Nurses of color are exhausted by the racist behavior they see and experience in hospitals, and they are not surprised that diversity, equity and inclusion programs being instituted in health systems across the country are not making a dent in the problem.
What is the extent and severity of racism and discrimination against nurses of color and how often are these incidents reported? These were two of the questions posed in a May survey conducted on behalf of the Robert Wood Johnson Foundation by McCabe Message Partners and the National Opinion Research Center at the University of Chicago.
Almost half (44 percent) of survey respondents reported "a culture of racism in nursing school," while 60 percent of Black survey respondents reported a culture of racism or discrimination in nursing school, and 68 percent of all nurses said there is a need for increased DEI training in the workplace.
Becker's spoke with nurses of color about their own experiences as victims of racism and how being excluded by white nurses has taken its toll.
Editor's note: Responses were edited for clarity and brevity.
Question: Have you ever been a victim of racism while working as a nurse in a hospital?
Tina Loarte-Rodriguez, DNP, RN. Associate Director of Health Equity Measures at Yale University and Yale New Haven (Conn.) Hospital's Center for Outcomes Research and Evaluation: Too many times. At one organization, during a leadership meeting, the team was reviewing standards related to the organization and its leadership. The senior nurse leader very matter of factly stated, "We're diverse, we have Tina. Check that box." I was the only person of color in the room and in leadership.
I've been told my English is very good. It's my primary language.
When entering a patient room to introduce myself as their nurse, before I can say, "Hi. I'm Tina. I am your nurse for today," I am given garbage, meal trays and dirty bedding or I'm asked, "Can you get the nurse for me?"
In meetings, I've made recommendations that no one acknowledges. A few minutes later, a white colleague repeats what I just said, and everyone gives them praise. Also in meetings, I'm interrupted and cut off midsentence or skipped during introductions.
Deanna Stewart, DNP, RN. Health Services Manager at Optum Healthcare's Landmark Health (Huntington Beach, Calif.) and Founder of MyALLy Stewart Diversity Consulting (Clayton, N.C.): I was a victim of racism in a healthcare setting as a nursing supervisor managing 13 employees. Four of the employees were white and the other nine were Black. One of the White employees told me she appreciated my leadership support but felt uncomfortable among the staff. She named eight out of nine Black women and stated that they don't speak to her when she walks by, don't invite her to lunch, act like they know everything and refuse to help her when needed.
I spoke to the eight Black employees individually, and none knew what the accuser was talking about. They said she had never approached them for help or to say "hello." After getting everyone together, they talked and agreed to make an effort to engage.
The white employee said she felt better about the discussion but also stated that the current work environment is different than she had experienced. One of the Black employees asked the White one what was so different about this experience. The white employee said, "There are more of you than I'm used to." Several of the Black employees became angry and began asking her questions about the way she felt. I quickly de-escalated the situation and ended the meeting.
Q: Are hospital nurses of color excluded in the workplace?
Madeline Feliciano-Weiser, MSN, RN. Nurse Manager at Penn State Health Lancaster (Pa.) Medical Center: Leadership is a significant area of exclusion. No organization I've worked for has had a minority nurse leader; therefore, I did not have a role model to emulate in my leadership pursuits. There is a noticeable gap in minority leadership at many major healthcare organizations, especially at senior and executive levels.
TLR: Yes. Every. Single. Day. We don't get the promotions we've earned, the bonuses we deserve or the flexibility or freedom of autonomy like our white colleagues do. We don't get invited to key meetings or events, particularly the ones with influential stakeholders such as senior and executive leadership or the board of directors. We don't get issued a company credit card or budget for the numerous projects we work on, in addition to our main job functions. We don't get the leniency males or white women get related to deliverables or work time. We're expected to work twice as hard for less pay, with little to no recognition. If and when we speak up about these conditions, we get called aggressive, spicy, outspoken and/or "passionate."
Marilyn Mapp, DNP, RN. Director of Nursing at Jefferson Health New Jersey (Burlington): Absolutely, and there are now multiple studies that support this, and it is not unique to our industry. What I find disappointing and tiring is that a lot of healthcare institutions do not live up to their mission and vision, much less their DEI employment statement. So, yes, Black nurses are excluded from certain situations, whether it's being at the leadership table, not being given the opportunity to try and not having the same mentoring opportunities.
DS: I think Black nurses are limited from interacting in certain situations and areas in the workplace. Although many advanced practice nurses have terminal degrees, not many of us are in the C-suite within organizations. The vision, mission and culture of healthcare are developed in these workplace sections, which allow leaders to develop strategies and project their voices. Unfortunately, some people do not want our voices in their planning sessions.