Achieving ANCC Magnet Recognition requires a significant investment from an organization’s nursing staff. But does that investment pay off in real-world ways? If so, how?
One significant benefit involves giving nurses the opportunity to provide input and influence nursing practice. “It really helps expand the autonomy and allows the nurse to practice at the top end of their license,” said Jody Collins, DNP-C, MSN, RN, NPD-BC, system director of clinical excellence and professional development, Memorial Hermann Health System, in an interview. “They can share their voice and have influence over their practice and their practice care environments.”
Jody Collins, DNP-C, MSN, RN, NPD-BC, is the system director of clinical excellence and professional development at the Memorial Hermann Health System.
Of the 14 acute-care Memorial Hermann hospitals eligible for the Magnet Recognition, nine have earned the designation, according to Collins. Recently, the system’s Cypress campus received the ANCC Magnet with Distinction award, which recognizes the highest-performing Magnet organizations around the world.
At Memorial Hermann, nurses have leeway to be involved in professional governance, such as councils and committees, “essentially having a seat at the table so that they can play a part in reimagining care at the bedside,” said Collins. “This helps our nurses grow in their chosen specialty areas of nursing practice and their skills and talent. It allows them to excel in what they’re doing. They have opportunities to be involved and have a voice in the way that they practice.”
Nursing having a voice at the table is a Magnet benefit echoed by Christine Frost, RN, DNP, MBA, NEA-BC, chief nursing officer at Luminis Health Anne Arundel Medical Center. The Magnet Recognition provides “the framework to guide excellence in the work environment, patient experience and patient outcomes. And the key is to ensure that nursing has a voice at the table, the opportunity to influence and inform and make decisions, and participation in influencing their work environment across the entire facility and at all levels.” Anne Arundel recently received its third Magnet designation.
Frost noted in an interview that Anne Arundel has a shared governance structure and councils. Not only are nurses “invited to participate and give us their perspective and what their experiences are practicing in their work environment, but they are also asked to lead those councils. This really speaks to giving them that opportunity for professional growth and also succession planning.”
Higher Retention
The Magnet Recognition also helps Memorial Hermann retain talent, noted Collins. “We have a desirable RN retention rate or less turnover than other organizations. We also have many BSN-prepared and professionally certified nurses, which can be associated with higher job satisfaction,” she noted.
“If you are creating and have essentially a culture of excellence and high satisfaction, you will attract and retain top talent. We have an abundance of applicants for our organization and are a desired employer within our community.”
Christine Frost, RN, DNP, MBA, NEA-BC, is the chief nursing officer at Luminis Health Anne Arundel Medical Center.
Patient Benefits
According to Frost, Patient experience and outcomes at Anne Arundel also benefit from Magnet Recognition. “When bedside nurses influence the work environment, it increases their experience. It increases their levels of joy and meaning at work. And when you experience joy and meaning at work, you can translate that to your patients and provide that excellent patient experience consistently.”
“We really dedicate ourselves to patient outcomes,” said Frost. “When we achieve Magnet, it is a very concrete demonstration to our patients, staff, and the community that we are preoccupied with our quality outcomes and that we have structures and processes in place to understand those quality outcomes and focus on continued process improvement.”
Strategic Investment
Achieving Magnet Recognition “encompasses the entire culture of the organization and their dedication to improving health, to being values-driven and seeking opportunities to create healthier communities,” noted Collins. “This is a strategic investment, not only in the nurses, but in the hospitals themselves, the culture, and the communities they serve.”
In 2024, Stanford Medicine Children’s Health was proudly again awarded Magnet designation. While this was not the first time the hospital had been recognized for its journey to nursing excellence, the continued recognition shows that the organization is taking positive steps to ensure the best nursing practices and the best possible patient outcomes.
While every hospital’s nursing program is unique, designations like these represent a commitment to nursing excellence. A commitment to growth. A commitment to be better tomorrow.
Nursing is a profession filled with life-long learning. As one of my colleagues said in a recent interview with Daily Nurse, learning is a basic tenant of nursing. We constantly learn new things, gain professional knowledge, and apply this education to improve outcomes.
Building and leading nursing practices is no different. Magnet recognition is an important designation that validates nursing contributions and commitment to providing quality patient care through innovation.
Here are a few best practices and thoughts for nursing leaders aiming to bring a holistic, multidisciplinary approach to nursing with a continued investment in the practice.
Bolster Resilience and Decompression for Transformational Change
Nursing is both incredibly rewarding and challenging at the same time. This equation hasn’t changed since my time by the bedside more than two decades ago. That said, nursing and nursing practices have evolved to prove very resilient. The facts bear this out.
According to reports, nurses show strong resilience; however, they can struggle with decompression. Resilience is at the heart of strong nursing and nursing leadership. The industry deals with high levels of emotion, stress, and fatigue. As a result, nurses must have time to decompress and be prepared to perform their best. With it, optimal care practices and improved patient outcomes are possible.
There are a few ways this can be exhibited:
Appointment of “wellness” positions: A theme with progressing as a nursing practice and an organization is being deliberate about what you say and do. Without this approach, there is no focus or commitment to following through. The same applies to an organization’s journey to build an environment conducive to nursingwellness. Organizations with the capacity should advocate for and hire positions whose focus and intent are directly tied to wellness. Examples of these positions as a part of our journey are the Director of Resiliency and Wellness and the Resilience Education Program Manager. This keeps wellness at the forefront of leaders’ minds and gives them the time and space to focus specifically on supporting nurses.
Carve out time for extracurricular activities and programs: In a fast-paced environment, blocking time for activities that don’t directly impact patient outcomes can be hard. It’s an investment required by the organization and every one the program serves. Nurses have shown a willingness to capitalize on these opportunities and participate in activities that benefit their health and wellness. Examples that help nurses find their center include wellness retreats, resilience assessments, and other stress-alleviating sessions, such as “moments of calm,” in which nurses are given space (individually or with their peers) away from the job.
