Nursing diversity: The knowledge of cultural diversity and its impact on the interaction level within the nursing workforce.

摘要

The healthcare industry is increasingly diverse in the workforce and the patient population. Diversity is both an asset and a challenge. Nursing shortages make it imperative that diversity be leveraged to improve the interaction among nursing colleagues and nursing retention. This study investigated the impact of diversity on the interaction level among nurses, the impact of this interaction on potential nursing turnover, and the influence of cultural diversity on multicultural sensitivity. A total of 194 registered nurses from a community hospital participated in the study. Data were collected with two instruments modified for the study: the Workforce Diversity Questionnaire-II and the Multicultural Sensitivity Scale. Demographic data showed that the sample was predominantly a female group which reflected the national aging trend within nursing. The demographics also showed cultural diversity greater than national nursing surveys. Data analysis revealed a number of significant findings. Highest educational level was positively associated with cultural inclusion/exclusion and with trust; job satisfaction with valuing differences and trust; and intent to stay with trust. Analysis of the association between diversity interaction and multicultural sensitivity revealed statistically significant, positive correlation between multicultural sensitivity and cultural group inclusion/exclusion; multicultural sensitivity and valuing differences; and multicultural sensitivity and adaptation. No association was found between multicultural sensitivity and trust. The findings identified important dimensions of diversity which warrant the consideration of nursing leaders. The findings suggest that diversity training and coaching are important for improving the effectiveness of diverse nursing groups. Efforts must increase cross-cultural awareness, eliminate discrimination and prejudice, improve communication, and build trust. Nursing leaders must foster an organizational climate that encourages interaction among cultural groups, promotes professional nursing practice, and encourages nursing retention. Greater investment in leadership training is needed for nurses responsible for integrating diversity efforts into the organization's strategic planning, budget, and culture. Delivery of cost-effective, quality nursing care in the 21st century demands that the positive potential of cultural diversity be utilized to its fullest. More research is needed, particularly in the development of specific instruments for nursing groups. Greater understanding of diversity holds promise for the nursing profession and the healthcare industry as well.