Challenges Faced by Newly Hired Diverse Nurses

The results of this needs assessment demonstrate that while it would appear at face value diverse nurses feel inclusion, there is an undercurrent of discontent or dissatisfaction, with diverse nurses reporting an unmet need for mentoring and leadership support. Needs assessments completed by electronic means are cost effective, replicable, and offer value to the organization. While further study is certainly needed, the findings from this needs assessment do make a beneficial contribution to the literature about the challenges faced by newly hired diverse nurses. Findings provide valuable evidence to make recommendations, which include: Creating a culturally inclusive program for both leadership and staff members, Development of a formal mentoring program for diverse nurses, Perform assessment annually. Future work might include: Expanding assessment to achieve a larger sample, Evaluate differences of how inclusion is viewed between Bachelor's prepared and Associate RN's, Evaluating the effect of diverse nursing leaders on newly hired nurses perceptions of inclusion.

Challenges Faced by Newly Hired Diverse Nurses Luanna Schmelter, MSN, MBA, RN, NEA-BC, DNP Student Teresa Garrett, DNP, RN, PHNA-BC, Anita Pascoe, PhD, Brenda Voisard, PhD Key Findings: The results of this needs assessment demonstrate that while it would appear at face value diverse nurses feel inclusion, there is an undercurrent of discontent or dissatisfaction, with diverse nurses reporting an unmet need for mentoring and leadership support. Needs assessments completed by electronic means are cost effective, replicable, and offer value to the organization. While further study is certainly needed, the findings from this needs assessment do make a beneficial contribution to the literature about the challenges faced by newly hired diverse nurses. Background • Nursing does not appear to have an inclusive environment conducive to cultural/racial/ethnic diversity in the workforce • National populations: • Hispanics 15.4%, but only 3.6% of nursing • African Americans 12.2%, but only 5.4% of nursing • Utah population: • 18% diverse, Utah nursing, 6% diverse • There is a direct correlation between a diverse nursing workforce and decreased health disparities in diverse populations • Attrition rates for diverse nurses remain higher than for non-diverse nurses Results Modified Understanding and Awareness of Diversity and Inclusion Questionnaire DIVERSE Nurses Responses in Percentages 1. I received the information I needed to work well with others during employee orientation or onboarding 2. My contributions and achievements on my unit are recognized 3. Coworkers typically listen respectfully to my views about work-related matters 4. I am encouraged to suggest alternative ways to solve problems 5. I feel my supervisor or coworkers made assumptions about me that limited my opportunities for professional development 6. I have felt uncomfortable or out of place at work because of my Neutral Disagree 30 50 10 10 20 50 10 20 20 70 10 - 30 30 40 - 10 10 Language Ethnicity Culture 10 10 Strongly Agree 10 10. Were you oriented by a non-White/non-Caucasian nurse? 11. Do you feel you would have adjusted better into the unit and had a better orientation experience if you had been mentored/precepted by a culturally diverse nurse? 12. Do you feel you've been accepted into the social group on the unit? 13. I feel respected by my peers 14. I feel I can become a role model 20 17.Education Agree Neutral 20 20 - 10 20 Yes No 30 40 I Don't Know 30 10 40 20 70 80 70 10 10 20 10 30 10 20-24yrs Cultural Environment 20 25-40 yrs 0 80 ADN Diploma 30 40 Religion Other 20 20 Strongly Disagree Disagree 30 - Strongly Disagree - 40 - 60 Different Experience 16. Age • A literature search led to the decision to use a modified Understanding and Awareness of Diversity and Inclusion Questionnaire • The questionnaire was administered at a large metropolitan hospital to all RN's hired between 09/01/2017 & 09/01/2018. Total surveyed: N=227. Response rate: 20% (n=48), with 19% of respondents identifying as diverse. • Descriptive statistics used to evaluate diverse nurses responses, with trends from qualitative questions identified Agree Race 7. I feel there would be negative consequences for me if I report unfair treatment at work 8. I feel like a valued employee 9. I feel my coworkers don't accept differences in my personal characteristics 15. I have thought of leaving this unit for other employment Methods Strongly Agree 30 20 - 20 50 Staff Leadership Different Related Related Geography 10 >40yrs 20 • 30% oriented by a diverse nurse. Of the remaining, only 10% felt they would have adjusted better with an orientation by a diverse nurse • 80% felt valued and accepted into the social group • 90% felt respected and listened to • Only 10% felt assumptions were made that limited their professional development • 30% had felt uncomfortable/out of place due to race/ethnicity/culture • 50% had thought of leaving their unit due to cultural environment, staff, or leadership related concerns • Qualitative trends included needing supportive leadership and continued mentorship 10 20 BSN - 70 MSN DNP/PhD - - Demographics Result Age: number (percent) 20-24yrs 25-40yrs >40yrs 0 8 (80) 2 (20) Education: number (percent) ADN Diploma BSN MSN DNP/PhD 3 (30) 0 7 (70) 0 0 How many months since hired to facility: number (percent) 1-3 months 4-6 months 7-9 months 10-12 months Oriented by a non-Caucasian nurse: number (percent) Yes No Don't know 1 (10) 3 (30) 4 (40) 2 (20) 3 (30) 4 (40) 3 (30) Conclusions • Findings provide valuable evidence to make recommendations, which include: • Creating a culturally inclusive program for both leadership and staff members • Development of a formal mentoring program for diverse nurses • Perform assessment annually • Future work might include • Expanding assessment to achieve a larger sample • Evaluate differences of how inclusion is viewed between Bachelor's prepared and Associate RN's • Evaluating the effect of diverse nursing leaders on newly hired nurses perceptions of inclusion COLLEGE OF NURSING