Transcript CINHC Diversity Presentation

cinhc
California Institute for Nursing & Health Care
Optimizing the Health of Californians through Nursing
Excellence
“Focusing on the Need for Diversity in Nursing”
Presentation for PCAHCR
Pilar De La Cruz-Reyes, MSN, RN
Director of Diversity
Goal 2: Increasing Diversity of the
California Nursing Work Force
Intent of the project:
 Set diversity targets for 5, 10 and 15 years,
consistent with the population projections and
the shifting demographics of the aging RN
workforce
 Develop a strategically focused plan that
describes interventions to meet the targets
Increasing Interest in Diversity
 National interest in the need for a
diverse health care workforce is growing
 Institute of Medicine, Sullivan
Commission
 Health outcomes are improved when the
health care workforce reflects the ethnic
and cultural community that is being
served.
Building a More Diverse
Workforce
 The California Wellness Foundation
stated in 2005 “A healthcare workforce
that mirrors our state’s ethnic and racial
diversity is an important strategy for
improving the health of California”
 A nursing workforce that more closely
mirrors California’s racial and ethnic
makeup will bring greater access to and
improve the quality of health care.
Why More Ethnic Nurses?
 Nurses from underrepresented groups
are more likely to understand cultural
values that impact health behaviors and
therefore will improve the health care
system use and treatment compliance
 Diminishing the fear in a patient’s face
 Fear turns into a smile
Why is there a need for more
Ethnic nurses in California
 Minority populations are growing in the
state
 Minorities soon to become the majority
 Nursing workforce needs to be more
representative of the people served
 Data tells the story of the need
Hispanic Population of the
United States, July 1, 2008
 46.9 million; the estimated Hispanic population
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in the US as of 7/1/08;
3.2% increase in the Hispanic population
between 7/1/07 and 7/1/08;
132.8 million the projected Hispanic population
of the US by 7/1/2050;
2nd ranking of the size of the US; only Mexico
(110 million) had a larger Hispanic population
than the US.
Source: U.S. Census Bureau
Data
 Ethnic, Racial & Gender Composition of RNs in
California
07/08
2004
 White, not Hispanic
58.6%
63.9
 Black/African-American
4.1%
3.8
 Hispanic
7.5%
6.3
 Filipino
18.0%
16
 Asian Indian
1.4%
 Asian (not Filipino or Indian)
7.1%
4.9
 Native Hawaiian/Pacific Islander
0.1%
 Native American Indian
0.4%
2008 BRN report
California Minority Population
3 Different Regions
Region
Hispanic Black
Filipino
Asian
CV
47.7%
6.0%
3.0%
5.8%
LA
47.7%
9.4%
14%
13.2%
SD
26.7%
7.9%
6.1%
2.8%
Percent of Minority RNs per
Region
Reg # of
RNs
W
H
B
F
A
CV
25,939 61.8% 9.6%
1.9% 14.1% 7.9%
LA
94,277 46.7% 9.6%
5.4% 23.4% 11.8%
SD
26,201 65.5% 6.6%
2.5% 18.5% 2.8%
Setting 5 year Targets for
Minorities in Central Valley
 15% increase in number of Hispanic
RNs which translates into 75/year
 25% increase in Black/African-American
nurses which translates into 25/year
 No projected increase in Filipino or Asian
nurses as their numbers exceed the
population
Setting 5 Year Targets for
minority RNs in LA Region
 15% increase in Hispanic RNs which
translates to 272 /year
 9% increase in the number of
Black/African-American RNs which
translates to 92 /year
 No projected increase in Filipino RNs as
they exceed population & no projected
increase in Asian RNs as they are close
to the population
Setting 5 Year Targets for the
San Diego Region
 15% increase in Hispanic RNs which
translates into 52 / year
 20% increase in Black/African-American
RNs which translates into 26 /year
 No projected increase in Asian or Filipino
nurses
How Is This Accomplished
 Good news from the California Board of
Registered Nurses, 2007/2008 school
report.
 The number of minorities enrolling in
nursing program has increased and
continues to do so.
Data cont.
from 2007/2008 BRN report
 59.1% of students who enrolled in a pre-
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licensure nursing program for the first time are
ethnic minorities; (up from 50% in 2004)
18.1% of the students were male
58.1% of students who completed a prelicensure nursing program are ethnic minorities
17.8% of students who completed a prelicensure nursing program are male.
