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Local Color
Tailor nursing diversity programs to reflect community demographics

By Carol Bradley, MSN, RN, California Editor
March 13, 2003

The rapidly shifting population and ethnic/cultural demographics forecast in Mark Baldassare's book California in the New Millennium (2000, University of California Press) are likely to create long-lasting social and political changes that will have a profound effect on nursing and health care in this state.

In some ways, we are lucky in that we are far ahead of other states in achieving diversity, and our nursing workforce is one of the most diverse in the country. However, looking at national or statewide ethnic percentages can be misleading. For example, the San Francisco Bay Area has a much higher proportion of Asian cultures and Los Angeles is more Hispanic. Similarly, you will find that the demographics are different in the Central Valley, Inland Empire, Orange County and San Diego as well. Our nursing workforce diversity varies significantly in all these areas. Given this variation, our goals for nursing diversity need to be localized to the needs of each community.

Creating a nursing workforce that reflects the demographics of each region within California is positioned as one of our most important challenges; however, meaningful progress is being made in this regard, according to the most recent California Board of Registered Nursing report regarding schools of nursing.

As of the 2000-01 academic school year, almost 20 percent of enrolled nursing students are Hispanic, 11 percent Asian, 11 percent Filipino, 8 percent African American and 1 percent American Indian. Because completion levels do vary by ethnic group, special support to students, such as minority mentoring programs, can help optimize diversity efforts. Unfortunately, only 14 percent of nursing enrollees are men, making gender balance our greatest challenge in achieving workforce diversity within California nursing. Interestingly, only 12 percent of completing students are men.

Contrary to popular perception, the student populations of associate degree and bachelor's programs are equally diverse, but in different ways. Both have about 45 percent Caucasian students, but associate degree programs have more African-American, Hispanic and Filipino students, whereas bachelor's programs have more Asian students. Entry-level master's programs are the least diverse, with a 65 percent Caucasian student population. Our two greatest challenges in creating diversity are in the development of our future nursing leaders and educators. Today, our nursing education ranks are among the least diverse, with more than 75 percent Caucasian, 94 percent female and 50 percent older than 50. Definitive data are not available regarding nursing leadership positions, but I suggest it is probably similar, although younger and slightly more male.

As we look at our critical need for future nursing leaders and faculty, we should place a priority on creating diversity in these critical roles within our profession, particularly within our master's and doctoral student populations. This is a place where the bold and purposeful actions of individuals can have a long-term positive effect. Knowing that our "diversity goals" will look different for almost every California community, programs need to be tailored to the needs of individual schools and places of employment and be consistent with local demographic trends.

Our profession will be enriched and patient care will benefit from achieving a diverse workforce. Embrace it and help make it happen in your own sphere of influence.

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