I Know a Guy. Diversity and Inclusion in Nursing with an Emphasis on Gender

Transcription

1 I Know a Guy Diversity and Inclusion in Nursing with an Emphasis on Gender William Lecher, RN, MS, MBA, NE-BC President American Assembly for Men in Nursing Senior Clinical Director Cincinnati Children s Hospital Medical Center Richard, RN PCA, Peri-op Post Anesthesia Care Unit, RN Mentor, Inner City Public School Youth No one race, gender, or ethic group has a monopoly on the qualities of intelligence, scientific competence, imagination, empathy, tenderness, concern for others, or motor skill ability. To state otherwise is to deny reality. Luther Christman, PhD, RN

2 "Name Game" Nursing Commercial highlighting pediatric nurses. Produced by the Johnson & Johnson Campaign for Nursing's Future. To find out more about nursing, please visit Objectives 1. Describe two ways that the Institute of Medicine report on the Future of Nursing; Leading Change, Advancing Health and Campaign for Action targets workforce diversity as a priority. 2. Describe three aspects of the AAMN Institute of Medicine Future of Nursing Campaign for Action to increase gender diversity and inclusion in the nursing workforce. Congratulations Men in Nursing! The DAISY Foundation Award Recipients 1. Eric Hesse, RN, NICU 2. Charlie Rasmason, RN, Adult Surgical Heart Unit 3. December Award Recipient too (list name here) This is consistent with the DAISY Foundation experience Men are recognized by patient, families and health team members at rates higher than employed 25% of 2011 Advocate Christ DAISY Awards 5% of Advocate Christ nurses are men

3 Billy A. Caceras, BSN, RN, staff nurse, New York University Langone Medical Center December, 2011 Advocate Christ Medical Center Man in Nursing DAISY Award Recipient here p. 233

4 The Institute of Medicine the Future of Nursing: Leading Change, Advancing Health calls for nursing to: take a lead role in redesigning the Health Care system in the United States. move Nursing towards its rightful place as the leader in health care delivery. Facilitate the change process through the Future of Nursing: Campaign for Action. Nurses should: practice to the full extent of their education and training. achieve higher levels of education and training through an improved education system that promotes seamless academic progression. be full partners with physicians and other healthcare professionals in redesigning health care in the United States. Effective workforce planning and policy making requires better data collection and improved information infrastructure. Institute of Medicine Recommendations Eight recommendations emerged from the IOM report: 1. Remove scope-of-practice barriers 2. Expand opportunities for nurses to lead and diffuse collaborative improvement efforts 3. Implement nurse residency programs 4. Increase the proportion of nurses with a baccalaureate degree to 80 percent by Double the number of nurses with a doctorate by Ensure that nurses engage in lifelong learning 7. Prepare and enable nurses to lead change to advance health 8. Build an infrastructure for the collection and analysis of inter-professional health-care workforce data Institute of Medicine Recommendations Recommendation 1: Remove scope-of-practice barriers. Advanced practice nurses (APN) should be able to practice to the full extent of their training. Expand Medicare and Medicaid reimbursement for services provided by APN s. Reform scope-of-practice to meet National Council of State Boards of Nursing Models Practice Act. continuity of state practice law Require third party payers to provide direct reimbursement for APN services.

5 Institute of Medicine Recommendations Recommendation 2: Expand opportunities for nurses to lead and diffuse collaborative improvement efforts. The Center for Medicare and Medicaid Innovation should support payment and care delivery that uses nurses in both an expanded and leadership roles. Expand the opportunities for nurses to lead and manage the health care team in the new and innovative ways. Nurses need to be engaged in the evaluation of medical and health devices and health information technology products. Institute of Medicine Recommendations Recommendation 3: Implement nurse residency programs Stakeholder support for pre-licensure or advanced degree transition- to-practice (residency) programs. We all have a vested interest in retaining nurses, increasing competency and improving patient outcomes. Feeding our young versus Eating our young. Institute of Medicine Recommendations Recommendation 4: Increase the proportion of nurses with a baccalaureate degree to 80 percent by 2020 BSN prepared nurses up from 50% to 80% through seamless access to higher education. Stakeholders should foster a culture of continuing education through incentives (tuition reimbursement, salary differentials and promotion). Expand opportunities (loans, grants) for second-degree students to become nurses. Inter professional collaboration training. Academic/ Health Care partnership to increase diversity. The faces should reflect the population served. Institute of Medicine Recommendations Recommendation 5: Double the number of nurses with a doctorate by % of all BSN graduates to begin a masters or doctoral program within 5 years of graduation. The action plan includes expanding funding, and competitive salaries with a focus on increasing diversity.

