InterAction The Official Publication of the American Assembly for Men In

Spring 2015 - Volume 32 - Issue 2

40th Annual Conference Hilton Minneapolis September 24-26, 2015 1001 Marquette Avenue Minneapolis, Minnesota MN 55403

(Continued on page 2)

Inside This Issue A Message from the President Bob Patterson, RN, MSN May 2015 2 40th Annual Conference Details It is hard to believe that the year is almost half over and it’s less than five months until the AAMN 40th Annual Conference, which 4 Chapter Happenings will be held this year at the Hilton Minneapolis, September 24-26, 2015.

The AAMN’s Education Committee has been working hard on this year’s theme 5 Men in Men Leading Interprofessional Practice: We’re All in This Together. Our goal is to describe the emerging concept of interprofessional practice and its role in encourag- ing teamwork among professionals and improving professional, organizational, and 9 AAMN: An Active Member patient outcomes. The World Health Organization (2010) describes interprofession- al collaboration practice as occurring when multiple health workers from different professional backgrounds provide comprehensive services by working with patients, their families, careers, and communities to deliver the highest quality of care across 11 Members’ Corner settings. Without care coordination, consequences exist that can lead to fragmented care that could result in negative patient outcomes. Continued on page 3

AAMN: The American Assembly for Men In Nursing Phone: (215) 243-5813 Email: [email protected] Website: www.aamn.org

2015 AAMN AAMN2015 2015 Annual Annual AAMN Conference Conference Board of Directors Overall Objectives: The overall objectives of the conference is to describe the benefits of interprofessional team approaches for patients and professional care providers. Explain the role of interprofessional basic and Bob Patterson, RN, MSN continuing education in facilitating care providers’ development of fully interprofessional clinical practice. President Describe the interprofessional opportunities for men as healthcare practitioners and their employing [email protected] organizations. Discuss interprofessional education (IPE) and its implementation into nursing education. William T. Lecher, RN, MS, MBA, NE-BC Immediate Past President Nursing Contact Hours: This activity has been submitted to the Pennsylvania State Nurses Association [email protected] (PSNA) for approval to award contact hours. PA State Nurses Association is accredited as an approver of continuing education by the American Nurses Credentialing Center’s Commission on Accreditation. Edward J. Halloran, RN, BS, MPH, PhD Chairman of the Board Location: The Hilton Minneapolis located at 1001 Marquette Avenue, Minneapolis, MN. [email protected] Room Rates: 159.00/night plus taxes. For reservations call 612-376-1000 or click here. Be sure to mention Lavoy Bray, Jr, RN, BSN, MEd the AAMN Group to receive the discounted rate. Rate cannot be guaranteed after August 21, 2015. Vice-President [email protected] Registration Fees: Take advantage of our early bird rates for members. Please click here for more details. Anthony Roberson, PhD, PMHNP-BC, RN Treasurer To register for the 2015 conference, click here. [email protected] For more information on the American Assembly for Men in Nursing (AAMN), please visit our website or Jonathan Lee, BSN, RN contact The AAMN Headquarters at 215-243-5813. Secretary [email protected]

Jerry Browne, RN, BSN Board Member [email protected]

Robert Hess, PhD, RN Board Member [email protected]

Jason Mott, PhD, RN Board Member [email protected]

Mark Romportl, RN Board Member [email protected]

Eric Williams, DNP, RN, CNE Board Member [email protected]

Page 2 of 12 A Message from The President (Continued)

The nation continues to face demographic shifts, with increasing numbers of people who need health care and are living with multiple, chronic conditions. This will create a demand for nurses like you, requiring cultural competence and the ability to work and lead in interprofessional teams. The passage and implementation of the Affordable Care Act adds additional challenges to health care delivery and wellness, while simultaneously presenting opportunities to improve the way we deliver care. In short, care coordination with the multidisciplinary team will be key to practice in the near future.

This year’s AAMN conference will give our participants the opportunity to hear about interprofessional collaboration from the national experts in the field, better positioning you for the challenging healthcare environment, regardless of the level of care that you practice from. Topics will include interprofessional practice and education, shared governance, and partnerships, as the essential foundation for effective practice, plus more. You won’t want to miss this year’s conference!

I look forward to the continued planning of what looks to be an amazing conference, as well as the chance to meet each of you. Until then, thank you for all that you do to promote men in nursing. Your commitment to quality patient-centered care does not go unnoticed!

The AAMN Annual Conference presents you with many opportunity to showcase your organization including advertising, sponsorships and exhibits booths.

Exhibit Booth

• 10’ x 10’ Booths with 1-6’ draped table; 2 Side chairs; 1 Wastebasket; and 1 7” x 44” Booth ID Sign **Internet access and electricity are not included • Meal functions and reception within the Exhibit Hall for up to two representatives per booth space purchased. Additional badges can be purchased at $70/each • Your company’s product/service description and contact information in the conference Final Program • Recognition in Final Program and other marketing materials • Your company’s URL on the AAMN Web site for 60 days

Exhibitors are responsible for the cost of electrical and internet service, etc.

