In this time of increasing focus on efforts around diversity, equity, and inclusion, creating a more diverse nursing and healthcare workforce is a goal that many would agree is worth pursuing.
A more diverse workforce positively manifests for all parties involved, whether doctors, nurse practitioners, nurses, or other healthcare professionals. However, barriers to inclusion and diversity within the doctorally prepared nursing workforce are a challenge that some are beginning to address.
Advancing Equity in Nursing Education
Dr. Danielle McCamey, DNP, ACNP-BC, FCCP, is an expert critical care advanced practice clinician and the Assistant Dean for Strategic Partnerships at the Johns Hopkins School of Nursing. She is also the founder and CEO of DNPs of Color, an advocacy organization with a mission of inspiring more people of color to pursue advanced nursing education, particularly the Doctorate of Nursing Practice. In this regard, networking, advocacy, and mentorship are pillars of Dr. McCamey’s efforts to diversify the nursing workforce.
In terms of the representation of people of color in nursing, Dr. McCamey states, “We are not well-represented, as the literature shows, but we are much needed in order to close inequity gaps and advance health equity.”
And in the realm of the recruitment of people of color into the nursing profession, Dr. McCamey sees a path forward.
“We have to restructure our efforts so that we begin exposing the nursing profession early and consistently [to young people]. We must also remove financial and other barriers to access to nursing education, whether in the form of standardized tests or ensuring that we keep all pathways into nursing available, including CNA, LPN, ADN, and beyond.”
Expanding on the issue of nursing education, Dr. McCamey shares, “Honestly, nursing education needs to be free, and schools like Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs) need to be given more funding resources and other administrative support to be able to accommodate more students of color.”
Filling the pipeline of the nursing educational system is key to keeping the nursing workforce robust and well-populated. Yet, we also must be certain that diverse cohorts of talented and dedicated individuals can visualize an avenue to fulfill their educational and career goals, including at the doctoral level.
Patients and Quality of Care
A diverse nursing workforce benefits both patients and healthcare workers alike. When it comes to quality improvement in patient care delivery and the experience of healthcare professionals, an article in the New England Journal of Medicine states, “Lack of workforce diversity has detrimental effects on patient outcomes, access to care, and patient trust, as well as on workplace experiences and employee retention.”
No matter how we break this issue down, increasing diversity has qualitatively and quantitatively positive benefits that are well worth the effort of undertaking such initiatives.
Studies of a concept referred to as “race concordance” or “race congruence” have shown that patients like to be cared for by providers and staff who look like them. As noted in an analysis published on the National Library of Medicine website, “Research suggests that race concordance between patients and providers is associated with positive outcomes such as higher levels of perceived patient satisfaction of care, quality of healthcare, and more trust in their provider.”
Improved outcomes are certainly something everyone working in healthcare can get behind, and when we have a highly trained and diverse workforce, reaching patients where they are with providers who look like them and understand their lives is astronomically beneficial.
A Vision for the Doctoral Nursing Degree Path
When discussing people of color pursuing advanced nursing degrees, including the PhD and DNP paths, Dr. McCamey states, “Exclusionary practices and gatekeeping within nursing along with lack of mentorship have often stood in the way.”
Dr. McCamey mentors many up-and-coming nurses entering the doctoral field, and she understands the power of those relationships based on her lived experience.
She continues, “From my personal experience, mentorship was key to understanding some of the rules of the game and navigating certain spaces, as well as advocating for resources to contribute to my success and advancement in the profession. Having an affinity with those who’ve gone before is crucial.”
In terms of doctoral education, Dr. McCamey states, “Historically, PhD-level nurses are those that generate new nursing knowledge and science, while DNPs generally translate that science into clinical practice. However, we also see more DNPs pursuing nursing science and research.”
For nurses who wish to pursue a doctoral-level education but are uncertain about the choice between a PhD and a DNP, Dr. McCamey shares her clear opinion:
“I am biased towards the DNP because it has made doctoral studies more accessible, specifically for nurses of color. Unlike a PhD track, the more flexible DNP curricula allow students to engage in other life obligations while also going to school.” She continues, “For many of us, this flexibility is vital since we support our families and communities, whether financially or in caregiver roles.”
Dr. McCamey states to attract more nurses of color into doctoral studies, “I would like to see more consistent branding and marketing of the valuable contributions DNP-prepared nurses bring to nursing practice. I also want to see more nurses who reflect the diverse communities that we serve.”