Advocate for nursing involvement in technology decision-making: Nurses and nursing leaders know that technology integration has been the center of many organizational conversations over the past three to five years. The problem? When nurses aren’t involved in technology decision-making, chances are that it risks being ineffective (or not as effective as it could be) when put into practice. Nursing leaders must advocate for nurses to have a seat at the table, and organizations must trust the individuals and teams who use technology by the bedside every day. For example, nurses should be made aware of the application of artificial intelligence (AI). Trials are going on looking at how AI can support documentation at the bedside. However, without the perspectives of those who use the tools the most, organizations risk the tools adding stress and complication versus giving nurses back time in their day and promoting ease.
Nursing leaders must be intentional about helping nurses and nursing staff boost resilience. Efforts that aren’t intentional will have a short shelf life. They will succumb to the pressures and rigors of daily work.
Nursing Leadership and DEI (Diversity, Equity, and Inclusion) Begin at the Schooling, Education, and Recruitment Levels
While nursing leaders must maintain focus on the organization they are trying to build today, they must keep one eye on the future. According to the American Association of Colleges of Nursing (AACN), a few sobering statistics firmly etch recruiting and talent atop nursing leadership’s priorities.
Data shows that the median age of registered nurses is approximately 46, with more than 25 percent planning to leave the industry or retire over the next five years. Furthermore, it is projected that over 200,000 nursing jobs will be created annually through 2030. Finally, there is a growing demand for nursing and nursing-related roles due to advancements in preventative care and increasing rates of chronic health conditions.
This shows gaps not only in future nursing positions but also in changing the guard as our industries’ tenured workers exit for a well-earned rest. A critical part of filling this gap and improving patient outcomes is becoming more diverse.
Good news—the industry has recently taken leaps towards this goal. I am proof of that: a male, Hispanic nursing leader. Statistics show that nurses are becoming more diverse. According to an HRSA survey, non-Hispanic Black and non-Hispanic Asian RNs now constitute 11 percent and 9 percent of the nursing workforce, up three and four percentage points, respectively. Furthermore, male registered nurses now comprise a larger percentage of the workforce, up to 12 percent. But there is plenty more work to be done.
Prioritizing recruiting strategies regionally and nationally: Building the workforce an organization needs through a DEI lens will mean broadening recruiting efforts. Diverse hiring at the bedside will be required to meet an increasingly diverse patient pool, such as those from Hispanic, Latinx, and Black communities. This isn’t a quick flip of the switch, but in today’s “hybrid” work world, nursing leaders must work closely with their organizations to identify ways to broaden the candidate pool beyond local appointments. This can be through “remote” appointments for positions that don’t require frequent bedside attention. It can also offer relocation bonuses or support for nurses and nursing leaders looking to relocate or stay at an academic-affiliated health center while studying or advancing education.
Build a culture that fosters curiosity: Remembering that nursing is a lifelong learning journey, organizations need to give nurses avenues to continue their education and hone their skills. Building a culture of curiosity and inquiry promotes the pursuit of new knowledge and innovation. Again, as is a familiar guidepost, these efforts must be intentional. There are strategic plans and programs that nursing leaders can put in place to build a lane for nurses to flex their curiosity. For example, a professional nurse development plan recognizes and rewards nurses who strive for excellence in delivering the highest quality of patient care while demonstrating commitment to nursing.
Focus on improving outcomes based on research: The healthcare industry is trained to engage in data-based care practices. It must be a part of everything leaders do. For example, emphasize the development of elevated patient care standards rooted in research and evidence-based practices. One way is through councils, such as Research and Evidence-Based Practice (REBP) or Nursing Shared Governance Councils. These programs use research, science, and clinical care standards to position nurses of all backgrounds to impact the patients they serve positively. The journey to holistic care and building a nursing staff representative of the patient population also allows nurses to bring their unique selves to the bedside without fear.
It is important to select the best clinical care and have diversity in background. Nursing leaders have been preaching the importance of holistic care for decades. To achieve it, the staff must mirror the people that the industry serves.
Succession Planning Extends Beyond Bedside Care
In my multi-decade career in nursing and healthcare leadership, I have engaged with hundreds (if not thousands) of nurses. I have found the following to be true: every individual nurse has a unique career path and different motivators that inspire them most. Nursing leaders must embrace this individualism and empower nurses to position themselves for success today, tomorrow, and every day. This could be bedside, clinical research, education, care coordination, or a position waiting around the corner.
As discussed earlier, recruiting and hiring outside the organization is critical and, in many cases, helps meet the shifting demographics of the patient population. However, nursing leaders must also look internally for growth opportunities. These individuals know the organization and are steeped in its best practices. As a bonus, advancement opportunities are attractive for current and future hires.
We know we are lucky at Stanford to have access to and the means to put this into practice. However, every organization has the potential to do so in some shape or form. In meeting with fellow nursing leaders over the past few years, identifying ways to promote from within has been front and center of conversations.
Here are a few considerations:
Search for candidates within the clinical nursing pool: Look internally for growth opportunities. From experience, this has been considered a pillar of Magnet excellence and shows a continued investment in an organization’s nursing staff. To provide context, about 70% of current nursing leaders were initially clinical nurses before being internally promoted. Positions include Nurse Educator, Assistant Patient Care Manager, and Patient Care Manager. It shows organizations are willing to invest in their people and reward them with opportunities.
Identify opportunities for interim roles: When it comes to succession planning or advancing nurses and nursing leaders, it’s not always a matter of diving into the deep end. The industry is changing so much that interim opportunities benefit the organization and staff and give a great chance to get a feel for what skill sets each nurse has (or is interested in acquiring). It can also provide nurses with an intentional pause from their current role or energize them with the opportunity to take on something new. Half of our hospital’s current nursing leadership have had the chance to take on an interim role during their tenure. For many, it clarified a career path or path to leadership. For others, it reinforced a love for their current role while giving them new skills to advance the practice.
