Promoting Diversity in Nursing: How Can Nurse Leaders Help?

The American healthcare system serves an increasingly diverse population, yet the nursing workforce hasn't kept pace with these demographic changes. Supporting diversity in nursing enables healthcare organizations to provide more culturally competent care while addressing persistent health disparities that affect minority communities. 

Why Diversity is Important in Nursing

The nursing workforce in America is becoming more diverse, but there's still significant ground to cover. Recent federal data shows that Black registered nurses constituted 11% of the workforce in 2022, up from 8% in 2018 and about 5% in 2008. Asian nurses made up 9% in 2022, nearly double the 5% from 2018. However, Black and Hispanic nurses remain underrepresented compared to the overall U.S. population, with the share of Hispanic nurses actually falling to 10% in 2022 from 12% in 2018.

This representation gap matters because diversity in nursing directly impacts patient outcomes. Research published in the American Journal of Obstetrics and Gynecology Maternal-Fetal Medicine found that greater diversity in nursing staff was associated with improved maternal health outcomes, including a 20% reduced risk of severe outcomes for Black mothers, a 31% lower risk for Hispanic mothers, and a 50% reduction for Asian and Pacific Islander mothers.

When patients see healthcare providers who share their cultural backgrounds, communication improves, trust increases, and treatment adherence often follows. Nurses who share patients' backgrounds often possess unique insights that help build rapport, make culturally appropriate treatment recommendations, and avoid cultural misunderstandings. This cultural competence is vital in addressing healthcare disparities that continue to affect minority and underserved communities across the country.

Beyond patient care, diverse teams tend to outperform homogeneous groups through better problem-solving skills and greater innovation, key attributes in today's complex healthcare environment.

Barriers to Increasing Diversity in Nursing

Despite recognition of its importance, several significant barriers hinder progress toward a more diverse nursing workforce. Financial constraints often top the list for aspiring nurses from underrepresented groups. A review of minority nursing students' experiences revealed that financial struggles were common among participants, and with decreasing state support for higher education, this barrier has only grown.

Academic challenges also create roadblocks. A 2019 study found that nursing students of color may experience an attrition rate double that of their white classmates. Many minority students report inadequate academic support, mentoring, and professional socialization opportunities throughout their education.

The educational environment itself can present obstacles. In a major study, more than 40% of nurses reported experiencing racism or discrimination during nursing school. These experiences of bias carry into the workplace, where a 2022 survey of over 5,600 nurses found that 63% had personally experienced racism in the workplace.

Leadership representation remains problematic as well. Black nurses report facing racial discrimination and a lack of access to mentorship and support, which discourages qualified and experienced nurses from applying for leadership positions. This creates a cycle where the scarcity of minority nurse leaders and faculty limits role models for the next generation.

Strategies for Improving Diversity in the Nursing Workforce

Nurse leaders are uniquely positioned to drive meaningful change. Here are proven strategies to enhance diversity:

Request a DEI Statement

A formal Diversity, Equity, and Inclusion (DEI) statement serves as more than just words on paper. A nursing DEI statement explicitly communicates an organization's commitment to diversity, equity, and inclusion for all employees while establishing protocols to protect nurses from workplace discrimination and violence.

However, statements alone aren't enough. A comprehensive DEI strategic plan identifies stakeholders, sets goals, creates objectives, and develops measurable outcomes that align with the organization's mission. Many institutions establish dedicated DEI committees and leadership positions to coordinate efforts across departments.

Diversify Recruitment Practices

Expanding the pipeline of diverse nursing talent requires intentional recruitment strategies. Organizations should work on attracting diverse talent by advertising vacancies on platforms frequented by diverse candidates, building relationships with nursing schools that have high percentages of diverse students, and implementing internship or mentorship programs targeting underrepresented groups.

Recruitment efforts should also address potential biases. Nurse leaders need to reevaluate recruiting processes to eliminate biases and use inclusive language in job postings. Emphasizing holistic admissions in nursing programs has been shown to effectively promote diversity among nursing students and future providers.

Establish Community Partnerships

Community connections create pathways for diversifying the nursing workforce. Health systems must take initiative to connect with community partners to understand the needs and issues within the community to better address resource gaps and improve access to care.

Returning to community-oriented healthcare delivery models and increasing nurse-managed primary care helps increase access for vulnerable populations. These community partnerships can identify potential nursing candidates from underrepresented groups who understand local needs and may be more likely to return to serve their communities after completing their education.

Develop Nursing Mentorship Programs

Mentorship stands as one of the most effective strategies for supporting diversity in nursing. The limited number of minority nurse faculty to serve as role models and mentors creates an additional barrier to the successful recruitment and retention of underrepresented minority groups in nursing.

Mid-career faculty should receive continued mentorship from senior leaders, both within and outside of nursing, to develop a culture of inclusivity. For students, support components that contribute to success include tutoring, language resources for English-as-a-second-language students, culture guides (peer guides), faculty advisors, social and emotional support, and financial assistance.

Establishing avenues for open and honest discussion, such as internal support groups and mentorship programs, helps foster confidence, camaraderie, and job satisfaction—all essential elements for retaining diverse nursing talent.---

Nurse leaders are in the perfect position to make real change happen. Their daily decisions about hiring, mentoring, and creating new policies directly impact workplace diversity. When these leaders commit to understanding different perspectives and examining their own biases, they model the behavior that transforms workplace culture.

Government agencies have noticed this need, too. The Health Resources and Services Administration offers grants specifically for diversity initiatives in nursing. These funds help schools and hospitals develop targeted programs that work.

For nurse leaders wondering where to start, the answer is simple: begin with honest conversations about what diverse staff members experience in your organization. Listen more than you speak. Then take concrete steps—whether that's changing recruitment practices, starting a mentorship program, or partnering with local schools.

Small changes add up. Every nurse leader who commits to these efforts moves the entire profession forward, creating a healthcare system that truly works for everyone.