Temitope (Temi) Oseromi, MSN, RN, CCRN-K, has been serving as the nurse manager of Greater Baltimore Medical Center (GBMC) HealthCare’s Intensive Care Units—the Medical Intensive Care Unit (MICU) and the Surgical Intensive Care Unit (SICU) since 2022.
Oseromi is responsible for managing two units and was given the additional task of rebuilding the MICU.
During the COVID-19 pandemic, frontline medical staff, particularly those working in Intensive Care Units, experienced significant stress, uncertainty, and burnout. Only three nurses remained on the unit.
Despite the challenges, Oseromi, through her stability, innovation, and compassion, transformed the culture and atmosphere of the unit within just 12 months. By fostering a shared governance mindset and building trust among the teams, she empowered nurse leaders to take charge.
With 20 years of experience in critical care, neuro, orthopedic neuro, and emergency department roles, Oseromi has demonstrated her nursing leadership skills and ability to mentor novice leaders while consistently raising the standard of excellence for her clinicians. These qualities reflect her integrity, competence, and commitment to nursing.
Oseromi’s remarkable contributions to the nursing field have been recognized in the prestigious Champions of Nursing Diversity Series 2024. This series is a platform that highlights healthcare leaders who are driving substantial changes in the nursing field within their organizations. Oseromi’s inclusion in this series is a testament to her impactful work and leadership in promoting diversity and inclusion in nursing.
Meet Temitope (Temi) Oseromi, MSN, RN, CCRN-K, nurse manager of GBMC HealthCare’s Intensive Care Units—Medical Intensive Care Unit (MICU) and Surgical Intensive Care Unit (SICU).
What is your title, and where do you work?
I’m the nurse manager of the Medical and Surgical Intensive Care Units at Greater Baltimore Medical Center in Baltimore, MD.
Talk about your role in nursing.
As a nurse manager, I am responsible for the unit’s overall operational needs, which include, but are not limited to, interviewing, hiring, performance management, patient safety/patient care initiatives, overall team engagement, patient experience initiatives, process improvement projects, and all other business-related needs.
How long have you worked in the nursing field?
20 years
Why did you become a nurse?
I have always been interested in caring for people, interacting with them, and seeing them get better in whatever situation they may be in. I knew I wanted to be in the medical field. Still, I wasn’t sure of the specifics until I worked at an assisted living facility. There, I had the opportunity to interact with elderly residents and quickly identified nursing as my calling.
What are the most essential attributes of today’s nursing leaders?
Servant leaders, great listeners, an ability to give and receive feedback, problem solvers, and being approachable.
What does being a nursing leader mean to you?
Being a nurse leader means removing barriers for my teams so they can effectively and efficiently care for patients and supporting my team professionally and personally. It also means growing the nursing teams into excellent clinicians, ensuring patient care is delivered safely utilizing best practices and advocating for my teams at different off-unit forums.
What are you most proud of?
I am most proud of the growth in our nursing workforce in the Medical and Surgical ICUs at GBMC. We continue to groom our teams and mentor frontline and formal unit leaders. Both ICUs have collaborated well, even in different locations within the organization. Both charge nurses check in on each other, provide support for each other, and coordinate staffing flow together. This was not the practice a few years ago.
Tell us about your career path and how you ascended to that role.
I graduated from nursing school and assumed a new grad role at a local hospital in an Orthopedic Neuro Medical Surgical Unit. I stayed for a few years and transitioned to work at a Neuro Critical Care Unit. After a few years as a neuro-critical care RN, I decided to work in the emergency department, which was an eye-opener as it differed from the inpatient care workflow. After the ED, I transitioned to a staff nurse position at Greater Baltimore Medical Center, where I was promoted to clinical care coordinator. Some time passed, and I was promoted to the role of nurse manager of a Medical Surgical Telemetry unit. I served in the role for about four years, after which I was promoted to nurse manager of the MICU, SICU, and Central Monitor Station.
What is the most significant challenge facing nursing today?
Staffing continues to be a constant challenge in nursing today. More and more nurses are needed, given that the population is getting sicker and younger.
As a nursing leader, how are you working to overcome this challenge?
We continue to work to onboard the best talent to join our teams, and we have initiatives to retain that talent within the organization.
What nursing leader inspires you the most and why?
