2.28.14 Diversity Discussion Breakout Questions Compilations of Responses 1. What current diversity efforts do you see working well? (outreach, recruitment, mentoring, organizational efforts, etc.) Mentoring veteran nurse to a new nurse Skits and case scenarios Outreach early expose students early Recruit staff to accommodate a diverse staff/patients Break down obstacles involving licensure Establish staff-driven committees to solve diversity issues in the workplace Identify a director of diversity [outreach to] youth identified with interest in health careers Target underserved minorities and disadvantaged whites Influence schools to adapt curriculum to send students back to underserved areas Pre-immersion programs Students meeting with high school students and students mentoring incoming students Shadowing experiences Students mentoring incoming freshmen 5-hour minimum contact with students affects high school graduation rate 20-hour minimum contact with students affects college progression Diversity panels school of nursing built in mentoring program Career connection underrepresented students are supported by mentoring and stipend Peer-to-peer mentoring Get back to the high school counselors to work with them Recruit at churches Expand on benefits to the student Mentoring Suggestion: Mentoring by diverse groups in multiple walks of life Being a preceptor Cultural coaching Language classes Welcoming environment Translators remember that some countries have many dialects Tutors Men in Nursing group at university. Also looking to start chapter of American Association of Men in Nursing. Both are open to whole community (students, nurses, pre-nursing, etc.) Successful lectures on relevant topics such as communication differences between genders, liability for male nurses [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org
Working on LGBTQ issues ally group on campus, doing education, training, and sensitivity skills. Would like to make an LGBT center a clinical site. Suggest learning from the coasts on LGBTQ issues Support someone supporting & encouraging you (e.g., cheerleader) Suggestion: Have high school mentoring program at IPS High school programs where students who have good grades and who may be the first in their families to go to college and/or are in a low-income situation are enrolled and have tutors and other support. Part of the program was to visit different colleges and those college students talked to the high school students. I was in the program and now I go back to the high schools and talk with students [role model] 2. What efforts are not working well? Mentoring piece in programs that recruit by targeting underrepresented minorities and disadvantaged whites Many programs and funding mentoring Can t get students to show up find out what motivates them Find out how to help them academically to prepare them Including family as a unit the student s support system Recruitment of minority students, underrepresented students Attracting minorities and underrepresented population Including the family as a unit Everything is trial/error If someone is negative about your career choice then you feel negative/discouraged. Be more realistic with students that college is completely different to address drop out risk. (Suggestions: challenge them with harder classes in high school. Have a mentor while in college.) I don t see measures to increase diversity Told university was diverse before starting but it doesn t seem very diverse 3. What are the barriers to promoting diversity and inclusion? Not necessarily barriers but reality family responsibilities and work take students away from the resources to be successful Need to support students with time/money /human resources (e.g., child care), structured environment Potential nurses need to know how to deal with conflict and politics Supervisors need training on conflict management to help when nurses come to them with a problem Systems may work against inclusion (e.g., health disparity in research) Technology skills MS office, internet training Consider religion/spirituality (e.g., balancing need to study with church/other responsibilities) [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org
Need training on effective mentoring Trust, integrity, and good listening skills are very important to increase minority representation build trust with employer, supervisor, nursing instructor Make sure to educate people about culture Make sure to have preceptor, mentor, prepare staff re: the culture/customs of staff who are coming from outside the US Educate individuals who are relocating from outside the US about the US Stigma misrepresentation about nursing (RWJ blog) e.g., men as comic relief For LGBTQ, focus on the whole person not just the sexual piece. Also how to target diversity efforts. Questioning for example, why is society ok to have male OB doctors but not male OB nurses some units historically attract men (ER, ICU)... are we (society) determining what is /is not a good fit Confidence people might want to work with someone who is like them Negative feedback individuals say dumb things about your career choice and question why you are pursuing it. Not enough support is the number one thing. [As a student], I don t have anyone to look at that is in the higher level class to me. It s almost like I am alone out there. Funding (2) Fear of being offensive Myths about nursing Unable to relate Ignorance Understanding the importance/value of diversity getting it across State requirements Access to students to recruit for programs Not knowing how to meet the needs of the students Students are busy and working and cannot get to programs Lack of supplemental instruction Activities not seen as valuable as activities with their friends GPA requirements State requirements and licensure Difference between race and ethnicity [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org
