Diversity – Dr. Barbara Nichols

The Diversity Model in Wisconsin

• SiP Grant – 3 learning collaboratives – Leadership, Educational Advancement, & Diversity

• Goal: Infuse diversity into work of each collaborative

USA – Changing Demographics

Diversity needs to be viewed through changing demographics of race, ethnicity, religion, and age.

USA – Changing Demographics

Five states have “minority” majorities:

CaliforniaHawaii

New MexicoTexasFlorida

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Hawaii

Five states have non-white populations around 40%

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GeorgiaMaryland

MississippiNew YorkArizona

2050 90% of U.S. population are AsiansPeople of color are a majority in 48 of the nation’s largest citiesHispanics are the largest ethnic minorityIslam is the fastest growing religion.The U.S. is the largest recipient of international migrants globally

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The US is becoming more:

• Multi-Ethnic

• Multi-Racial

• Multi-Linguistic

• Multi-Religious

• Multi-Cultural7

This means Diversity in age, race, and religion challenges response to health care delivery, practices, & outcomes.

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This MeansThat

COLORMatters

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PREJ-U-DICE

Judgment or preconceived idea before the facts

are known; usually unfavorable; marked by

fear, intolerance, or hatred

Webster, New World Dictionary

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Stereotype + Categorization = Prejudice

Prejudice + Social Context = Discrimination

Gordon Allport, The Nature of Prejudice

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Taking the LEAD for Nursing in Wisconsin: Diversity Focus

• Wisconsin population 88% white (6.5% AA, 1.1% NA, 2.5% Asian, 6.2% Hispanic)

• 93.5% WI RNs white; 6.4% WI RNs are from racial/ethnic minorities

• 93.1% WI RNs female; males 6.9%• 2011 WCN Education Survey - student enrollment

mirrors general population for first time• Unique populations - Native American tribes, Hmong• Regional differences, rural vs. urban

Emphasis on ‘Inclusive Excellence’ in all settings13

Collect, analyze, integrate & utilize data to develop evidence-based strategies

Build partnerships across multiple & diverse stakeholder groups

Promote, target & sustain diversity efforts across educational & practice settings

Create direct outreach approaches that engage diversity groups & stakeholders

Taking the LEAD for Nursing in Wisconsin: Diversity Focus

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Enhancing Diversity in Nursing Workforce Report

Make diversity an organizational priority Provide support mechanisms for under-represented

populations in both academic & practice settings Train staff & students to ensure higher levels of

cultural competency Develop a standardized system for tracking diversity

data in nursing programs & health systems Join forces for a statewide initiative for scholarships

for under-represented populations

Diversity Resources

• Diversity conference

• Meetings with minority nursing organizations

• New Men in Nursing chapters

• Development of the Wisconsin Diversity Assessment tool

• Diversity Talking Points Fact Sheet

• Infographic

Diversity Resources

• Diversity Power Point presentation

• Stellar Students and Professional Profileshttp://www.wisconsincenterfornursing.org/student_spotlight.html

• Toolkit for recruitment & retention of minority students

The Moral Imperative

Diversity in the WorkforceEnhances communicationPromotes patient satisfactionImproves access to careAssists in addressing disparitiesProvides diverse perspectives to solve complex problems

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