Turn to formalized programs through partnership: The healthcare industry is no stranger to partnerships – and working together to achieve a common good. Nursing development is no different. The proper infrastructure must be in place. Hospitals should look for alliances that allow nurses to participate in programs or leadership courses — or engage in fellowships or internships. For example, partnering with local academic hospitals to offer curricula or courses focused on leadership advancement. Or they are partnering with leadership institutes to carve out intentional personal and professional growth time.
Don’t forget. Nursing leaders must ask nurses for feedback on the effectiveness of succession planning initiatives. Without it, you cannot evolve the program over time.
Reminder: It’s Okay to be Uncomfortable
Get outside your comfort zone to get the most out of nursing staff and establish a resilient, successful, and diverse practice. Not everything discussed is easy, but the rewards are valuable for nurses, nursing leadership, and care teams.
Here’s an example: There was a nurse I worked with for an interim opportunity. They were a little fearful that they didn’t have the skill set to take on this task. It was undoubtedly a new domain, but I had seen enough to know that they could thrive in that role. There were multiple conversations where we talked through scenarios and expectations, and we even quelled fears about elements of the job. This nurse took a leap of faith just as I had trusted them. The result was increased volume, a renewed sense of self, and personal leadership growth.
Moral of the story. Without discomfort, growth risks falling by the wayside.
Every organization is slightly different, as is every nursing staff and every patient population.
Ultimately, the goal is to create the best workplace that delivers the best possible patient outcomes.
This is what matters to us as nurses and nursing leaders.
And, most importantly, it matters to our patients.
It’s a long journey, but one that we’re well on our way to achieving.
Thank you to all the nurses and nursing leaders around the nation.
Unfortunately, many nurses of color often encounter roadblocks to moving ahead in leadership. They may want to serve their community and better represent healthcare access from where they grew up. Still, obstacles such as racial bias, unfair hiring practices, and lack of adequate mentors can stand in their way, according to a 2023 study.
These challenges can be complex and discouraging, but there are resources and people to support you as you go through this career journey. Many minority nurse leaders can use these obstacles as motivation to pave their way in the nursing field and serve as mentors to younger nurses.
What are Some Examples of Systemic Obstacles?
Systemic obstacles are policies, procedures, or practices that discriminate and prevent individuals from fully participating in activities such as finding a job, getting health care, or gaining higher employment. These barriers can take any form, including a person’s racial or ethnic background.
Many nurses of color experience systemic barriers at work when seeking higher employment or leadership status. In a 2020 study, Black nurses working in healthcare expressed how they felt responsible for “paving the way” to career advancement and that they didn’t see anyone like them in leadership.
“Even after being in the field for almost 20 years, I still encounter racial bias and discrimination in the form of microaggressions to overt prejudices,” says Selena Gilles, DNP, associate dean and professor at the NYU Rory Meyers College of Nursing. “Being one of the few people of color in a workplace can lead to tokenism or stereotyping, where nurses of color are expected to represent their entire racial or ethnic group, which can be burdensome and limiting.”
Although racial stereotypes can look more prominent, microaggressions can take on the form of insults, slights, and presumptions of BIPOC nurses’ abilities. These barriers may seem invisible to non-minority nurses. Still, they’re very much real and often felt by nurses of color mentally and even physically, which can also hinder their work performance and induce burnout.
Dr. Michael L. Jones, MBA/HCM, RN, associate dean for culture, engagement, and professional development at East Carolina University College of Nursing, has also experienced the pressure of microaggressions and systemic obstacles during his nursing journey.
“In many instances, I feel that I have to work twice as hard just to be recognized in some spaces within the nursing profession,” says Dr. Jones. “I think much of this is related to implicit biases, which I feel or even more presented because I am an African American male.”
Some BIPOC nurses also don’t have adequate access to higher education, advanced training, or leadership development opportunities, according to Gilles. This has been Dr. Jones’ experience coming from a poor school district in Mississippi and not having the resources to start his nursing degree.
“I failed my first semester in nursing school and struggled during the remainder of my time in my nursing program for my associate degree,” he says. “Preparation during my early years led to a great deal of struggle throughout my career, which is why I am so passionate about reaching back and pulling others along with me.”
How Can Nurses of Color Find the Support They Need?
Encountering these setbacks can feel heavy and disheartening for nurses of color who want to earn more and be respected in the field that they enjoy. Minority nurses are needed in today’s healthcare system. With more BIPOC nurses in the field, diverse nursing populations will feel understood and seen by nurses who understand their point of view.
These same nurses should also be able to advance in their field, where they can advocate for services and programs that will help underrepresented minority groups find the care that they deserve.
Here are some tips that can help BIPOC nurses grow in their careers.
Enlarge Your Network
Other strong, diverse nursing groups, like the National Black Nurses Association (NBNA), the National Association of Hispanic Nurses (NAHN), or DNPs of Color, can support minority nurses in climbing higher on the nursing ladder. Becoming a member of one of these groups can provide networking opportunities and career development skills.
“I often tell my mentors that it’s not always what you know, but who you know,” says Dr. Jones. “Many of my accomplishments have come about because of who I was connected with at that particular point in my career.”
Another way to take advantage of these large nursing organizations is to attend the workshops, conferences, and seminars they host. You can also find more events by joining your local student organization and finding more events there. Online forums and social media groups are also a great way to broaden your network.
Seek Mentorship and Nursing Leaders for Guidance
“Look for mentorship programs within your workplace or professional organizations that pair you with experienced leaders who can guide your career development,” says Gilles.
