Examine how nurses in Florida and other nursing organizations might improve policies that impact diversity in nursing? Review the American Association of Colleges of Nursing’s Position Statement on Diversity and Inclusion (March 2017) and compare it to the August 13, 2019 White Paper by the American Academy of Nursing. Please state, what you see is missing from each report and what discussion points do you support. Please provide a rationale for each. Follow APA guidelines
Title: Improving Policies Impacting Diversity in Nursing: A Comparative Analysis
Introduction:
Promoting diversity within the nursing profession is crucial for ensuring equitable healthcare delivery and meeting the needs of an increasingly diverse patient population. This paper aims to analyze the American Association of Colleges of Nursing’s (AACN) Position Statement on Diversity and Inclusion (March 2017) and compare it to the American Academy of Nursing’s (AAN) White Paper dated August 13, 2019. By identifying gaps and discussing key points, this analysis seeks to determine how nurses in Florida and other nursing organizations can enhance policies affecting diversity in nursing.
Gaps in the AACN Position Statement on Diversity and Inclusion (March 2017):
While the AACN Position Statement on Diversity and Inclusion is a comprehensive document, there are a few areas where it could be further strengthened.
Firstly, the statement would benefit from a more explicit emphasis on cultural competence training. Culturally competent care ensures that nurses have the knowledge, skills, and attitudes necessary to deliver appropriate and responsive care to diverse patient populations. By enhancing cultural competence, nurses can foster improved patient outcomes and reduce health disparities that disproportionately impact marginalized communities. Incorporating specific recommendations for cultural competence training, such as targeted curricular content and ongoing professional development opportunities, would fortify the AACN’s commitment to diversity in nursing.
Secondly, the role of mentorship and support systems could be highlighted in the statement. Mentoring programs can enhance diversity in nursing by providing guidance, support, and opportunities for career advancement to underrepresented individuals. By incorporating mentorship initiatives into policies, nursing organizations can help address the barriers faced by minority nurses, such as limited access to networking opportunities and biases in the workplace. This would contribute to the development of a diverse nursing workforce that reflects the communities it serves.
Thirdly, the statement could expand its discussion on recruitment and retention strategies for minority nursing students. While the AACN acknowledges the need to attract and retain diverse students, offering concrete strategies and evidence-based practices would strengthen its impact. This could include scholarships and financial aid specifically targeted toward underrepresented groups, campus-wide diversity initiatives, and collaborations with nursing organizations to provide mentorship and internship opportunities. By implementing effective recruitment and retention strategies, nursing programs can support the development of a diverse pipeline of future nurses.
Discussion Points Supported in the AACN Position Statement on Diversity and Inclusion (March 2017):
Several discussion points within the AACN Position Statement on Diversity and Inclusion align with current best practices and research.
Firstly, the statement advocates for the integration of diversity and inclusion within the nursing curriculum. By incorporating diversity-related content throughout nursing education, students can develop an understanding of the social, cultural, and economic factors that impact health outcomes. This promotes cultural sensitivity and prepares nursing graduates to provide care that is respectful, equitable, and inclusive.
Secondly, the statement underscores the importance of fostering a culture of inclusion within nursing programs and healthcare institutions. This includes creating an environment that celebrates diversity, respects individual differences, and addresses discriminatory practices. By establishing inclusive policies and practices, nursing organizations can attract, support, and retain a diverse nursing workforce.
Finally, the statement highlights the need for research and data collection regarding diversity in nursing. This supports evidence-based policymaking and highlights areas where targeted interventions are needed. By encouraging further research on diversity-related topics, the AACN contributes to the ongoing development of effective strategies to address disparities, enhance cultural competence, and promote diversity within the nursing profession.
Gaps in the American Academy of Nursing’s White Paper (August 13, 2019):
The American Academy of Nursing’s White Paper on diversity in nursing provides valuable insights, but there are a few areas where it can be further enhanced.
Firstly, the white paper does not explicitly address the importance of leadership diversity within nursing. While it acknowledges the need for a diverse nursing workforce, highlighting the significance of diverse leadership would reinforce the message and promote full representation across all levels of the profession. Leadership diversity brings varied perspectives, experiences, and problem-solving approaches, which can positively impact decision-making processes and foster an inclusive organizational culture.
Secondly, the white paper lacks discussion on the role of community engagement in promoting diversity in nursing. Engaging with diverse communities allows nursing organizations to gain insights into the unique healthcare needs and challenges faced by different populations. By actively involving community members in policy development, curriculum design, and program evaluation, nursing organizations can ensure that their initiatives are responsive and culturally appropriate.
Lastly, the white paper could benefit from a stronger focus on intersectionality. Intersectionality recognizes that individuals can experience multiple forms of marginalization and emphasizes the importance of addressing the complex interactions between race, gender, socioeconomic status, and other identity factors. Incorporating intersectionality into diversity policies and initiatives can help nursing organizations better address the unique experiences and needs of individuals who face multiple layers of discrimination and marginalization.
Discussion Points Supported in the American Academy of Nursing’s White Paper (August 13, 2019):
Despite the aforementioned gaps, the AAN White Paper presents several important discussion points that support the aim of improving diversity in nursing.
Firstly, the white paper emphasizes the need for collaborative partnerships to enhance diversity in nursing. It acknowledges the importance of engaging diverse stakeholders, including community organizations, nursing associations, and educational institutions, in defining, implementing, and evaluating diversity-related initiatives. Collaboration ensures a comprehensive approach to diversity in nursing and promotes collective ownership and accountability.
Secondly, the white paper underscores the significance of addressing implicit bias and racism within nursing. It emphasizes the need for ongoing training and education to raise awareness about bias and its effects on healthcare delivery. By addressing implicit biases, nursing organizations can create a more inclusive and equitable environment that respects the rights and dignity of all patients.
In conclusion, both the AACN Position Statement on Diversity and Inclusion and the AAN White Paper provide valuable insights into improving policies impacting diversity in nursing. By examining their respective content, it becomes evident that key areas of focus include enhancing cultural competence, fostering mentorship and support systems, implementing effective recruitment and retention strategies, integrating diversity into the curriculum, fostering inclusive organizational culture, promoting research and data collection, emphasizing diverse leadership, engaging with communities, and addressing intersectionality. By addressing the gaps identified and supporting the discussed points, nurses in Florida and other nursing organizations can contribute to shaping policies that promote diversity and inclusion within the nursing profession.