6 Institute of Medicine Recommendations Recommendation 6: Ensure that nurses engage in lifelong learning Stakeholder collaboration to ensure nurses, nursing students and faculty maintain clinical competence. Faculty participation in continuing professional development along with competencies in practice, teaching and research. Nursing students should be required to demonstrate a comprehensive set of clinical performance competencies. Competency based educational programs that are continually evaluated for adaptability flexibility, accessibility and impact on clinical outcomes. Institute of Medicine Recommendations Recommendation 7: Prepare and enable nurses to lead change to advance health Nurses nursing education programs, and Nursing organizations need to prepare the workforce for leadership roles across all levels. Nursing education should integrate leadership theory and business practices across he curriculum including clinical practice. Public, Private and governmental healthcare decision makers at every level should include representation form nursing. Institute of Medicine Recommendations Recommendation 8: Build an infrastructure for the collection and analysis of inter-professional health-care workforce data The Workforce Commission and the Health Resources Administration should: Create a minimal data set across state and professional line to assess health care workforce needs. Set standards for data collection, house the collection, and provide public accessibility. Establish a monitoring system to assure accurate nursing workforce data is maintained. Coordinate research efforts from the local to federal level to appropriately increase the supply of health professionals. Eric, RN Private Duty, RN General Care RN Critical Care RN RN Preceptor Trauma Team RN I Know a Guy

7 Co-Chairs Deborah Washington, RN, MS Antonia Villarruel, PhD, RN, FAAN Future of Nursing Campaign for Action Diversity Steering Committee DSC Webpage IOM report diversity recommendations: Future of Nursing Campaign for Action Diversity Steering Committee American Assembly for Men in Nursing Asian American/Pacific Islander Nurses Association, Inc National Alaska Native American Indian Nurses Association, Inc National Association of Hispanic Nurses National Black Nurses Association National Coalition of Ethnic Minority Nurses Association Philippine Nurses Association of America, Inc. Institute of Medicine The Future of Nursing: Leading Change, Advancing Health: Recommendations Related to Diversity Recommendation 4-80% BSN by 2020 take into consideration strategies to increase the diversity of the nursing workforce in terms of race/ethnicity, gender, and geographic distribution. Academic nurse leaders should partner with health care organizations, leaders from primary and secondary school systems, and other community organizations to recruit and advance diverse nursing students.

8 Institute of Medicine The Future of Nursing: Leading Change, Advancing Health: Recommendations Related to Diversity Recommendation 5: Double the number of nurses with a doctorate by 2020 Schools of nursing should double the number of nurses with a doctorate by 2020 with attention to increasing diversity and to increase the diversity of nurse faculty, scientists, and researchers. Institute of Medicine The Future of Nursing: Leading Change, Advancing Health: Recommendations Related to Diversity Recommendations throughout the report: To achieve the goal of increasing access to high-quality, culturally relevant care the nursing profession must increase its appeal to young people, men, and nonwhite racial/ethnic groups. (p ) Steps should be taken to recruit, retain, and foster the success of diverse individuals (p. 131) Institute of Medicine The Future of Nursing: Leading Change, Advancing Health: Recommendations Related to Diversity Recommendations throughout the report: Gender: The evidence is generally thin, but men tend to list factors associated with security and professional growth that led them to the nursing profession: salary, ease of obtaining work, job security and opportunities for leadership While more men are being drawn to nursing, especially as a second career, the profession needs to continue efforts to recruit men; their unique perspectives and skills are important to the profession and will help contribute additional diversity to the workforce. (p )

9 Brad, RN Certified Pediatrics General Care, RN Oncology, RN Critical Care, RN Radiology Transport, RN Nurse Educator GCAAMN Treasurer I Know a Guy AAMN Campaign for Action 20 x 20 Choose Nursing Introduced at National Summit, November 30, AAMN Campaign for Action 1.) 20 x 20 Choose Nursing AAMN started a recruitment initiative to encourage men to enter the nursing profession. The goal is to have 20% male enrollment in nursing programs throughout the United States and the world by the year 2020! AAMN Campaign for Action 2.) AAMN Call for Partners: 15 Colleges/schools of Nursing will achieve and maintain: Enrollment of male nursing students of at least 30% Retention rates at 90% or higher through program completion 10 Hospitals/health systems will achieve and maintain: Nursing workforce of at least 20% men Retention rates of at least 90% for three consecutive years 10 Long term care facilities/systems will achieve and maintain: An RN/LPN/LVN nursing workforce of at least 20% men A retention rate of at least 90% for three consecutive years

10 AAMN Campaign for Action 2.) AAMN Call for Partners: AAMN partner organizations will receive: Recognition Speakers Semi-annual peer learning Organization name, logo and link on AAMN website, Facebook, YouTube, publications and presentations. Action coalitions applying for APIN funding may also be able to align this partnership with their funding application due May 15 th. AAMN Campaign for Action 3.) AAMN Goal: 80% of men in nursing to have a BSN by 2020 Under development, in coordination with RWJ/CCNA Diversity Steering Committee Recommendation 4: Increase the proportion of nurses with a baccalaureate degree to 80 percent by Academic nurse leaders across all schools of nursing should work together to increase the proportion of nurses with a baccalaureate degree from 50 to 80 percent by These leaders should partner with education accrediting bodies, private and public funders, and employers to ensure funding, monitor progress, and increase the diversity of students to create a workforce prepared to meet the demands of diverse populations across the lifespan. AAMN Campaign for Action 4.) AAMN Goal: Double the number of men with a doctorate by 2020 Under development, in coordination with RWJ/CCNA Diversity Steering Committee Recommendation 5: Double the number of nurses with a doctorate by Schools of nursing, with support from private and public funders, academic administrators and university trustees, and accrediting bodies, should double the number of nurses with a doctorate by 2020 to add to the cadre of nurse faculty and researchers, with attention to increasing diversity. AAMN Campaign for Action 5.) Gender inclusive nursing images 6.) Gender neutral nursing language 7.) Create strategic partnerships promoting gender diversity, inclusion and balance