Gilles also advocates for sponsors in higher leadership positions who, unlike mentors, can vouch for your skills and help you reach more career opportunities.
Some healthcare institutions also have diversity and inclusion initiatives that provide mentorship and other resources to nursing students or nurses new to the field.
Establish Yourself as a Thought Leader
Nurses of color have a unique advantage over non-minority nurses. BIPOC nurses can share their experience growing in nursing while advocating for diversity within leadership.
Here are some ways minority nurses can position themselves as thought leaders:
Develop a niche that you’re passionate about for opportunities in that space.
Maintain a strong online presence on a social media platform (i.e. LinkedIn).
Advocate for policies in your workplace that promote diversity and equity.
Write for professional publications to get your name out there.
Become involved in your local community as a public speaker.
These are only a couple of tips available. Talk to a mentor or another nursing professional for more strategies on nurse leadership.
Deciding to grow in your career can feel easy, but taking the first step to advance in your field can feel daunting. However, by taking deliberate steps and seeking support, you can navigate these challenges and become the nursing leader you’ve always envisioned for a more inclusive, equitable healthcare system.
These days, with the widespread use of electronic medical records, nurses are accustomed to Epic, Cerner, and other major EMR/EHR players. For a patient, the portals to access one’s medical records make up a bewildering maze.
Since nurses are natural patient advocates, they may find their friends, families, and patients complaining about these new ways to access care and communicate with providers. Since nurses are often patients, understanding the maze of online patient portals is as important as using an EMR at work.
Where Did These Portals Come From?
You’ve probably noticed that almost every provider now has an online portal where patients access medical records, communicate with their providers, and perform other tasks relevant to their care. These portals didn’t spring up out of nowhere, and understanding how to use them is a significant aspect of being a patient.
Jean Ross, MHA, BSN, RN, is the founder and CEO of Primary Record, an app that patients and their families can use to organize and share health information from the multiple patient portals they must use to maximize their care.
According to Ross, the 21st Century Cures Act, enacted by Congress in 2016, impacts many aspects of American healthcare, including mandating that patients access electronic health information (EHI). Non-compliance results in hefty fines of up to $1 million per violation, as enforced by the Office of the Inspector General (OIG) (Centers for Medicare & Medicaid Services). Consequently, we’ve seen widespread adoption of these patient portals that most of us now regularly use.
Ross states, “The HITECH Act of 2009 encouraged the adoption of EHRs through financial incentives and regulatory frameworks, ultimately improving healthcare quality, safety, and efficiency. These laws empower consumers by ensuring they can access and control their health data, facilitating better-informed decisions and coordinated care.”
“In 2022, about three in five individuals reported being offered and accessing their online medical records, a 50% increase from 2020,” Ross adds. “The frequency of access has increased consistently, with more people using these apps. This has enhanced patient involvement and control over their healthcare decisions, promoting greater transparency and engagement.”
Navigating the Maze
Mandating that patients have access to their health records has many consequences, and nurses are in a strong position to advise patients, not to mention their own loved ones and friends. But how can we most help ourselves and the people we care about?
Ms. Ross shares, “Consumers face significant challenges due to the lack of interoperability among different patient portals. They often struggle to consolidate their health information, leading to fragmented care, potential medical errors, and increased administrative burden.”
“This fragmentation can hinder the timely sharing of critical health information among providers, negatively impacting patient outcomes,” Ross adds. “Families today are overwhelmed by the complexity of managing health information, particularly medication management and the sheer volume of data.”
She continues, “With multiple family members — including pets — seeing various providers who use different platforms, keeping track of medications, health histories, and care plans is a monumental task. Every time a family engages a new provider, they face the stress of accurately filling out forms and recalling detailed care plans from other providers. This burden is exacerbated by the need to communicate these details accurately during often brief interactions with healthcare professionals who rely on families to relay what is being done and what has changed.”
Meanwhile, some specialist providers aren’t required to provide patient portal access, making things even more confusing.
For older adults, this can be impossible to manage. Ross states, “Older adults who are not tech-savvy or lack access to digital devices are at a significant disadvantage. They may struggle to access their EHI, coordinate care, and communicate with providers. This digital divide can lead to poorer health outcomes and increased reliance on others to manage their care, further complicating their healthcare journey.”
“By complying with the 21st Century Cures Act, healthcare providers avoid penalties and foster a more transparent and supportive environment for their patients,” Ross reflects. “This compliance enhances trust and supports better health outcomes by ensuring that critical health information is readily available.”
Obviously, patients who are tech-savvy will have an easier time with this new electronically enhanced medical world, and it’s up to us to make sure our older, disabled, and less tech-savvy patients, family members, loved ones, friends, and community members find ways to navigate the maze.
What Does the Future Hold?
As nurses, we often mediate or translate between patients, providers, and the organizations that employ us. Whether we officially serve as care coordinators or case managers, we still frequently fall into such roles based on how nurses often function in these situations as patient advocates.
Asked about her vision for the future regarding patient access and care coordination through this maze of online portals and apps, Ross shares, “My vision is a more engaged patient and family. While coordinating care in the community, I realized how hard it was to keep track of what was happening when you can’t be present at every medical appointment.”
“Additionally,” Ross continues, “With more care happening in our communities, we need to view patients and families as partners in maintaining their health records. It should not constantly fall on nurses and front office staff to keep information accurate.”
Ross advises, “By involving patients and their families more directly, we can ensure that health information is up-to-date and comprehensive, ultimately improving the quality of care and reducing the administrative burden on healthcare professionals.”
“A prepared and informed patient can better collaborate with their healthcare team, contributing to creating and maintaining their health story. My hope is that by putting essential health information in the hands of patients and families, especially in times of emergency, there is a way to access the most basic health information that could save lives. This is where apps like Primary Record come into play.”
