Roles in healthcare are challenging. We navigate complex systems, high stress situations, and intersect with people during their most vulnerable moments. The retention of healthcare professionals is a big concern with an impact on patient outcomes and the organization’s finances (e.g., the cost of turnover for one nurse is between $45,000 to $67,000). The impact of discrimination and bias is largely unacknowledged in plans to address workforce turnover. An excellent systematic review by Kyla Woodward and Mayumi Willgerodt PhD, MPH, RN, FAAN, FNASN found very few studies address equity in turnover and retention. And a scoping review by Olihe Okoro, Omolayo Umaru, and Meghana Ray outlined the distinct barriers faced by Women of Color (WoC) in health professions and provided strategies to improve. The review highlights how “it is not merely enough to recruit, but rather efforts should be directed at retaining and developing WoC to achieve higher-level positions.” Researchers, Charlotte Thomas-Hawkins, PhD, RN, FAAN, Linda Flynn, Peijia Zha, and Sakura R Ando MSN, RN found racial disparities in turnover and intent to leave, “Non-white nurses reported negative racial climates, multiple racial microaggression experiences, and high job dissatisfaction and emotional distress.” All of these findings call attention to the need for open conversation and interventions to interrupt workplace racism and bias in order to improve workplace culture and retention. As healthcare professionals and leaders, it is important we discuss the impact of health inequity and workplace discrimination on healthcare professionals and implement interventions to interrupt them. These daily occurrences impact healthcare professionals’ well-being and can lead to high turnover. Thank you to the authors for sharing the important articles. Health equity work is all connected. The experience of the patient/family/community is intertwined with the experience of the healthcare professional. We can improve the environment for everyone. ❓ What have you noticed in your own workplace? ❔ How is turnover and retention discussed? 💡 What interventions are currently being used to interrupt workplace bias? #ItsAllConnected #HealthEquity #ImplicitBiasInterruption Citations: Thomas-Hawkins, C., Flynn, L., Zha, P., & Ando, S. (2022, July/August). The effects of race and workplace racism on nurses’ intent to leave the job: The mediating roles of job dissatisfaction and emotional distress. Nurs Outlook, 70(4), 590600. https://lnkd.in/e6YMyJqT. Woodward, K.F., Willgerodt, M., (2022, July/August). A systematic review of registered nurse turnover and retention in the United States. Nurs Outlook, 70(4), 664678. https://lnkd.in/esTkqbti. Okoro O, Umaru O, Ray M. Women of Color in the Health Professions: A Scoping Review of the Literature. Pharmacy. 2024; 12(1):29. https://lnkd.in/eyCmyHST
Shifting Frames Consulting’s Post
More Relevant Posts
-
MSN, RN, CHSE, NPD-BC, CPN, Co-Founder @ Shifting Frames Consulting | improving health equity outcomes through realistic practice and coaching
It is all connected, improving health equity outcomes also impacts the workplace culture. Intentional interventions to impact health equity and promote cultural humility will impact the sense of belonging and accountability in the workplace. Ultimately, we all (patients, families, healthcare workers) want and deserve to be seen, heard and valued. #HealthEquity #ItsAllConnected #SeenAndHeard
Roles in healthcare are challenging. We navigate complex systems, high stress situations, and intersect with people during their most vulnerable moments. The retention of healthcare professionals is a big concern with an impact on patient outcomes and the organization’s finances (e.g., the cost of turnover for one nurse is between $45,000 to $67,000). The impact of discrimination and bias is largely unacknowledged in plans to address workforce turnover. An excellent systematic review by Kyla Woodward and Mayumi Willgerodt PhD, MPH, RN, FAAN, FNASN found very few studies address equity in turnover and retention. And a scoping review by Olihe Okoro, Omolayo Umaru, and Meghana Ray outlined the distinct barriers faced by Women of Color (WoC) in health professions and provided strategies to improve. The review highlights how “it is not merely enough to recruit, but rather efforts should be directed at retaining and developing WoC to achieve higher-level positions.” Researchers, Charlotte Thomas-Hawkins, PhD, RN, FAAN, Linda Flynn, Peijia Zha, and Sakura R Ando MSN, RN found racial disparities in turnover and intent to leave, “Non-white nurses reported negative racial climates, multiple racial microaggression experiences, and high job dissatisfaction and emotional distress.” All of these findings call attention to the need for open conversation and interventions to interrupt workplace racism and bias in order to improve workplace culture and retention. As healthcare professionals and leaders, it is important we discuss the impact of health inequity and workplace discrimination on healthcare professionals and implement interventions to interrupt them. These daily occurrences impact healthcare professionals’ well-being and can lead to high turnover. Thank you to the authors for sharing the important articles. Health equity work is all connected. The experience of the patient/family/community is intertwined with the experience of the healthcare professional. We can improve the environment for everyone. ❓ What have you noticed in your own workplace? ❔ How is turnover and retention discussed? 💡 What interventions are currently being used to interrupt workplace bias? #ItsAllConnected #HealthEquity #ImplicitBiasInterruption Citations: Thomas-Hawkins, C., Flynn, L., Zha, P., & Ando, S. (2022, July/August). The effects of race and workplace racism on nurses’ intent to leave the job: The mediating roles of job dissatisfaction and emotional distress. Nurs Outlook, 70(4), 590600. https://lnkd.in/e6YMyJqT. Woodward, K.F., Willgerodt, M., (2022, July/August). A systematic review of registered nurse turnover and retention in the United States. Nurs Outlook, 70(4), 664678. https://lnkd.in/esTkqbti. Okoro O, Umaru O, Ray M. Women of Color in the Health Professions: A Scoping Review of the Literature. Pharmacy. 2024; 12(1):29. https://lnkd.in/eyCmyHST
