Title: Enhancing Diversity in Nursing and the Role of Florida Nurses and Nursing Organizations
Introduction:
Diversity in nursing is crucial for providing culturally competent care and reducing health disparities. To improve policies that impact diversity in nursing, it is important to review and analyze position statements and white papers from reputable nursing organizations. This paper will examine the American Association of Colleges of Nursing’s (AACN) Position Statement on Diversity and Inclusion (March 2017) and compare it to the White Paper by the American Academy of Nursing (AAN) published on August 13, 2019. The aim is to identify missing components in each report and discuss key points that support efforts to enhance diversity in nursing.
Analysis of the AACN Position Statement on Diversity and Inclusion:
The AACN’s Position Statement on Diversity and Inclusion highlights the importance of promoting diversity in nursing education and practice. It emphasizes the need to create inclusive learning environments, recruit and retain diverse nursing students and faculty, and prepare nurses to address health inequities. While the report provides a comprehensive overview of key components related to diversity, it lacks specific strategies to address challenges and barriers faced by nurses in Florida and other regions.
One missing component in the AACN report is the lack of discussion on the role of nursing organizations in advocating for policy changes that enhance diversity in nursing. Nursing organizations, such as the Florida Nurses Association (FNA), have the potential to influence policy decisions through collaboration with policymakers and stakeholders. The AACN report should acknowledge the importance of nursing organizations in shaping policies related to diversity in nursing.
Furthermore, the AACN report does not extensively address the unique challenges faced by underrepresented minority (URM) nurses, particularly those practicing in Florida. It would be beneficial to include a section dedicated to the experiences and barriers faced by URM nurses in Florida, such as systemic racism, discrimination, and limited opportunities for professional growth. By acknowledging and addressing these specific challenges, nursing organizations can tailor their efforts to promote diversity in nursing to the needs of URM nurses in Florida.
Analysis of the American Academy of Nursing White Paper:
The AAN White Paper provides a more in-depth analysis of diversity and inclusion in nursing. It acknowledges the impact of diversity on health outcomes, discusses systemic barriers faced by underrepresented groups in nursing, and emphasizes the importance of leadership diversity. The paper focuses on promoting diversity at all levels, including education, practice, and policy, and proposes various strategies to achieve these goals.
However, one component missing from the AAN White Paper is a detailed discussion on the role of nursing organizations in promoting diversity. Although the paper briefly mentions the need for collaboration with stakeholders, it does not elaborate on the specific actions nursing organizations can take to influence policy changes and enhance diversity in nursing. This omission limits the potential impact nursing organizations can have on advancing diversity in the profession.
Another missing element in the AAN report is a comprehensive examination of the specific challenges faced by nurses in Florida. The report provides a broader perspective on diversity and inclusion in nursing but does not address the unique context and circumstances of nursing practice in Florida. Considering the diverse population and healthcare landscape in Florida, understanding and addressing state-specific challenges is vital for effective policy recommendations and interventions.
Discussion Points Supported:
There are several discussion points in both reports that contribute to the enhancement of diversity in nursing. First, both reports emphasize the need for cultural competency education for nursing students and practicing nurses. This is crucial for providing high-quality, patient-centered care to individuals from diverse backgrounds and reducing health disparities.
Second, both reports recognize the importance of mentorship and support systems for underrepresented minority students. Having mentors from similar backgrounds can foster a sense of belonging and provide guidance for career advancement.
Third, both reports advocate for increasing the representation of underrepresented minority nurses in leadership positions. Diverse leadership can bring unique perspectives, promote inclusion, and ensure that policies and practices address the needs of diverse populations.
Rationale for Each Missing Component:
The missing components identified in the AACN Position Statement and the AAN White Paper, including the role of nursing organizations and state-specific challenges, are crucial for effective policy changes and interventions. By incorporating these components, nursing organizations, such as the FNA, can actively participate in shaping policies that enhance diversity in nursing and address the specific needs and barriers faced by nurses in Florida. Tailoring strategies and initiatives to the state context ensures that diversity efforts are targeted and relevant, resulting in more significant and sustainable impact.
Conclusion:
Enhancing diversity in nursing requires collaboration between nursing organizations, policymakers, and stakeholders. Analyzing and comparing reports such as the AACN Position Statement and the AAN White Paper can help identify missing components and discussion points that strengthen efforts to promote diversity in nursing. By addressing the unique challenges faced by nurses in Florida and emphasizing the role of nursing organizations, policymakers can develop evidence-based policies that support a diverse nursing workforce capable of providing culturally competent care to all individuals.