We nurses are natural advocates who walk between the worlds of providers and patients. While we don’t have the power to change the reality that patients now have to juggle multiple patient portals and electronic access points, we can empower, educate, and inform patients about strategies for navigating them.
If we work in a community health center or clinic, we can organize classes where patients can ask questions and be walked through using these portals. We can advocate for positions to be created, such as patient liaisons, so patients have someone to turn to when they’re having trouble navigating these complex systems.
We can also advocate for special attention to be paid to elderly and disabled patients whose capacity to use these new tools is compromised. No one should be left behind, and nurses must ensure that those who fall between the cracks are identified and appropriately supported. Our goals should be improved care coordination, emergency preparedness, effective information management, and enhanced patient engagement.
Ms. Ross states, “By actively maintaining their health records, families become more engaged in their healthcare journey. This engagement fosters better communication with healthcare providers and empowers families to make informed decisions, ultimately leading to improved health outcomes.”
“We need to ensure that critical health information is readily available and actionable, ultimately improving health outcomes and reducing the stress associated with managing healthcare data, supporting a more seamless and integrated healthcare experience.”
Nurses know that they need to be ready to focus on their patient’s needs and fill their emotional tanks during distress. Knowing that they’re helping others live healthy lives can bring satisfaction to many nurses, but nurses also need to fill their tanks. According to a 2024 study, some nurses have turned to religion and spirituality to help them see meaning in their profession after experiencing work-based trauma.
Engaging in these types of practices has helped nurses overcome mental roadblocks, maintain self-compassion, and reduce anxiety and depression. Research has shown that it helped them build resilience and personal growth, making them happier inside and outside their careers.
What is Spirituality?
Spirituality is similar to religion, but this concept refers to an individual’s life search for meaning and purpose. Religion is adopting a set of beliefs and traditions from a church or faith in God, but spirituality is more flexible and non-denominational. This means that the practice can look more like personal development and self-care.
Practicing spirituality can involve meditation, prayer, journaling, or engaging in self-reflective practices that promote calmness and tranquility. It can also differ for each person, depending on their background.
“My spiritual journey, rooted in mindfulness and meditation, has been a critical coping mechanism,” says Julie Smith, a registered caregiver at Loving Homecare Inc. “It has offered me a sense of peace and stability amidst the chaos of healthcare, allowing me to approach each day with renewed patience and empathy for those in my care.”
Julie, who first used spirituality to disconnect from work, now practices meditation and reflective prayer to find peace after witnessing end-of-life scenarios on a daily basis through her profession.
“Embracing spirituality has helped me to see my work not just as a job but as a calling and an opportunity to provide comfort and healing in critical moments of human life,” says Julie.
Can Spirituality Help Nurses Professionally?
When nurses engage in any spiritual practice, they feel more connected to others and, as a result, more connected and attuned to their patients‘ needs and wishes.
Trent Carter, FNP-BC, CARN-AP, a nurse practitioner in addiction medicine at Curednation, recalls how spirituality transformed his approach to work.
By cultivating a sense of presence and gratitude, I’ve learned to navigate stressors with grace and intentionality, fostering deeper connections with patients and colleagues alike,” he says. “Spirituality has given me inner strength and resilience, empowering me to persevere through even the most challenging circumstances.”
Spirituality shouldn’t be practiced only so that nurses can be better engaged at their jobs; it helps to know that whenever they slow down and discover other ways of connection outside of their careers, they feel more satisfaction and are better able to cope with workplace (or family) incidents.
“Today, my life is enriched with a sense of purpose and meaning that transcends the routine challenges of my job,” says Julie. “This perspective shift has not only made me more effective in my role but has also brought an unparalleled sense of fulfillment and joy in my work.”
It brings joy, and practicing spirituality also helps nurses overcome PTSD. When healing from a traumatic event, such as caring for patients during the COVID-19 pandemic, nurses who use spirituality feel more connected to their support network, have higher levels of post-traumatic growth, and trust easier in life.
How Can Spirituality be Used in Healthcare?
In chaotic situations, people often turn to spirituality and religion to help them find relief from situations that they can’t understand. Leaders in healthcare environments such as hospitals, clinics, and other workplaces should consider how religion and spirituality affect their lives to help foster better-quality care for patients and healthier relationships between coworkers.
Plus, when nurses engage in spirituality with others (not just within themselves), they can learn that their work isn’t all doom and gloom or failed mistakes. Ultimately, nurses can discover that their work is meaningful and worthwhile, which can motivate them to thrive through their hardships.
Ask a hundred nurses if they chose their profession because a family member was a nurse, and many would say yes. I had three aunts who were nurses, and that family legacy certainly impacted my career choice.
But in the 21st century, should we encourage our children, grandchildren, nieces, nephews, and other young people to become nurses? Is the guidance to choose nursing a viable and respectable career good advice? You’ll get various answers if you ask that same one hundred nurses.
Setting an Example
Young people often look to their elders for guidance about entering the working world. Knowing what you want to do with your life when you’re a teenager is difficult, but everyone keeps asking anyway.
Observing someone who loves what they do can be a significant motivator. And if that person instead spends most of their time complaining miserably about their work, you might start looking elsewhere.
Most people have a mixed relationship with their work. There are good days, bad days, and days somewhere in the middle, and how we present the gist of what we do to the young people in our lives can strongly color their perceptions.
Exerting too much pressure on young people’s decision-making process will usually backfire. Still, if they can quietly observe our behavior and attitudes about work, they’ll eventually come to their conclusions.
What About Family Legacy?
Family legacy is not small, and there are multigenerational nursing families whose pride and group identity cannot be overstated.
My three aunts seeded a family legacy by showing pride in being nurses. With one of my cousins and myself following in their footsteps, we currently have a two-generation legacy. As my great-niece sets her sights on nursing school, we may see a new generation picking up the mantle.