11 Gender Inclusive Images Gender Inclusive Images Gender Inclusive Images Romel is a general nurse. This is his first job out of school and he loves it -- next to Volleyball. To find out more about nursing, please visit Gender Inclusive Images

12 Gender Inclusive Images J&J Emma PSA Gender Inclusive Images Gender Inclusive Images

13 Gender Inclusive Images Gender Inclusive Images Gender Inclusive Images Gender Inclusive Images

14 Gender Inclusive Images Gender Inclusive Images Gender Inclusive Images AAMN Campaign for Action 6.) Gender neutral nursing language Especially in textbooks, articles, nursing policies Not always she or her He or she, him or her Sibling Units, not sister or brother units

15 AAMN Campaign for Action Strategic gender diversity & inclusion partnerships 7.) Create strategic partnerships promoting gender diversity, inclusion and balance DAISY Foundation Sigma Theta Tau National Student Nurses Association Men s Health Network

16 Strategic gender diversity & inclusion partnerships Strategic gender diversity & inclusion partnerships American Assembly for Men in Nursing Coming soon! Strategic gender diversity & inclusion partnerships Strategic gender diversity & inclusion partnerships

17 Strategic gender diversity & inclusion partnerships Strategic gender diversity & inclusion partnerships $25.00 AAMN membership NSNA Members Note: 30% men in nursing representation About AAMN Membership: $100 RN s, $50 LPN/LVN s, $50 Transitional, $30 Students ($25 NSNA members) Chapters: Chapter Formation Starter Kit Conferences: 37 th Annual, October 24-26, 2012, San Francisco, CA Scholarships: Seven $500 essay scholarships Awards: Best School, Best Workplace, Best Article/Book Chapters: About AAMN What about Chicago?? Chapter Formation Starter Kit:

18 About AAMN Conference: 37 th Annual, October 24-26, 2012, San Francisco, CA Registration: Call for presentations: 1. Describe leadership strategies to advance gender diversity, inclusion or balance in the nursing workforce 2. Demonstrate partnerships that promote men s health, practices and outcomes. 3. Identify unique masculine perspectives that add value to nursing 4. Examine methods that can create leadership roles for men in nursing 5. Formulate plans to increase the number of men entering nursing 6. Support nurses to lead change and advance health through strategic planning and partnerships 7. Explore the role of men in nursing from a historical perspective Conference sponsors, exhibitors, advertisers: Scholarships: About AAMN For the 2012 award year, the AAMN Foundation is sponsoring six $ scholarships. Scholarships are open to male nursing students. Applications for the scholarships will open April 1, 2012 and close June 30 Unrestricted educational scholarship for student esssay "How Have I Contributed to the Profession of Nursing as Male Nurse" Awards: About AAMN Best School for Men in Nursing Best Workplace for Men in Nursing Best Article/Book about Men in Nursing Luther Christman Award Lee Cohen Member of the Year Award Tony W., RN 2 nd Career as a Nurse General Care RN Critical Care RN Nurse Practioner Student I Know a Guy

19 Ed was a New York City firemen and made a life changing decision to become a Visiting Nurse California Institute of Nursing & Health Care What does AWIS & AAMN have in common and why does it matter? Association for Women in Science (AWIS) Dedicated to achieving equity and full participation for women in science, mathematics, engineering and technology. How Successful Are Women at Getting Grants at the NIH? Dr. Sally Rockey on NIH Grant Equity American Assembly for Men in Nursing (AAMN) Similar purpose and advocacy Gender diversity, inclusion and balance is important Leadership by both men and women is required to improve the gender balance of the nursing workforce - - We need you!

20 What people say matters and when it is wrong, it should be corrected. Please join us: Increase the gender diversity, inclusion & balance Gender neutral language Gender inclusive images Campaign for Action: Call for Partners Become an AAMN member AAMN conference attendance, presentation, sponsorship, exhibiting, advertising I Know a Guy Simon, RN Operating Room RN No one race, gender, or ethic group has a monopoly on the qualities of intelligence, scientific competence, imagination, empathy, tenderness, concern for others, or motor skill ability. To state otherwise is to deny reality. Luther Christman, PhD, RN

21 William T. Lecher, RN THANK YOU! President, American Assembly for Men in Nursing Senior Clinical Director, Cincinnati Children s Hospital Medical Center William.Lecher@cchmc.org (513)