Our Chief Nursing Officer, Angie Feurer, because she is personable, insightful, intuitive, asks the right questions, and is always curious. She is a problem solver who loves connecting with her teams and likes to hear from the frontline.
What inspirational message would you like to share with the next generation of nurses?
Keep up the great work. Although nursing school may be busy, nursing is a rewarding profession. Once you graduate nursing school, be open to opportunities that may come your way. Do not close any doors, as nursing consists of many areas you can dive into. Explore, experiment, and be curious. Proceed to advance your nursing education and continue to inspire others.
Robin Geiger, DNP, MSN, APRN, NP-C, FNP-BC, NEA-BC, is an accomplished, results-driven, board-certified nurse executive with over 20 years of hands-on clinical leadership experience. Dr. Geiger’s professional focus is on health equity and clinician advocacy. Through the ACT (Advocacy, Career, Tools) program for all clinicians within the Ingenovis Health brands, Dr. Geiger aims to increase resilience for healthcare providers, improve quality care, and create solid support systems. With a long-standing history of assembling impactful and forward-thinking teams emphasizing improving healthcare quality and increasing patient safety, Dr. Geiger’s vast experience includes accreditation and developing policies to support foundational programs through assessment and data analysis.
She previously served as associate dean of academic affairs for the National University School of Health Professions and focused on strategic planning, clinical program development, and academic operations.
Dr. Geiger is an important nursing leader, and Minority Nurse is pleased to profile her as part of the Champions of Nursing Diversity Series. The series highlights healthcare leaders who are prominent figures in their organizations and are making transformational impacts in nursing.
Meet Dr. Robin Geiger, senior vice president of clinician advocacy of Ingenovis Health.
Talk about your role in nursing.
As senior vice president of clinician advocacy for Ingenovis Health, I’m pleased to lead our ACT program, which is focused on clinician well-being, resilience, and support. I hold board certification as a nurse executive advanced (NEA-BC) and chair our Chief Nurse Advisory Board, an interdisciplinary advisory group focused on creating solutions for current frontline clinician challenges.
I support the nursing community as much as possible. I serve as an editor-in-chief for a medical publishing company, focusing on nurse practitioner certification and nursing ethics. I also remain current in clinical experience as a board-certified family nurse practitioner (FNP) and cofounder of an NP-owned concierge practice in North Florida.
How long have you worked in the nursing field?
I’m surprised to say that I have been working in this field for more than 23 years!
Why did you become a nurse?
My interest in nursing peaked at an early age. I would hear stories about my grandmother, who was a nurse midwife, stories of how she helped others heal, and stories of the need that would always exist for people to receive healthcare. I would stare at her nursing picture, in which she wore a white dress and cap. She was my earliest influence in nursing; she looked like me and was someone I could relate to.
I started with the goal of becoming a certified nursing assistant (CNA). I wanted to handle the humble and respectful connection of bedside care. I immediately loved it! It was important to me to be there for some nursing home patients with little to no family and support them in accomplishing daily tasks. I knew I could grow in nursing and pushed myself to do more.
What are the most important attributes of today’s nursing leaders?
Today’s critical attributes for nurse leaders should incorporate an empathetic, resourceful, and advocacy approach. Considering the social climate when engaging new and existing nurses is essential. External factors to keep in the forefront include mental health and bandwidth, which stem from work-life balance, something I like to refer to as a “work-life blend” when assigning and delivering care and being supportive means including flexible options for staffing that align with a nurse’s history and respect for years of service, as well as physical, social, and emotional support.
What does being a nursing leader mean to you, and what are you most proud of?
Being a nurse leader means factoring in previous personal experiences of my own and those around me. An excellent example would be the formation of Ingenovis Health’s interdisciplinary Chief Nurse Advisory Board (CNAB). Solid decisions involve a multidisciplinary approach to healthcare strategy and design. Multidisciplinary teams provide a more global lens of how decisions impact all, from the social worker to the clinician and all the people who serve the patient.
I am proud to give back to the community by cofounding a concierge health clinic for the under-served population, creating MSN and DNP programs that consider the working nurse, and developing a clinician well-being program to encourage improved work-life blend and foster resilience – the ACT program.
Tell us about your career path and how you ascended to that role.