The effects of race and workplace racism on nurses’ intent to leave the job: The mediating roles of job dissatisfaction and emotional distress
sciencedirect.com
-
Imagine walking into a hospital or clinic where doctors, nurses, and public health professionals of every race, ethnicity, gender, disability status, and background are providing culturally sensitive and inclusive care. Ensuring our healthcare workforce mirrors the diversity of our nation is essential to our work at RWJF as we focus on dismantling structural racism and other forms of oppression that are barriers to health and wellbeing. In my first blog post since joining the Foundation, I share why diversity, equity, and inclusion (DEI) in the health professions is critical to paving the way together toward a future where health is no longer a privilege for some, but a right for all. Research shows that physicians from historically marginalized communities are more likely to work in underserved areas and can improve important patient outcomes, like infant mortality rates. Studies also show that efforts to address racial inequities, such as those in maternal health, improve the health of patients of all races, ethnicities and backgrounds. As I’ve seen firsthand in my career, when we embrace diversity, everyone benefits. That’s why RWJF’s Leadership for Better Health portfolio is increasing its investments toward a diverse healthcare workforce by 60 percent over the next three years. As we go all in on our commitment to DEI, we will take a systems change approach by investing in academic institutions that have made significant contributions to diversifying the health professions. We will also support groups of institutional change leaders and champions both within and outside academic healthcare settings who are dismantling racism in academic admissions and health professional training. Read more about RWJF’s new strategy to foster a diverse healthcare workforce: https://rwjf.ws/KucWsI #HealthEquity #DiversityInHealthcare #StructuralRacism #LeadershipForBetterHealth
Why Diversifying the Health Professions Matters for Everyone
rwjf.org
-
"Research shows that diversity in the physician workforce improves outcomes for populations who have been marginalized: underrepresented physicians are more likely to practice in underserved areas." Love this article published by the RWJF on why it's critical that, as healthcare organizations, we're not only thinking about how we can support diverse populations but the diverse care teams serving them. In our own programs that focus on safety net clinics, we consistently see higher rates of racially diverse providers than statewide averages, with 35% identifying as a minority and 30% reporting at least one social determinant of health. Our takeaway? The care teams of safety net populations are demographically reflective of the patients they serve. Which means if we want to keep these women in the workforce, we need to be attuned to their unique challenges and work proactively to deliver programs that meet their needs. Because, as Lauren Smith shares: When we embrace diversity, everyone benefits. #healthequity #socialdeterminantsofhealth #diversityinleadership
Imagine walking into a hospital or clinic where doctors, nurses, and public health professionals of every race, ethnicity, gender, disability status, and background are providing culturally sensitive and inclusive care. Ensuring our healthcare workforce mirrors the diversity of our nation is essential to our work at RWJF as we focus on dismantling structural racism and other forms of oppression that are barriers to health and wellbeing. In my first blog post since joining the Foundation, I share why diversity, equity, and inclusion (DEI) in the health professions is critical to paving the way together toward a future where health is no longer a privilege for some, but a right for all. Research shows that physicians from historically marginalized communities are more likely to work in underserved areas and can improve important patient outcomes, like infant mortality rates. Studies also show that efforts to address racial inequities, such as those in maternal health, improve the health of patients of all races, ethnicities and backgrounds. As I’ve seen firsthand in my career, when we embrace diversity, everyone benefits. That’s why RWJF’s Leadership for Better Health portfolio is increasing its investments toward a diverse healthcare workforce by 60 percent over the next three years. As we go all in on our commitment to DEI, we will take a systems change approach by investing in academic institutions that have made significant contributions to diversifying the health professions. We will also support groups of institutional change leaders and champions both within and outside academic healthcare settings who are dismantling racism in academic admissions and health professional training. Read more about RWJF’s new strategy to foster a diverse healthcare workforce: https://rwjf.ws/KucWsI #HealthEquity #DiversityInHealthcare #StructuralRacism #LeadershipForBetterHealth
Why Diversifying the Health Professions Matters for Everyone
rwjf.org
-
🔑 Prioritizing Equity Is Essential to Retaining Young Health Care Workers Young health care workers are experiencing burnout at unprecedented levels, due to factors including racism and discrimination in the workplace, along with the stress of the COVID-19 pandemic. Prioritizing equity will be key to keeping these workers and to improving health outcomes for patients, say The Commonwealth Fund’s Morenike Ayo-Vaughan and Laurie Zephyrin, M.D. The authors dig into the results of a recent survey of health care workers that revealed younger clinicians were significantly more likely than older ones to report witnessing racial discrimination against patients. The generational differences suggest health systems leaders need to modernize the workplace and workforce practices to better reflect the values of younger health care workers.