Family legacy is powerful, and the multigenerational tradition of many family members choosing the same career path can be a strong statement of solidarity and identity.
What Can We Say About Nursing?
If a young person asks questions about a pending career choice, what can we tell them about nursing? We need to be truthful, not sugarcoat reality, and paint a realistic picture of what it’s like.
If we talk to young people about nursing, there are plenty of negatives we can share:
Bullying in nursing is not a fictional construct; our profession has been plagued by the scourge of so-called “lateral violence” for as long as there have been nurses.
Many negative things can be said about the American healthcare system, and nurses are impacted daily by staffing ratios, budget cuts, and unhappy patients.
Workplace violence is real, and nurses can find themselves on the receiving end of verbal abuse, threats, and physical assault. Reports show that violence against nurses has hit an all-time high.
However, we can also tell them how the American public perceives nurses as the most trustworthy and honest professionals year after year in the Gallup poll.
We can also tell young people about our pride in being nurses. We can share stories of patients we loved and cared for and whose gratitude warmed our hearts. There are stories of camaraderie, teamwork, and a sense that what we do holds meaning and can directly change the lives of our patients and their families.
A wonderful aspect of our profession is the ability to specialize in emergency nursing, trauma, intensive care, cardiology, hospice, or any other area. Many nurses hold multiple certifications, and changing specialties several times in a career isn’t uncommon.
Another aspect of nursing we can communicate is that it offers one of the most significant varieties of choice. Many nurses work in hospitals, of course. Still, we also work in the pharmaceutical or medical device industries, do research, specialize in informatics, or find satisfying work in schools, clinics, or specialty physician practices. Being a nurse doesn’t have to be associated with hospitals; in fact, plenty of nursing careers involve no patient contact whatsoever.
We can also show young people that many nurses become business owners and entrepreneurs. Some nurses work as writers, podcasters, coaches, consultants, keynote speakers, educators, and trainers. There’s no end to what nurses can do when serving as their bosses—it just takes curiosity and motivation to succeed.
Nursing Isn’t Going Anywhere
Our profession isn’t going anywhere, and robots aren’t taking away our jobs. Nursing shortages mean that nurses are always needed, and we’ll consistently remain relevant.
Is nursing glamorous? Not really. Are we the highest-paid professionals? Certainly not. Are there problems with our profession? Without a doubt. But we are trusted, respected, admired, and relied upon, which will likely remain the same.
Can we advise a young person to become a nurse? We can do so by painting a realistic picture of the good, the bad, and the ugly and encouraging young people to enter the profession with eyes wide open.
Being a nurse is something to be proud of, and if a young person in search of a career feels the call, we can guide them in the direction that works for them and welcome them to the profession if they choose to join us on this fascinating journey.
Ildaura Murillo-Rohde, PhD, RN, FAAN, is a pioneering Hispanic nursing leader who shattered barriers for Latina leaders in education, research, and nursing. We are honored to celebrate her contributions on National Hispanic Nurses Day.
Throughout her career, Dr. Murillo-Rohde has campaigned for Hispanic diversity in nursing, emphasizing the importance of understanding a patient’s culture when caring for their needs.
Her legacy has left behind more Hispanics who represent the nursing population by giving back to their community as dedicated leaders.
Nursing Beginnings
Dr. Murillo-Rohde was born in Panama on September 6, 1920. Her career ambitions came from wanting to “join the army and help” during World War II in the 1940s. After immigrating to the United States, she graduated with a nursing degree from the Medical and Surgical Hospital School of Nursing in San Antonio, Texas, in 1948.
Her nursing studies inspired her to complete a bachelor’s degree in psychiatric nursing from Teachers College, Columbia University. This degree motivated her to become an expert in psychotherapy and marriage and family therapy later in her career.
She completed several other degrees in education administration and teaching, earning a PhD from New York University and becoming the first Latina to do so. She became an academic leader at many different universities across the U.S., including Bellevue Hospital School of Nursing in New York City, the University of Puerto Rico and SUNY’s School of Nursing.
In the early years of her career as a family therapist in New York City, Dr. Murillo-Rohde noticed how important representation is within the healthcare system for Hispanic families who want professionals to understand their culture. Even as a nurse in San Antonio, she didn’t find others like her representing the large Latino population in the city.
She found this to be the same case in Washington, D.C., when she worked with the federal government reviewing research and educational grants.
“I began to realize that something had to be done about this,” said Dr. Murillo-Rohde, according to Minority Nurse. “There was nobody else. I looked behind me and thought: ‘Where are my people?'”
Founding the National Association of Hispanic Nurses
Dr. Murillo-Rohde was a member of the American Nurses Association during the 1970s but felt like the primarily white members weren’t receptive to the needs of Hispanic nurses at the time.
With a group of about 15 Hispanic nurses, the National Association of Spanish-Speaking Spanish-Surnamed Nurses (NASSSN) was created in Washington State, where Dr. Murillo-Rohde was an associate dean of the School of Nursing at the University of Washington. As the organization grew, it was renamed the National Association of Hispanic Nurses.
Today, NAHN provides healthcare opportunities to Hispanic nurses in the U.S. and is actively raising awareness for effective health policy, improving the quality of Hispanic care, and increasing Hispanic nurses’ engagement in the workforce.
The organization sponsors an award and scholarship in her name, honoring members who have achieved excellence in nursing education, research, and practice.
Her Contribution to Hispanic Nurses
Where many Hispanics didn’t see a pathway to healthcare, Dr. Murillo-Rohde paved the road for Hispanics of any origin to work in any nursing field.
Wherever Dr. Murillo-Rohde went, she became an advocate for nursing education, AIDS, cancer care, marriage and family therapy, family relations, and cultural diversity to improve the lives of others. The former nurse believed that all patients, especially Hispanics, deserved respect and compassion for their respective cultures.