LVN to ADN programs had the greatest share of
ethnic minorities among students who
completed a nursing program
Keys to Success
 Decrease attrition of minority students
 Help them graduate
 Provide support
 Educate families
 Celebrate accomplishments
 Provide Mentors
Factors Impacting Student Attrition
 Academic failure and personal reasons
were reported as the factors with the
greatest impact on student attrition
 Almost 57% of nursing schools reported
academic failure as the factor with the
greatest impact on student attrition
 23% of schools reported personal
reasons as the factor with the greatest
impact on student attrition
Student Retention
Methods to increase student retention
 Mentoring, remediation, tutoring
 Personal counseling
 New admission policies instituted
 Increased financial aid
 Curriculum revisions
 ATI testing
 Increased child care
How Can Nurses Help?
 Encourage Ethnic Nursing Organizations to
“adopt” a nursing school
 Serve a mentors to minority nursing students at
“adopted” school (s)
 Become RN Ambassadors of the Coalition for
Nursing Careers in California
 Become familiar with cncc.org and
choosenursing.com
HRSA Grant Proposal
 “Adopt a Nursing School” Project
 Statewide mentorship network
 Identify a school
 Nursing School Director gets names of
minority mentors and provides
information to the minority nursing
students
 Mentors and students link up as needed
Coalation for Nursing Careers
in California (CNCC)
 Works to encourage students,
particularly underrepresented minority
students to seek a career in nursing;
 Attend school career days and offer
information about nursing
 Share their own stories of how they
became a nurse with interested students
 cncc.org and choosenursing.com
What About Faculty
 Need more minority faculty
 Minority students need to see more role
models
 Needed at all nursing programs
 Minority faculty can stress the
importance of cultural sensitivity in
patient care
Faculty Numbers
 3,437 faculty; 91.4% female; 8.6% male
Ethnicity
Black/African American
Asian
Filipino
Hispanic/Latino
Native American
White
Other
BRN data, 2007/2008
9.0%
5.5%
5.5%
6.8%
0.6%
70.4%
2.2%
Barriers to Recruiting Faculty
 Non-competitive salaries
 Insufficient number of faculty applicants
with required credentials
 Overall shortage of RNs
 Private, state university of community
college laws, rules or policies
 BRN rules and regulations
 7% of schools reported no barriers to
recruiting faculty
How Can Nurse Recruiters
Help?
 Encourage minority nurses to serve as
part-time faculty;
 Encourage minority nurses to get their
Masters or doctorate
 Push for joint appointments
 Encourage minority nurses who are
looking for something different or
planning to retire to think about
becoming faculty.
Future Goals
 HRSA grant proposal
“Hands Touching Hands”
 Letter of support will be needed from the
various organizations
 Identify potential sources of funding to
support diversity efforts
 Encourage the inclusion of more Cultural
Sensitivity programs in healthcare
So Now What???
 What do we need to do?
 What ideas can be generated?
 Who do we need to get on board?
 How do we make a difference?
Statewide Mentorship Network
 Need to link all the ethnic nursing
organizations in the state
 Black Nurses Association, National
Hispanic Nurses Association, Philippine
Nurses Association, Asian Nurses
Association, American-Indian Nurses
 NCEMNA; National Coalition of Ethnic
Minority Nurse Association
Ethnic Nursing Organization
Website
 How do we link all of the ethnic nursing
organizations into one website?
 What is the mechanism to do this?
 What resources will we need?
 Is NCEIMA the avenue?
 How can we make it happen?
 How do we “advertise it” once
completed?
Involvement of Families
 Important role that family plays in
minority households;
 Helping family understand the rigorous
nursing program;
 Orientation programs for family members
at the start of a nursing program
 Providing family members with
information, literature, websites, etc.
Recruitment of More Men into
Nursing
 How do we encourage more young men
to seek a career in nursing?
 How do we deal with the “stereotyping”
of nursing being a female occupation?
 How do we educate minority parents of
the value of nursing as a career for
men?
 Men in Nursing video
Men in Nursing Video
 Focuses on male RNs and why they
chose to go into nursing
 Video includes minorities
 Provides a personal perspective
 Good for middle and high school
students
 Represents male nurses from various
areas of California
DVD Development
 Having minority RNS tell their “story” of
how they overcame obstacles to become
a nurse
 Tips on how to make it through the
nursing program
 Support needed
 Family involvement
 Use of mentors and tutors
DVD on “Beating the Odds”
 Promoting this idea to RNs;
 Involving minority nurses of each ethnic
group (including men);
 Identify funding opportunities for DVD;
 Arrange for videotaping;
 Promote the DVD to schools;
 Inclusion of family members in video
Reaching Success
 If we want more underrepresented
minorities in the workforce, we are going
to have to recruit more URM students
into nursing and help mentor/tutor them
so they complete the nursing program
and graduate
 We will need everyone’s help in order to
accomplish this.
 We need YOUR help!!
Summary
 Questions/Ideas
THANK YOU!!!