Abstract
An ethical problem persists in the healthcare delivery system, which is directly related to the diversity of nursing bodies. Current leaders in this industry must adapt to the influx of immigrants as well as globalization, if healthcare is to maintain solvency and improve in overall quality. A model is presented within the body of this paper where the University of Maryland has identified strategic methods for improving diversity. In addition, empirical evidence and rationale is presented.
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"Ethics of Leadership in Nursing: Promoting Occupational Diversity".
Introduction ‘ Crossing Racial Barriers
The Nurse’s actual role in healthcare delivery may at times contrast with the typical thoughts of laypersons. Most individuals will assume that the nurse is simply a point of contact or ‘buffer’ between the patient and the doctor (Bednarz et. al, 2010). However, nurses assume a role that quantifiably impacts the quality of care for the patient. In addition, since the nurse is in-fact the typical primary point of contact for the patient, any views, which downplay the absolute significance of the nurse, are in fact inconsistent with reality (Gurney et.al, 2006). As a case study, the nurse’s role will be assessed from the angle of diversifying the occupational landscape for effectively delivering patient care and therapies. The problematic issue that a nurse leader must embrace includes a responsibility of ensuring that the patient population is adequately represented, by nursing staff. The subsequent correlation between the patient and the primary care nurse will enhance the quality of care that is delivered because the patient is more likely to develop a coveted ‘trust-based’ relationship to their ethnic counterpart. However, although diversification in the workplace is promoted in all fields of work the significance of diversification far outweighs that of many other fields. The patient cannot be expected to connect and trust an individual whom he/she is not comfortable associating with. The ethical consideration is therefore weather the Nurse leader must handpick and/or even remove patients that are in tolerable of other ethnicities. Although racial problems persist, effective leaders are currently rising amongst the ranks of great nurse practitioners and are coping very well to lead their organization.
Pertinent Strategies ‘ Outreach Campaign
A study conducted between 2000-2003 substantiated the observation that most nursing bodies did not adequately represent the patient population. In order to remedy this inconsistency, targeted funding was dispersed to various recruitment strategies. The current composition of Baccalaureate nursing students consists almost exclusively of women. Furthermore, out of the 91% of the nursing population of students that are women, approximately 51% represent minority groups (Gurney et.al, 2006). While the minority groups are appropriately represented the deficiency in males should be addressed. The educational pipeline has been identified as the most effective route to increase diversity for attracting males. Stereotypical barriers also contribute most to the fact that men simply will not peruse a career in nursing. This is compounded by economic barriers, lack of direction and a general misunderstanding of what a nurse actually does and can do. Mentorship programs may function to increase the overall diversity by promoting male and minority importance in nursing. In addition, the even lower amount of male nurses leadership positions presents substantial challenges towards developing mentorship and leadership programs. Qualitative and quantitative research indicates that a combination method may be used to recruit and train male and minority nurses (Nalley, 2013). Current minority and male leaders must have a strategic role in these programs.
Empirical Evidence
Nursing care that is both cost-effective and high in quality requires cultural diversity. An independent qualitative literature review of questionnaires from 194 registered nurses indicates that nurses with higher educational levels are more open to build trusting relationships. It is at this point that a solution to the male/minority leadership issue presents itself. Incentivizing the importance of a graduate-level nursing program may function to attract more individuals from these rare populations. Males will be attracted to the advanced degree and the promise of leadership positions (Nalley, 2013). Empirical proof that building an effective outreach program can attract more males is observed within the University of Maryland. A mere contribution of $1.2 million elicited a 37% increase in applications from males and minorities. Further empirical evidence also indicates that the undergraduate system is evolving as; 73% of students are ‘non-traditional’ (Bednarz et.al, 2010). Nursing educational programs lag far behind this number.
Importance to Nursing
Perhaps it is easy to assume that the only stakeholders that will benefit from a diverse workforce are the patients, however, this is not the case. As immigration rates increase and globalization barrels forward organizations will benefit financially from a diverse workforce. The public relations associated with a diverse workforce may increase the influx of patients into the respective institution. This attribute, in parallel with a high quality of care will also bring in well needed funding, to that particular organization (Davidson et.al, 1997). The capacity for delivering personalized care is increased when the individuals of a group can relate to the patient and therefore extract necessary information, pertinent to their specialized care plan.
Conclusion
Traditionally, the majority of nursing professionals have been women of the Caucasian race. As globalization merges healthcare between different nations and immigration accelerates the rate of change in the composition of the U.S. patient population the nursing body must evolve. Great leaders such as those within the University of Maryland have identified and implemented effective methods for attracting the necessary talent. In turn, the overall diversity of any organizations nursing body must represent the population or the organization will not thrive in quality of care and business. In addition, the American educational system should be re-vamped in order to thrive with the times. The current model for educating nurses does not consider ethical diversification in the occupational workplace in the same manner as depicted by the University of Maryland. As healthcare costs continue to skyrocket, the incentive for enhancing this system are clear. Improve or face crippling insolvency. Leader must choose weather or not it is beneficial to spend a few million dollars now and fix the system or to allow unnecessary spending to occur because care is flawed from the point of inception.
- Bednarz,’H., Schim,’S., & Doorenbos,’A. (2010). Cultural Diversity in Nursing Education: Perils, Pitfalls, and Pearls.’Journal of Nursing Education. doi:10.3928/01484834-20100115-02
- Davidson,’H., Folcarelli,’P.’H., Crawford,’S.’L., Duprat,’L.’J., & Clifford,’J.’C. (1997). The effects of health care reforms on job satisfaction and voluntary turnover among hospital-based nurses.
- Gurney,’C., & Otto,’L.’A. (2006). Ethnic diversity in the nurse workforce: a literature review.’NY State Nurses Association,’37(2), 16-21.
- Nalley,’C. (2013, April 2). Promoting Diversity – As patient populations become more diverse, optimal care depends on an equally varied workforce.’Occupational Therapy Practitioners.