I’ve touched almost every area of nursing through lived experience, either as faculty, clinician, or leader. My life in nursing began first as an intensive care unit (ICU) nurse, followed by staffing various ICUs, ER, and OR at a level-one trauma hospital. I became a family nurse practitioner in multiple areas, including as an RN, first assisting in plastics, orthopedics, and general surgery. I have always mentored nurses along the way, and opportunities to serve as lead faculty, director, and associate dean in academia provided me ample opportunity to do so. I received my most impactful leadership training at the Veterans Health Administration. My career has included national leadership roles as VP of clinical care at a non-profit organization and later as co-owner/ CEO of a concierge clinic. My current role as senior vice president of clinician advocacy for Ingenovis Health allows me to combine my previous experience to support all clinicians – I enjoy what I do!
What is the most significant challenge facing nursing today?
Recognizing the importance of self-care is always challenging for nurses. I’m also guilty of this from time to time. Nurses are natural givers, and we often neglect the importance of reflecting on challenges, trauma, and the losses we experience. We provide our best care when we reflect on our experiences and learn from them. Covid was challenging, but we didn’t experience initial trauma and burnout with the pandemic. Nurses are strong – we have constantly been challenged. I’m glad we are now focusing on better health for the nurse, something we have needed for quite some time.
As a nursing leader, how are you working to overcome this challenge?
I’m working daily to be an example of incorporating self-care and eliminating stress. Ingenovis Health supports the ability to grow support and enhance the lives of frontline clinicians through the ACT program. I’m proud to lead this program, which is focused on providing a voice of advocacy, career pathing/ support, and tools to foster better mental and physical health. I think of the program as an ongoing conditioning and strengthening program to ensure our clinicians are prepared to lend their best selves to caring in various areas within healthcare.
What nursing leader inspires you the most and why?
Dr. Hollier is one of the many nursing leaders that inspires me. I found her certification guidelines and manuals amazingly insightful and well-written from a practical point of view. She inspires my entrepreneurial spirit to create better ways of accomplishing milestones and mentoring others to greatness.
What inspirational message would you like to share with the next generation of nurses?
We are all capable of more. You’ll receive a new challenge when you think you’re comfortable and have it figured out. Grow from each challenge by adding it to your toolbox. You’ll soon have a nice box of tools/experiences to reach for and share with other nurses.
Allowing yourself to grow through mentorship will open ideas and create lifelong connections you didn’t know you needed. Participate in shared governance and nursing associations to strengthen the profession and lend your voice and support.
Finally, consider that one day, we will all become patients. You are influencing the future care for your family and yourself. Thinking this way is powerful; this forward-thinking always leads to positive and motivating actions.
Is there anything else you’d like to share with our readers?
There’s a personal quote I often use, “Everything revolves around the need to receive and deliver education.” This doesn’t apply to academia as it might seem but to life in general. Nurses are lifelong learners. We don’t teach emotional and social learning in every education program, but to continue shaping this profession, we must learn how and when to share our stories to inspire others. Editors Note: This month, Minority Nurse proudly shines a spotlight on the significance of DEI in nursing and honors the remarkable Champions of Nursing Diversity. These individuals are not just leaders but beacons of inspiration, guiding us toward a more diverse and inclusive future in healthcare. In 2023, we introduced the Champion of Diversity series, showcasing healthcare leaders driving positive change within their organizations and the nursing profession. In this edition, we applaud the top three profiles from this series. Nursing Diversity Champions embody a steadfast dedication to diversity and inclusion within accredited nursing programs and healthcare facilities throughout the United States. We commend their tireless efforts and unwavering commitment to these vital initiatives. Moving forward, we must not just prioritize, but champion DEI in nursing. This is not merely a call to action but a shared responsibility, a commitment to shape a more equitable and compassionate healthcare system for all. Let us not become complacent, but rather, let us be the catalysts for change.
Cara Lunsford is the VP of Community at Nurse.com, fostering a community where nurses can find peer support, allies, professional opportunities, resources, and education. She’s also the host of Nurse.com’s NurseDot Podcast and a member of the LGBTQ+ community, highlighting a variety of voices within the nursing industry while also speaking to her personal experiences as an RN and founder of HOLLIBLU, a social networking app exclusively for nurses (acquired by Nurse.com in 2022).
Lunsford is an important nursing leader, and Minority Nurse is pleased to profile her as part of the Champions of Nursing Diversity Series. The series highlights healthcare leaders who are prominent figures in their organizations and are making transformational impacts in nursing.