Young Health Care Workers See More Discrimination in the Workplace, Leading to Added Stress and Burnout
commonwealthfund.org
-
When the healthcare workforce reflects the population it serves, individual and collective health improves greatly. I’m reflecting on Lauren Smith’s blog about inclusivity in health professions, which is a priority for RWJF as we work to create a more equitable healthcare system. Lauren’s reference to Angela Glover Blackwell’s “The Curb-Cut Effect” helped guide me to think about how beneficial health equity is for all of us. The way that curb cuts in the sidewalk contributed to efficient mobility for everyone– the same is true for diversity in healthcare. Addressing disparities in health contributes to acute solutions, more innovative treatments, and getting improved care for everyone. Cultivating leaders that equip their organization with tools to provide the best care starts with recruiting for healthcare positions from all backgrounds. As a healthcare system leader, Lauren shares her experiences in her role within the Massachusetts Department of Public Health during the H1N1 pandemic. It’s leaders like Lauren, who promote equity and collaboration, that facilitate system-level change–and who are at the heart of Leadership for Better Health’s new strategy to diversify healthcare. Achieving an equitable, healthier future is possible as we uplift collective knowledge and make space for everyone. #DiversityInHealthcare #InclusiveLeadership #HealthcareProfessionals
Imagine walking into a hospital or clinic where doctors, nurses, and public health professionals of every race, ethnicity, gender, disability status, and background are providing culturally sensitive and inclusive care. Ensuring our healthcare workforce mirrors the diversity of our nation is essential to our work at RWJF as we focus on dismantling structural racism and other forms of oppression that are barriers to health and wellbeing. In my first blog post since joining the Foundation, I share why diversity, equity, and inclusion (DEI) in the health professions is critical to paving the way together toward a future where health is no longer a privilege for some, but a right for all. Research shows that physicians from historically marginalized communities are more likely to work in underserved areas and can improve important patient outcomes, like infant mortality rates. Studies also show that efforts to address racial inequities, such as those in maternal health, improve the health of patients of all races, ethnicities and backgrounds. As I’ve seen firsthand in my career, when we embrace diversity, everyone benefits. That’s why RWJF’s Leadership for Better Health portfolio is increasing its investments toward a diverse healthcare workforce by 60 percent over the next three years. As we go all in on our commitment to DEI, we will take a systems change approach by investing in academic institutions that have made significant contributions to diversifying the health professions. We will also support groups of institutional change leaders and champions both within and outside academic healthcare settings who are dismantling racism in academic admissions and health professional training. Read more about RWJF’s new strategy to foster a diverse healthcare workforce: https://rwjf.ws/KucWsI #HealthEquity #DiversityInHealthcare #StructuralRacism #LeadershipForBetterHealth
Why Diversifying the Health Professions Matters for Everyone
rwjf.org
-
#ICYMI: Can flex scheduling and childcare benefits boost retention for your #doctors and advanced practice clinicians? Studies show they can and do. Learn more: https://lnkd.in/gipDd5j9
Proven Methods for Promoting Employee Retention in Healthcare
psdconnect.org
-
Emergency Medicine Physician | Health Equity and Minority Health Policy Fellow | Aspired To Drive Change through Innovation & Address Health Disparities
Another perfect example of why #EquityIsAnOpportunity. Yet again The Commonwealth Fund shows with data that equity work not only is the right thing to do, but also is the key ingredient in solving the #healthcare #workforce problem. Projects like this give the opportunity for various stakeholders who may not always be at the table to discuss health equity to be part of the discussion. #UnsiloEquity #EquityforWorkforce
🔑 Prioritizing Equity Is Essential to Retaining Young Health Care Workers Young health care workers are experiencing burnout at unprecedented levels, due to factors including racism and discrimination in the workplace, along with the stress of the COVID-19 pandemic. Prioritizing equity will be key to keeping these workers and to improving health outcomes for patients, say The Commonwealth Fund’s Morenike Ayo-Vaughan and Laurie Zephyrin, M.D. The authors dig into the results of a recent survey of health care workers that revealed younger clinicians were significantly more likely than older ones to report witnessing racial discrimination against patients. The generational differences suggest health systems leaders need to modernize the workplace and workforce practices to better reflect the values of younger health care workers.