She passed away on September 5, 2010, a day before her 90th birthday in her homeland of Panama.
Neonatal Nursing Week is September 14-20, celebrating the dedication and hard work of neonatal nurses who provide essential care to their tiniest patients.
Neonatal nursing is a subspeciality of nursing that provides care to newborns born with health abnormalities such as prematurity, congenital disabilities, infections, and other types of health problems. The neonatal field is broad, and there’s so much that people don’t know about these nurses who work hard to keep critically ill babies alive and well.
What Do Neonatal Nurses Do?
These nurses work in nurseries to ensure that newborn babies who are ill are stable and monitored. Neonatal nurses train to provide neonatal resuscitation if necessary. Still, their primary responsibilities are to perform typical nursing duties, test newborns’ cognitive skills, and help mothers during and after the birth of their child.
Depending on the severity of care, neonatal nurses can work with a spectrum of newborns who require different amounts of care, from premature newborns (premies) who are moderately ill to high-risk infants who require incubators, ventilators, surgery, or other types of critical care.
Neonatal nurses can also work in settings other than hospitals, providing in-home care to critically ill infants in communities. However, hospitals are often the most common setting.
Neonatal nurses is a diverse field with several opportunities for nurses to learn on the job. Read on to learn facts about neonatal nurses you didn’t know about.
Not All Neonatal Nurses Work in the NICU
Neonatal nurses can work in the neonatal intensive care unit (NICU), but they also care for healthy babies.
Different levels of neonatal nursing exist. Level III, or NICU nursing, is what people usually think of when they think of neonatal nursing. These nurses work with critically ill newborns with congenital problems or who are extremely premature, and they specialize in working with premature babies.
Level II nurses work in special care nurseries for babies born at 32 weeks gestation who are moderately ill or have returned from the NICU and need additional care. Level I nurses care for healthy babies born at 35 to 37 weeks gestation and care for these newborns as needed.
Although these levels play a different role, all neonatal nurses are crucial in assisting newborns during their pivotal first moments.
Neonatal Nurses Care for Babies as Tiny as Two Pounds
Premies that arrive at the NICU can be as low as two to three pounds, with extremely premature babies (micropremies) weighing less than 1.75 pounds.
Although any baby born before the 37th week of pregnancy is considered premature, the earlier a baby is born, the more susceptible they are to infection and other illnesses since their organs aren’t fully developed yet.
NICU nurses use special equipment to keep newborns alive and ensure their patients are healthy enough to be released. NICU newborns also receive on-the-clock care from bedside nurses and other specialists to check out what happens with each infant.
These nurses also work closely with the parents of premies to reassure them of any concerns and update them on their child’s health.
NICU Cares for More Than Just Premature Babies
One of the most common reasons a baby is in the NICU is prematurity, but there are other reasons why babies— including full-term ones— can be admitted to the NICU.
Some reasons why newborns require NICU assistance can be conditions of the heart and lungs, such as an abnormal breathing pattern, slow heart rate, or respiratory distress syndrome.
Infections pose a severe risk to infants, including sepsis, bacterial meningitis, and diseases transmitted from the mother. These can endanger newborns who are already vulnerable to the outside world. Illnesses such as anemia, feeding problems, hypoglycemia, and withdrawal from alcohol or narcotics are also life-threatening dangers to a baby’s health that require NICU support.
The nursing field is expansive, with opportunities to work in various settings, including hospitals, clinics, elementary and high schools, colleges/universities, etc. Nurses can work in many settings, and there are numerous opportunities to advance their careers through degree advancement. One option that many nurses pursue is a Master of Science (MSN) in nursing. Continue reading to learn more about the different MSN degrees and tips on choosing the best option.
Different Types of MSN Degrees
Nurses can pursue several different MSN degrees based on their passion and long-term goals. Here’s a quick summary of six MSN programs for nurses.
Nurse Educator
A nurse educator is a nurse with an advanced degree who works for a college or university teaching nurses at all levels, including LPN, BSN, MSN, and doctoral programs. While there is an MSN in nursing education, it is important to note that many advanced practice nurses, including nurse practitioners and clinical nurse specialists, can also teach at the college and university level.
Clinical Nurse Specialist (CNS)
Clinical nurse specialists are advanced practice providers who can assess, diagnose, and treat patients in a specific population and care for patients with acute and chronic diagnoses. They are also educators and can hold leadership roles.
The scope of practice for a CNS varies from state to state, and they are not utilized equally in all states.
Nurse Practitioner (NP)
Nurse practitioners are advanced practice nurses whose primary role is to assess, diagnose, and treat their patients, including prescribing medications as needed. It is important to note that each state determines the scope of practice for the NP, which includes whether they can practice entirely autonomously or must work under the supervision of a physician.
There are multiple NP degrees to choose from, such as pediatric acute care, psychiatric mental health, family practice, adult gerontology, and the list goes on. Before applying to an MSN program, you must know which NP specialty you want to pursue.
Besides providing direct patient care, NPs can teach and work in leadership roles.
Certified Registered Nurse Anesthetist (CRNA)
A CRNA is an advanced practice nurse who cares for patients before, during, and immediately after surgery by closely monitoring and administering anesthesia and other medications. In addition to caring for patients during surgery, they also perform epidurals and assist patients during minor procedures to help manage their pain.
Nurse Midwife
Nurse midwives are advanced practice nurses specializing in women’s reproductive health and childbirth. They care for women during pregnancy, childbirth, and the postpartum period, provide family planning services, provide primary care for individuals from adolescence throughout the lifespan, and care for healthy newborns during the first 28 days of life.
Nurse midwives can practice in all 50 states, but each state determines their scope of practice.
Nurse Leader
A nurse with an MSN in leadership has received specific education to develop further leadership skills, including strategic thinking, evaluating complex problems using evidence-based practice, and working towards achieving organizational and systemwide goals.