Meet Cara Lunsford, RN, CPHON, VP of Community at Nurse.com.
Talk about your role in nursing.
Beginning my career in pediatric oncology, I witnessed firsthand the effects such a stressful job can have on a nurse. I observed my peers experience burnout and abuse daily. I heard their stories of adversity, trauma, and hope and joy. With my fellow nurses at Children’s Hospital Los Angeles (CHLA), we started the first Supportive Care Committee to ensure nurses had an environment available to help cope with job stress. However, there remained a greater need for resources like this committee at every hospital and for nurses throughout healthcare sectors to improve retention and recruiting.
Realizing the broader need for a safe and supportive community and the potential technology had to solve this issue, I had the idea to found HOLLIBLU, the first social media network for nurses. The app was designed to provide peer support, professional advice, and connections with other nurses. In 2022, HOLLIBLU was acquired by Nurse.com, where I was brought on as vice president of the community to oversee the Nurse.com app platform.
To continue amplifying voices within the nursing community, we launched the NurseDot Podcast late last year. I sit down with my nursing peers to discuss their stories, industry trends, and professional growth advice.
How long have you worked in the nursing field?
I have been in nursing for over 15 years, working in the acute setting as a pediatric oncology, home health, and home infusion nurse. Throughout the past five years, I have used my clinical knowledge as a registered nurse (RN) to take on an entrepreneurial role, delivering technology solutions to my fellow nurses to help with everyday challenges. Most recently, I have been using my voice and platform in the nursing space to elevate other nurses, fostering a supportive community for nurses of all specialties and settings.
Why did you become a nurse?
I started my career as a nurse in pediatric oncology back in 2008 at CHLA. Before that, I worked as an American Sign Language interpreter at Cal State Northridge, where I discovered my interest in oncology. For two consecutive semesters, I interpreted the Biology of Cancer class, and as I was listening and interpreting, I became more interested in oncology and the nursing profession in general. Ultimately, I was so intrigued that I was motivated to embark on a career in nursing. From there, I went to Los Angeles County College of Nursing and Allied Health, where I received an Associate of Science degree and became an RN.
What are the most important attributes of today’s nursing leaders?
Successful nurses and nursing leaders are empathetic, drawing from personal experiences and truly listening to others from different backgrounds. Having navigated the healthcare system as a queer family put me in the patient’s shoes rather than the clinician’s, with which I was very familiar. My wife and I had a child with two HIV+ gay men, and we all continue to co-parent together. To have our son, we had to meet with multiple IVF clinics and experienced professionals who were either unfamiliar with our family situation or had stigmas around HIV and LGBTQIA+ healthcare issues. I understand what it is like to be rejected from care because of the stigma around your sexuality and hurtful preconceived notions. As a queer nurse, I need to share my experiences with patients and fellow nurses to create a better care environment for everyone and foster the best possible results for all patients, regardless of background.
With this experience as a patient, I can relate to the struggles my patients are going through. Similarly, as a nursing leader, I understand the struggles of my peers. This knowledge allowed me to create an app to support nurses best and care for their needs. To care for patients you do not know, sometimes nurses must put their own mental health and personal life on the back burner, requiring nurses to be extremely caring and understanding. While this means caring for patients of all backgrounds, it also means putting yourself in their shoes.
What does being a nursing leader mean to you, and what are you most proud of?
It’s important to acknowledge that nurse leadership brings tremendous responsibility. Nurses have faced unprecedented challenges in the past few years, resulting in a staffing crisis. The solutions nurses seek will require that people across healthcare get aligned on the reasons behind this crisis. Nurse leaders are being called to use their voices and platforms to ensure these messages reach the decision-makers within this industry. I had spent most of my career being the squeaky wheel, speaking up even when it was unpopular. I have taken huge personal and professional risks to create a safe space for nurses and bring awareness to their challenges. But with risk came great reward. Nurse.com believed in my mission and vision. In March 2022, they acquired my company, brought our small but mighty team into the Nurse.com family, and are helping us to continue our mission of providing a vibrant community where nurses thrive.
Tell us about your career path and how you ascended to that role.
After years of nursing and founding HOLLIBLU, I was drawn to Nurse.com given its 30+ year legacy. The biggest thing that pushed me to collaborate with the company was its mission, which completely aligned with mine. Nurse.com aims to improve the lives of the most vulnerable members of society and those who care for them. As a nurse, this resonated with me deeply. It is a company I wanted to associate myself with and help build toward this mission by including the app I was so passionate about creating.
