1. Presentation May 14, 2014 Report on Diversity Profile of Registered Nurses in Pennsylvania per Regional Action Coalition (based on data from 2010/2011)

2. PA-Action Coalition Vision Increase the Diversity Profile of Pennsylvania’s Nursing Workforce Nursing Diversity Council Established June, 2013 Representation by Diverse Minority Nursing Organizations and Others Throughout Pennsylvania Gender, Race, Ethnicity

3. Nursing Diversity Council June, 2013 Guiding Principles Evaluate Baseline Nursing Diversity Data per nine Regional Action Coalitions; data derived from Demographic Profile Report* Evaluate “Best Practices” for Academic Progression in Nursing (APiN) for male and racial and ethnic minority nurses Implement Action Plan to facilitate APiN for male and racial and ethnic minority nurses Identify Scholarships for Targeted Underrepresented Groups (TUGs), including baccalaureate and graduate programs Identify Leadership Opportunities for men and racial and ethnic minority nurses *2010-2011 Collaboration with SBON, DOH/BHP, and DOLI

4. Nursing Diversity Council June, 2013 Step One: Baseline Data on Gender, Race, Ethnicity Diversity Profile per Regional Action Coalition

5. Sample Race Data per RAC: White versus Black RatioNW2 RACSE2 RAC Ratio of Total White RNs to Total White Population 1:1451:119 % of White RNs to Total White Population0.69%0.84% Ratio of Total Black RNs to Total Black Population 1:8371:182 % of Black RNs to Total Black Population0.12%0.50% Odds Ratio of Blacks Compared to Whites5.751.52

6. Sample Ethnicity Data per RAC: Latino versus Non-Latino RatioNW2 RACNE2 RAC Ratio of Total Hispanic/Latino RNs to Total Hispanic/Latino Population 1:871:424 % of Hispanic/Latino RNs to Total Hispanic/Latino Population 1.15%0.24% Odds Ratio of Hispanic/Latino RNs to White RNs 0.592.88 Ratio of Total NON-Hispanic/Latino RNs to Total NON-Hispanic/Latino Population 1:1551:144 % of NON-Hispanic/Latino RNs to Total NON-Hispanic/Latino Population 0.65%0.69% Odds Ratio of NON-Hispanic/Latino RNs to Whites 1.031.00

7. Sample Ethnicity Data per RAC: Female versus Male RatioSW RACSC RAC Ratio of Total Female RNs to Total Female Population 1:701:107 % of Female RNs to Total Female Population1.42%0.93% Ratio of Total Male RNs to Total Male Population 1:5921:1,349 % of Male RNs to Total Male Population0.17%0.07% Odds Ratio of Male RNs to Female RNs8.413.3

8. Sample Gender, Race, Ethnicity Data per Regional Action Coalition: Summary Conclusions White RNs to White Populations have highest ratios in all RACs Female RNs to Female Populations are higher than male ratios in all RACs Ratios of NON-Hispanic/Latino RNs to total Non-Hispanic/Latinos are between 1:121 (SE2) and 1:191 (SC); ratios of Hispanic/Latino RNs to Hispanic/Latinos are between 1:68 (SW) and 1:424 (NE2) Blacks and individuals from other races are underrepresented in nursing across all RACs; 2-6 times less likely to be nurses as compared to Whites Males are between 8 to 13 times less likely to be nurses as compared to females Asians and American Indians are equally likely to be nurses as compared to the White reference group in some RACs Among all racial groups, Blacks are the most underrepresented in nursing

9. Sample Gender, Race, Ethnicity Data per Regional Action Coalition Conclusions White RNs to White Populations have highest ratios in all RACs Female RNs to Female Populations are higher than male ratios in all RACs Ratios of NON-Hispanic/Latino RNs to total Non-Hispanic/Latinos are between 1:121 (SE2) and 1:191 (SC); ratios of Hispanic/Latino RNs to Hispanic/Latinos are between 1:68 (SW) and 1:424 (NE2) Blacks and individuals from other races are underrepresented in nursing across all RACs; 2-6 times less likely to be nurses as compared to Whites Males are between 8 to 13 times less likely to be nurses as compared to females Asians and American Indians are equally likely to be nurses as compared to the White reference group in some RACs Among all racial groups, Blacks are the most underrepresented in nursing

10. Sample Gender, Race, Ethnicity Data per Regional Action Coalition: Recommendations Annual analysis of RN re-licensure data according to Regional Action Coalitions – request for continued collaboration with the Board of Nursing, the Department of Health/Bureau of Health Planning, and the Department of Labor and Industry Exploration of expectations for a reflection of gender, race, and ethnicity of Regional Action Coalition populations within the RN populations of Regional Action Coalitions – What is the likelihood that the diversity profile of each RAC population will be reflected in the RN population within each RAC? Efforts to recruit and retain a diverse nursing workforce to be advanced through “Best Practice” APiN initiatives at the RAC level; marketing of the nursing profession among male and racial/ethnically diverse secondary school students

11. Sample Gender, Race, Ethnicity Data per Regional Action Coalition: Recommendations Continued Explore cultural competency as an essential skill among nurses practicing in diverse clinical and other settings; assess nurses’ perceptions of the value of, and the need for, cultural competency education and awareness In collaboration with nursing education organizations, develop a Position Statement that illuminates forward-thinking views of cultural competency in nursing, along with mandates to incorporate same in educational programs In collaboration with the State Board of Nursing, explore regulations on curricula for baccalaureate, associate, and diploma nursing programs – might cultural competency be explored as an essential criterion for approved education programs? (§21.85 of Chapter 21. State Board of Nursing; Subchapter A. Registered Nurses, Curriculum for Baccalaureate, Associate, and Diploma Programs)

12. Sample Gender, Race, Ethnicity Data per Regional Action Coalition: Recommendations Continued In consultation with an economic consultant, the Nursing Diversity Council to articulate a compelling business care for diversion, inclusion, and cultural competence within health care institutions in Pennsylvania Each RAC to identify a target goal to begin to increase the number of underrepresented minorities in their region, within a specified timeframe; each RAC to develop a strategic plan to evaluate progress in meeting this goal Implement Continuing Nursing Education Programs across the State in Cultural Competency

13. Report on Diversity Profile of RNs in Pennsylvania per Regional Action Coalition Colleagues: Thoughts? Recommendations? Next Steps?

14. Thank you! www.paactioncoalition.org Nursing Diversity Council Diversity Report