should occur within every health care organization. All nurses must recognize the potential impact of unconscious bias and practices contributing to discrimination,

ARTICLES/NOTIFICATIONS

1 Diversity and Inclusion in the Workplace (Healthcare)

Pam Lindsey, MSN, RN; Monica Coles, DNP, APRN, MEDSURG-BC, ACNS-BC, CDP

4 Improving Work Environment and Retention in a Progressive Care Unit (Part 2)

Suzanne Beels, MSN, RN, AGCNS-BC, CCRN; Susan Blankenship, MS, BSN, RN, PCCN

6 Electrostatic Discharge (ESD): Is it on our radar?

Chris Fish-Huson, PhD, RN, CNE

RECOGNITION/EVENTS

8 Nurse Externship Students SOAR to Graduation 10 Recognitions 15 Conference Corner 16 Virtual Healthcare Hot Topics Journal Club 17 Citations and Additional Recognition 18 See Where Our Nurses Have Presented Their Work 19 Nursing Research Classes 20 External Conference Information

Carilion Nursing Research Editorial Board: Chris Fish-Huson, PhD, RN, CNE - Editor-in-Chief

Reviewers

Nancy Altice, DNP, RN, CCNS, ACNS-BC Desiree Beasley, MSN, RN, CCNS, CCRN-K Ann Beheler, ADN, RN Sarah Browning, DNP, RN-BC Charles Bullins, DNP, RN, AGACNP-BC Sarah Dooley, MPH, BSN, RN Cindy W. Hodges, BSHS, RNC, FCN James Ingrassia, MSN, RN Pam Lindsey, MSN, RN Margaret Perry, MSN, RN-BC Laura Reiter, DNP, RN, CCRN, CNRN Cindy Ward, DNP, RN-BC, CMSRN, ACNS-BC

(Continued from page 1)

and actively seek opportunities to promote inclusion of all people in the provision of quality health care while eradicating disparities. ANA supports policy initiatives directed toward abolishing all forms of discrimination.

What can an organization do to increase the diversity and inclusion of its workforce?

• Recruitment is the biggest driver of diversity in the workplace. It begins with the how and where advertisement of positions and vacancies are posted but is not the sole responsibility of Human

Resources. • Education is a key part of fostering a sense of inclusion in any organization, and inclusive bias is a topic that must be taught. • The organization must publish its diversity goals and ensure that all employees are updated on the progress. • Challenges that prevent leaders at the executive level from promoting diversity need to be overcome if true sustainable diversity is the goal. Leaders, starting with the C-Suite, need to take a holistic approach to their diversity and inclusivity initiatives and be educated about diversity in hiring and promotions within the organization. • Hiring “for fit” is anti-diversity and should be eliminated from the language used in hiring or promotion. • Hiring from only the experience listed on a resume leads to a non-inclusive workplace and leaves the organization lacking a new and extended vision.

As nurses providing care for communities, the ANA sums it up in their anti-discrimination statement. It takes every nurse everywhere to eliminate discrimination and promote diversity and inclusion.

Discrimination continues to affect the health of populations. Discriminatory practices that are either intentional or unintentional must be addressed by individual nurses and the profession. Given the impact of unintentional discrimination based upon attitudes and stereotyping, all nurses must examine their biases and prejudices for indications of discriminatory actions. Health disparities continue to exist and are influenced by health policies, individual discriminatory actions, marginalization, and perceived discrimination by the affected population. The nursing profession is responsible for promoting an environment of inclusiveness where all receive safe, quality care, and caregivers are intolerant of any discriminatory practice. ANA, (2022).

We do not work in a confined space or insular environment; each entity is a part of a common goal.

Reference

ANA Position Statement: The Nurse’s Role in Addressing Discrimination: Protecting and Promoting Inclusive Strategies in Practice Settings, Policy, and Advocacy. Online J Issues Nurs. 2019;24(3). doi:10.3912/ OJIN.Vol24No03PoSCol01