It is important to note that advanced practice nurses like CNS and NP often work in advanced leadership roles.
How to Choose Which MSN Degree is Right for You
So, how do you choose which program is right for you? Some people know their goal as a nurse before starting their BSN program, while others figure it out along the way.
Regardless, I recommend you gain at least one year of experience as a nurse. This allows you to get more comfortable with your role and dig deeper into what you enjoy about nursing and what you may want to change.
List what you like about nursing and where you see yourself in two years, five years, and ten years. For example, is providing direct patient care a big passion of yours? If yes, pursuing a job as a nurse practitioner may be your goal. Do you want to continue to work in a hospital setting, which may lead to a job as an acute care NP or CRNA? Or are you looking at transitioning into a clinic or office setting as a nurse leader or educator? Do you see yourself leaving direct patient care?
How to Complete Your MSN
Now that you have decided to pursue your MSN, what are the next steps? Below, I have provided eight steps to lead you to your new career!
Graduate from an accredited BSN program and obtain RN licensure
I recommend gaining at least one year of experience as a nurse before applying to MSN programs.
Research MSN programs and determine which one is the best fit for your career goals.
Once you have chosen the MSN degree you want to pursue, ensure you complete all prerequisites before applying.
Complete the application for the MSN program selected.
Receive acceptance letter and start MSN program.
Graduate from an accredited MSN program and pass board certification if applicable.
Enjoy your new career!
Nursing is a wonderful career path as it offers much room for advancement and growth. Are you ready to take the next step in your nursing career?
Minority nurses are uniquely positioned to leverage their influence to help combat racial disparities in the healthcare industry. As climate change increasingly and disproportionately affects people of color, empowering minority nurses through environmental health education is becoming imperative.
Through educational initiatives, minority nurses can help counter environmental racism and its associated adverse health outcomes. In this article, we’ll examine racial disparities in climate change, why environmental education is important, and how minority nurses can take action to affect greater change.
Disparities in the Impact of Climate Change
Numerous studies and research on racial disparities have made it evident that climate change disproportionately affects people who suffer from socioeconomic inequalities.
Air pollution poses the most significant threat to children of all races, but it’s particularly problematic for racial and ethnic groups in poor communities who face higher exposure to pollutants. Children in these communities are at higher risk because they’re lower to the ground and thus more likely to breathe the toxic air that stays close to the Earth’s surface. Babies are also at higher risk because they have weaker immune systems and need clean air to develop and grow in a healthy way.
As a whole, 75% of African American people are more likely than white people to live in communities with higher odor traffic, carbon emissions, and other harmful pollutants, which can cause numerous health problems, including asthma and cardiovascular disease.
Ocean acidification is also an issue due to increased CO2 levels, disproportionately affecting indigenous coastal communities whose diets rely on seafood. An increase in natural disasters as a result of climate change also has a more significant effect on minorities in lower-income communities due to fewer resources and inadequate infrastructure.
Recent reports from the EPA have also shown that Black people are 40% more likely to suffer higher mortality rates due to living in places that are more affected by extreme temperatures driven by climate change. The study also analyzed various American cities, revealing that Black people are 41-59% more likely to die due to poor air quality.
Education Is Key to Environmental Stewardship for Minority Nurses
As climate change worsens, incorporating environmental awareness in nursing education will be vital to improving minority patient care and community outcomes. Minority nurses play an essential part in representing and speaking for these communities, so they must educate themselves to ensure they’re empowered to serve their community through diverse healthcare initiatives.
Many nursing programs already recognize the need to increase environmental health literacy to empower future nurses and improve public health outcomes. Nurses are in a powerful position to act as environmental stewards to help reduce the healthcare industry’s carbon footprint and improve patient care for minority communities disproportionately affected by climate change.
Though only 16.8% of the RN workforce is from minority backgrounds, many voices still have the power to push for change, especially if they’re more educated on environmental issues and how they affect minority health outcomes.
Education on environmental laws is paramount, as these can affect how medical facilities are run and impact patient outcomes. For example, the Clean Air Act (CAA) regulates air emissions in healthcare facilities, and the Clean Water Act (CWA) regulates the discharge of pollutants into local bodies of water.
Nurses must ensure that these laws are being followed, especially in minority communities that are already disproportionately affected by pollution and air and water quality.
How Minority Nurses Can Take Action
Healthcare doesn’t happen in a vacuum. When engaging with patients, nurses should consider additional factors that could affect their health, such as their race and where they live. Minority nurses, in particular, can advocate for patients of color, especially if white practitioners overlook the disparities they face.
This is the intersection of nursing and justice. Nurses and even other healthcare professionals are responsible for educating themselves and understanding how various factors can heavily impact communities.
Nurses must proactively educate themselves and raise awareness to promote a more culturally responsive healthcare system. Likewise, educators must promote environmental awareness and understanding of racial disparities by expanding learning opportunities, recruiting support for more diverse nurses, and strengthening diversification in health education programs.
However, minority nurses can also act by joining organizations like Health Care Without Harm and the Alliance of Nurses for Healthy Environments. Many local communities also offer sustainability and public health advocacy groups that provide numerous resources and opportunities for continuing education. Joining these groups and organizations can help minority nurses become better advocates in their communities and practices.
Final Thoughts
As a minority nurse, it is important to seek opportunities to improve patient outcomes. This includes asking patients about the disparities they may be facing and listening to what they have to say. Nurses should also be aware of culturally insensitive workplace practices so they can speak up if something happens.
Getting involved in advocacy groups and supportive organizations helps, but a critical part of enacting change is being proactive in the workplace to address racial disparities as they occur. This obligation applies not just to minority nurses but to all practitioners who recognize when a patient is being affected or mistreated.