What is the most significant challenge facing nursing today?
Following the COVID-19 pandemic, the broader public became abruptly aware of nurses’ important role in the healthcare system and their daily challenges. In this post-pandemic world, with severe nursing shortages putting increased pressure on healthcare staff, nurse burnout and professional stress are incredibly high, not to mention the grief and trauma that comes from caring for patients.
As a nursing leader, how are you working to overcome this challenge?
Nurses need resources and support to equip them with the skills to deliver better care. The last few years have proven that nursing is one of our society’s most demanding and crucial jobs, so we must do something about it. It is vital to provide nurses with adequate resources and a supportive community to deal with burnout and improve their mental health. Nurses need accessible and practical training to help them advance in their careers and targeted job postings to help them find the best roles that fit their interests and experience. At Nurse.com, we put nurses’ needs first, providing them with a community of peers, reading materials, continuing education courses, and the ability to take control of their career paths.
What nursing leader inspires you the most and why?
A few nurse leaders come to mind, but I would start with Rebecca Love. Rebecca has been working to empower and elevate the nurse profession, whether it’s through grassroots initiatives, like founding the non-profit SONSIEL (Society of Nurse Scientists, Innovators, Educators, and Leaders) or giving TED Talks about how nurses can drive healthcare innovation. Most recently, Rebecca has set her sights on a significant issue: the insurance reimbursement of nursing services. The Commission for Nurse Reimbursement explores the history of how the rates of nursing services were once set by the nurses themselves and how changes made over 100 years ago have resulted in nurses now being a cost instead of a benefit to hospitals.
What inspirational message would you like to share with the next generation of nurses?
Nursing is a marathon and not a sprint. If you want to work in this profession for decades, it is important to prioritize your personal needs, practice professional boundaries, and know when to say “no” or “not right now.” Remember that you are human first. Practicing awareness will help you identify when to change, so don’t be afraid to leave your comfort zone and try something new.
Editors Note: This month, Minority Nurse proudly shines a spotlight on the significance of DEI in nursing and honors the remarkable Champions of Nursing Diversity. These individuals are not just leaders but beacons of inspiration, guiding us toward a more diverse and inclusive future in healthcare. In 2023, we introduced the Champion of Diversity series, showcasing healthcare leaders driving positive change within their organizations and the nursing profession. In this edition, we applaud the top three profiles from this series. Nursing Diversity Champions embody a steadfast dedication to diversity and inclusion within accredited nursing programs and healthcare facilities throughout the United States. We commend their tireless efforts and unwavering commitment to these vital initiatives. Moving forward, we must not just prioritize, but champion DEI in nursing. This is not merely a call to action but a shared responsibility, a commitment to shape a more equitable and compassionate healthcare system for all. Let us not become complacent, but rather, let us be the catalysts for change.
Exhorting nursing staff and leadership to pay attention to the need for diversity, equity, and inclusion (DEI) is all well and good, but how do you put into practice ways and methods that make DEI a reality?
“It all starts with self-reflection,” according to Danielle McCamey, DNP, ACNP-BC, FCCP, assistant dean of strategic partnerships at the Johns Hopkins School of Nursing in Baltimore. “We have to truly take an honest inventory of where we are on our respective journeys and where our biases show up in our practices.” McCamey is the founder/CEO of DNPs of Color, an initiative to create and nurture a community of doctor of nursing practice (DNP)-prepared nurses of color.
Having gained that awareness and accepting that you will make mistakes, educate yourself and step outside your comfort zone, she says. “Take inventory of what your circle of friends’influence looks like. Do they represent diverse perspectives and voices? What positions of power and privilege do you hold, and how do you take up space for yourself? How do you show up and advocate for others who may not share the same level of privilege?”
Most important, she notes, is to, “Take action. Utilize your skills, knowledge, and position. If you see something isn’t right, say something. You might save a life in that moment or give someone the gift of recognizing their areas of growth to do better.”
Nurse leaders, she notes, can work to implement DEI policies by including different voices and perspectives at the table to speak on policies. “The more buy-in you have on different levels, the more people will feel included and engaged, and they will work to ensure that DEI culture and policies achieve their intended goals.”