4. Who influences the career seeker and why? Nurses working in the field Positive role models (cheerleader) Media Parents are first role model(2) Parents are first role models we see and encounter and where stigmas are developed Teachers involved with students during the formative years Teachers for initial guidance Stem programs People go to school for different reasons often financial/steady job; family member is in medical/nursing Make sure to know who the influencer is, the nurturer may be a grandparent, uncle, etc. If parents are less involved, targeting a parent/teacher conference may not be effective. Think extended family where there is a significant, nurturing relationship (uncle to nephew) Family Students may be impacted by whether they are in STEM program, received appropriate foundational courses, etc. They may go to schools that will accept them even if those schools don t have nursing programs and do not offer the major of their dreams Think it is family; a lot of our male students have a family member who is a nurse; I don t think media or friends are encouraging... I hear a lot from students that they had a personal experience with health care (e.g., student whose wife had an overwhelming infection and he decided to go to nursing school). J&J Be a Nurse campaign is helpful Family Friends at work who had careers and encouraged me. Now I will encourage my son If someone in the family doesn t have a career it could be others who influence. Media more than anything has a huge impact. People don t go into nursing because of not seeing diversity representation in the community Social media is the number one thing maybe use ads throughout social media such as Facebook, Instagram, Twitter. 5. This is an exciting and large initiative. What ideas do you have to make it manageable/actionable? Who is committed? What is the common ground? What do we want to tackle (2 or 3 specific items) One voice all med schools, nursing schools, corporations, media Don t skip foundational steps Dissect the data before taking steps Strategic plan [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org
We need to focus more on our strategic plan (our end goal) There needs to be a collaborative effort from all involved Increase awareness Empowerment to bring in 1 student at a time Not sure; it seems to me that doing small bits small task force- the more people you get involved, the less overwhelming. Committees Focus on students who have an interest; get started with even younger (pre-college students) also 6. What is missing? Have we asked questions about all other factors like institutional barriers? Have we asked the affected individuals, the communities (church, school systems, etc.)? Make sure to have the right people at the table Why can t we attract more diverse nursing faculty? What are people doing if they are not going to faculty positions? Ask current faculty why they became faculty Language barriers overcoming them Motivators or incentives Voice of the student A look across at how other organizations increased diversity Pre-immersion programs at universities 7. What other questions should we be asking? What happens next? Where do we go from here? How do we get across the value or importance of diversity? How do we look holistically at the applicant (recruitment) Are we engaging the correct people? Do we have the right people on the diversity committees? LPNs progressing to be RNs lack of programs struggle with this Have we asked questions about all other factors like institutional barriers Have we asked the affected individuals, the communities (church, school systems, etc.)? Make sure to have the right people at the table Why can t we attract more diverse nursing faculty? What are people doing if they are not going to faculty positions? Ask current faculty why they became faculty 8. Are there other individuals/organizations you would recommend getting involved? Filipino nurses organizations Other minority nurses organization Legislators and city county council [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org
The ICN could have an arm like the NM Institute for Diversity, Empowerment and Health Equity Look to other states, geographic areas for best practices Assembly of Men in Nursing Other national nursing organization and student nursing organizations High school guidance counselors; what are they telling students? What are their impressions of nursing? National sorority for minority nursing students*name of sorority not provided Schools of nursing, faculty and deans Medicine and nursing combining to make a difference JAG programs Staff nurses and CNAs (2) Nursing sororities (2) Case managers (2) Alumni associations (2) Church groups Guidance counselors College advisors Hospitals leadership and nursing to discuss issues and differences Sim labs Someone from media Health industry forum Legislators Patients K-12 educators(2) College students Wrap-up Question: What would the structure of an effective diversity & inclusion working group look like? Collaborative group Funding Anti-bullying should be part of the equation Represents every aspect from nurses at the bedside to the administrator IPS representative Various manageable working groups. One representative of the college students, for instance. Hard to get everyone together at one time Good to have the face to face contact. Share delegation to the group in light of schedules Skype or teleconference and wi-fi connections [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org
Acknowledged difficulty to get people to become/stay involved because of work/life issues how to address? Phone conferences (free call in line)/virtual piece is important sharing info via email. During meetings everyone should have their laptops and wi-fi For every city/area, you could meet in person. Get everyone together once per year. Email works group Subgroups [Type text] 9302 N. Meridian Street, Suite 365 Indianapolis, IN 46260 P: 317.574.1325 F: 317.573.0875 www.ic4n.org