Young Health Care Workers See More Discrimination in the Workplace, Leading to Added Stress and Burnout
commonwealthfund.org
-
Queensland is a vast state with unique workforce challenges, particularly due to the number of facilities in remote locations. Having spent five years with Queensland Health managing the 'Work For Us' team, a central support function that existed to attract clinical talent from across the country and the world, I have a deep understanding of these challenges. While the below positive headlines inspire hope for the state of the future workforce, I am cautiously optimistic. I hope that by 2032, we will see the $1.7 billion investment significantly impact the longstanding workforce challenges we have faced for so long. As an approved preferred supplier for Queensland Health, Randstad Australia is dedicated to working strategically with the HHSs to build a resilient, sustainable healthcare workforce and achieve the significant increase in clinicians needed to meet our care demands. 📞 0427051358 ✉ jade.mortlock@randstad.com.au 📥 LinkedIn message _________________________________________________________________________ $1.7 billion to grow healthcare workforce in Queensland Health staffing has grown by 40% since 2015, but the next decade presents even greater challenges. The Health Workforce Strategy for Queensland to 2032 aims to expand the workforce by 45,000 people by 2032. This includes a projected 46.4% increase in the nursing and midwifery workforce, adding 19,000 more frontline workers. Queensland also expects to need nearly 6,000 more doctors and 1,900 more paramedics. A $1.7 billion investment will address workforce challenges in three main areas: - Supporting and retaining the current workforce with a total investment of $387.76 million. - Building new talent pipelines and attracting talent with a total investment of $96.85 million. - Adapting and implementing new ways to deliver healthcare with a total investment of $182 million. Siobhan (Chev) Ruri Matt Hodges Maeve Cawley Tiegan Coppock Kerry McQuillan Amanda Lowe Darren Savage Ed van Goethem Josh Border Katrina Stanfield Paul Chen Ram Basra Sandra Guevara Marín 🇲🇽 🇦🇺 Taryn Botes Tim Newham George Bevan #queenslandhealth #clinicalworkforce #workforcestrategy https://lnkd.in/gvZCPRDu.
-
-
"Comprehensive review of research finds that burnout is significantly worse for women health care workers." 87% of Florida's nurses are female* Burnout can have devasting consequences for nurses such as low job satisfaction, low level of commitment, and a tendency to leave the workforce. The Florida Center for Nursing is piloting a new wellness program which aims to reduce burnout in the nursing workforce. Stay tuned for how to sign up to participate in the pilot program. *Florida Center for Nursing's "The State of the Nursing Workforce in Florida" report - https://lnkd.in/ea2Q8V_c Axios https://lnkd.in/eUt73kVU
Burnout is worse for women health care workers
axios.com
-
I Implement Workplace Mental Health Programs that Enhance Company Dynamics, Ultimately Driving Better Business Outcomes | Award-Winning Leader and Expert in Mental Health and Systemic Change
🏥 Addressing Health Disparities and Burnout in the Healthcare Workforce 🏥 The healthcare workforce is facing a dual crisis: the significant impact of health disparities and the increasing stress and burnout among healthcare workers. A recent article by the Commonwealth Fund highlights that young healthcare workers are witnessing more instances of patient discrimination, which adds to their stress and burnout. You can read more about this critical issue below. Health disparities can have life-or-death consequences for minority patients, resulting in unequal access to quality care and poorer health outcomes. When healthcare workers witness these disparities, it not only affects the patients but also deeply impacts the workers, adding to their stress and contributing to burnout. This issue exacerbates the existing healthcare workforce crisis, where professionals are already experiencing high levels of burnout. This article highlights two interconnected issues: health equity and the healthcare workforce crisis. At Healing Without Limits, we are committed to eliminating health disparities through our Health Equity Consulting Services, ensuring everyone can reach their optimal health. We also transform workplace cultures through our Mental Health Workplace Wellness Program, providing employees and organizations with the tools they need to thrive by prioritizing mental wellness from policies to operations. Together, let's create a healthier, more equitable future for everyone. #Healthcare #WorkplaceWellness #MentalHealth #HealthDisparities #BurnoutPrevention #EquityInHealthcare
Young Health Care Workers See More Discrimination in the Workplace, Leading to Added Stress and Burnout
commonwealthfund.org