Nurse leaders can advance DEI in various ways, according to Margaret Rosenzweig, PhD, CRNP-C, AOCNP, FAAN, distinguished service professor of nursing and professor of medicine at the University of Pittsburgh School of Nursing. They include:
Ensuring that the vision for DEI is shared and active.
Educating staff and colleagues on how to address bias and promote DEI.
Create events and space for hospital staff to work with the community in assessing needs and promoting health.
According to Crystal Beckford, chief nursing officer (CNO), recruitment and retention of a diverse nursing workforce are key to DEI efforts at Luminis Health Doctors Community Medical Center in Lanham, Maryland. Some 83% of the nursing staff is now diverse.
“We’ve made a concentrated effort to speak, teach, coach, and mentor at area nursing schools, historically black colleges and universities, and community colleges,” notes Beckford. “Our efforts include offering internship opportunities for students that hopefully lead to future employment.”
She notes that this year, she worked closely with the Maryland Hospital Association, nursing leaders, and state lawmakers to pass legislation to create a Pathway to Nursing Pilot Program.Across several pilot sites at community colleges, the program will provide support services to Licensed Practical Nurses (LPNs) to lower attrition rates, increase the number of LPNs and potentially the number of Registered Nurses, and advance educational partnerships with local health systems, according to Beckford.
In addition, Beckford notes that monthly “Coming To The Table” sessions provide a platform for candid conversations that celebrate diversity and encourage mutual understanding. Moreover, the hospital fosters belonging and professional development through several Business Resource Groups (BRGs), with the African American BRG being the largest. These groups offer networking, mentorship, and advocacy spaces, empowering employees to thrive in an inclusive environment.
McCamey received the AACN Pioneering Spirit Award in May, at the National Teaching Institute & Critical Care Exposition.
Blake Lynch, aka Nurse Blake, loves caring for and helping patients and caring for and helping fellow nurses. As a popular nursing influencer, internationally touring comedian, healthcare advocate, and keynote speaker, Nurse Blake uses humor to bring nurses together. Working in trauma centers around the country, Nurse Blake started posting original comedy videos aimed at his profession to cope with the stress of his nursing job. His lighthearted videos connect with nurses, nursing students, and healthcare workers worldwide, and he entertains almost 4M followers on social media while lifting healthcare workers across the globe.
But Nurse Blake is about more than comedy.
He always wanted to be a nurse. He started working in healthcare as a patient transporter at age 17 and graduated with a BSN from UCF in Orlando, Florida, in 2014.
Advocacy has always been a part of Nurse Blake’s life. During nursing school, he was the President of the Florida Nursing Student Association, and in 2013, he started Banned4Life to end the permanent FDA gay blood ban. This ultimately contributed to the lifetime ban being lifted in 2015.
Now, Nurse Blake uses his online content and comedy shows to advocate for underpaid healthcare workers.
He’s also the creator of NurseCon at Sea, one of the largest and most popular nursing conferences; creator of the NurseCon App, which provides free continuing nursing education courses; and author of the #1 best-selling children’s book “I Want To Be A Nurse When I Grow Up.” In the book, Blake learns that to be just like the nurse from his favorite TV medical drama, that it won’t be easy, but if he puts his mind to it, he can become a great nurse.
Nurse Blake is an important nursing leader, and Minority Nurse is pleased to profile him as part of the Champions of Nursing Diversity Series. The series highlights healthcare leaders who are prominent figures in their organizations and are making transformational impacts in nursing.
Meet Nurse Blake, a nurse, creator, internationally touring comedian, healthcare advocate, and keynote speaker.
How long have you worked in the nursing field?
I’ve been a nurse for nine years now. I stepped away in early spring 2021.
Why did you become a nurse?
I knew a hot hospice nurse caring for my grandfather, and I’m like, ‘He’s a hot nurse. I want to be a hot nurse.’ (Nurse Blake jokes).
My dad’s a respiratory therapist. He’s worked on the night shift for over 30 years. Growing up, he would tell me the coolest stories about him caring for others. I think that’s what inspired me. I haven’t considered any other profession. I was in the healthcare academy in high school. When I graduated that summer, I was doing prereqs. So, it was a no-brainer for me.
Do you miss being a bedside nurse and getting more content for your shows?
Yes. To some extent, people may call me crazy, but I miss the camaraderie of working in that team environment and patient interactions.
I stay up-to-date with all the evidence-based stuff and what’s going on. I get a lot of feedback from nurses who watch my videos, and we get their stories and stuff. Based on my time as a nurse, I have stories for years and years to come because so much can happen in a 12-hour shift, right? Like so many stories and things that can happen in 12 hours, I’ve had that experience multiplied by a few years, so I have endless content.
What are the most important attributes of today’s nursing leaders?
Equality and inclusiveness. Nursing leaders ensure their staff and their patients are safe. Many leaders care about making the higher-ups happy or just looking at a certain number instead of really caring. It’s truly caring about the patients and their staff. I tell nursing leaders that you should treat your staff the same way you want your staff to treat patients. The lack of bedside staff nurses in those leadership roles is the problem. That’s the huge disconnect.
What does being a nursing leader mean to you, and what are you most proud of?
It would be NurseCon at Sea, the nursing conference I have on a cruise ship. Seeing the nurses have their best lives and feel so safe and just let loose, to having nursing students who are 20 dancing on the dance floor in crazy costumes with a 70-year-old retired nurse. That’s what makes NurseCon at Sea so special. And that’s what makes me the most proud.
What is it like to watch NurseCon at Sea grow to become one of the largest nursing conferences?
It’s cool to see that community grow and thrive. I provide the ship. We have education, but the participants make NurseCon at Sea the feel and vibe that it is.
What is the most significant challenge facing nursing today?
Staffing, staffing, staffing is the number one issue and affects nurses and patients at the end of the day. But it makes me so happy to see nurses going on strike. And record numbers like they are. Big hospital systems are striking like they haven’t seen it in decades.
As a nursing leader, how are you working to overcome this challenge?
It’s just giving them a venue and a community to let loose and forget about the stresses of their job. I tell nurses all the time you’re not going to be perfect. You’re not going to get it all done within 12 hours. You’re not going to do it. Just try to be the best nurse you can be. Knowing you won’t accomplish it all, do your best for your patients.
What nursing leader inspires you the most and why?
It was one of my professors. It was Professor Angela Renton. She was one of my professors in health assessment. I remember how she made me feel to this day. She would start every class and come in and say “Hello, future nurses.” And just by saying “hHello, future nurses,” made us realize we will get through it. And that one day we’re going to be nurses, and that she sees as not being lower than her. We’re all in this learning process together on a learning journey. So she’s someone I think about all the time. She made me feel just so warm and so safe with her. I try to take that energy and feeling into my show and NurseCon at Sea. How do I make people feel? How does the show make people feel? How do the people on this cruise feel?
What do nurses tell you after seeing one of your comedy shows?
That I’ve been following them with a hidden camera because we all go through the same thing. They’re not alone. Some nurses say I considered leaving the profession because I’m so stressed out, and they just really needed this night. What’s so cool about my shows is nurses come in party buses. So they come in groups of like 30 and 40. They make t-shirts and posters, and the energy is unbelievable and wild. And again, even at my shows, you have the younger and more experienced nurses of all ages and backgrounds coming together. And that is just, like, so cool. So I think it’s just relatability. I’m telling my stories, how they happened in my life and my years as a nurse, and seeing what others went through is my most common feedback. Like we’re all missing a bladder scanner. Like we’ve all had the patient that’s pulled their Flexi-Seal™ out.
What inspirational message would you like to share with the next generation of nurses?
Know you have a voice. If there’s ever something you’re passionate about and want to change, do it, because if you don’t, who will?
Editors Note: This month, Minority Nurse proudly shines a spotlight on the significance of DEI in nursing and honors the remarkable Champions of Nursing Diversity. These individuals are not just leaders but beacons of inspiration, guiding us toward a more diverse and inclusive future in healthcare. In 2023, we introduced the Champion of Diversity series, showcasing healthcare leaders driving positive change within their organizations and the nursing profession. In this edition, we applaud the top three profiles from this series. Nursing Diversity Champions embody a steadfast dedication to diversity and inclusion within accredited nursing programs and healthcare facilities throughout the United States. We commend their tireless efforts and unwavering commitment to these vital initiatives. Moving forward, we must not just prioritize, but champion DEI in nursing. This is not merely a call to action but a shared responsibility, a commitment to shape a more equitable and compassionate healthcare system for all. Let us not become complacent, but rather, let us be the catalysts for change.