ASSIGNMENT OF SPACE: Every effort will be made to accommodate requests for booth assignments. AAMN reserves the right to make changes to the booth floor plan as may be deemed necessary.

For more information on advertising and sponsoring opportunities, click here or contact Karen Mota at [email protected] or 215-243-5813.

Page 3 of 12 Chapter2015 Happenings Annual AAMN Conference

A warm welcome to our newest chapters: Chaffey College Chapter (Rancho Cucamonga, CA), Chico State College (Chico, CA), South Florida Chapter (Palm Beach, Broward & Miami/Dade Counties, FL), Dallas Metro Chapter (Dallas-Fort Worth, TX), Emporia Chapter (KS), Chamberlain College / Addison Chapter (IL)

Members of the Mu Epsilon Nu chapter of Mercy College (Toledo) attended the college’s “1918 Awards Gala” on April 9, 2015 at the Park Inn Hotel in Toledo. The event recognizes outstanding contributions from students, faculty and staff at Mercy College. Chapter faculty Advisor, Bobbi Pratte, was a 2014 recipient of the Student Senate Outstanding Educators Award. The chapter has raised $600.00 through various fundraising efforts in support of the orga- nization, Veterans Matter. This money will provide housing for one homeless veteran for one year! We are also excited that the chapter will be sending 11 students to the AAMN Annual Conference this year! Mu Epsilon Nu Chapter President, Aric Hewitt (2nd from left) presents a check for $600.00 to Ken Leslie of Veterans Matters. The chapter has Plans are well underway for the New York City Men In Nursing Chapter’s adopted veterans issues as their charity of choice. annual conference. This year’s program, “Issues and Trends in ” will be held on May 16th, 2015 at NYU College of Nursing and will offer 4 educational contact hour credits. Registration can be done at www.nycmeninnursing.com.

Meanwhile, just across the River, the Seton Hall Chapter (South Orange, NJ) hosted a program, “Pathways to Advance Practice”, on March 27, 2015. The pro- gram featured speakers Orlando Gopez, RN, CRNA, DNAP and Rob Hamilton, RN, MSN, APN, ANP-BC. Additionally, chapter members had an opportunity to learn more about global health issues when they attended the annual conference of the Committee on Teaching with the United Nations on January 30, 2015. Their participation was coordinated by chapter president, Gregory Turner, who had just participated in a medical mission in Haiti. The chapter wishes to recognize the following graduating members: Gregory Turner, Mathew Chapman, Karen Dally, Anthony Nickele, Swata Patel, Vibhuti Patel, Dhenu Patel, Browlyn Marquez.

Congratulations to 7 student members of the Great Lakes Chapter of Illinois (Chicago) who will be graduating and pinned on May 8, 2015. Sadly, this will be the last group of men of nursing graduating from Chicago’s Daley College of Nursing. Our thanks to chapter advisor, John Barfield, for all he has done for these and many other students and novice nurses.

The University of Miami Chapter is off and running, having just held their third meeting. The chapter has partnered with the Florida Marlins to sponsor a Testicular Cancer Awareness Day. The event includes premiere seating on the third base line and both pre and post game special events. Proceeds from ticket sales will support the fight against testicular cancer.

Excelsior College student members from the New York Capital Region (Albany) will be participating in the school’s annual educational institute’s program, “The Power and Empowerment of Nursing”, to be held May 1, 2015. This Enthusiastic members of the Miami ‘Canes Chapter form their signature year’s keynote speaker is Helen R. Connors, PhD, RN, Dr PS (Hon), FAAN and “U” sign at a recent meeting. Jean M. Hill Professor, University of Kansas School of Nursing and Center for Healthcare Informatics. Excelsior will also host Beverly Malone, CEO of the

Page 4 of 12 National League for Nursing at their graduation ceremonies scheduled for July 10th. She is a recognized leader in nursing education and contributing member of the IOM’s Forum on the Future of Nursing Education report. Our congratulations to all the graduating members of Excelsior College!

Congratulations to the new California North State Chapter (Chico) which is off and running under the leadership of Chapter President, Joey Regino. Their inaugural meeting was held March 27th.

The Sacramento Valley Chapter will host a Health and Wellness fair for the Hmong community on May 3rd. Students will be doing diabetes and blood pressure screenings.

The Greater Cincinnati Chapter will host their Midwest Regional Conference: “MAN-UP: Men advancing Nursing, Unleashing the Potential”! The program will be held April 20th at the Cincinnati Children’s Hospital Medical Center. The conference offers an opportunity for male nurses to learn, network, and bring The inaugural meeting of the California North State chapter at more males into the nursing profession. Several Ohio-area AAMN chapters also California State University, Chico. plan to attend.

The University of Maryland Chapter will participate in fundraising event with proceeds going to Testicular Cancer Awareness. The event, “Dodge Balls for Men’s Balls” will take place April 22nd on the school campus.

There was a great turnout at the meeting of the UCLA Chapter on March 3, 2015 which featured Geovanny Estrada, from the Infection Committee for Pediatrics, and RN at the UCLA Ronald Reagan Medical Center, Mattel Children’s Hospital Pediatrics.

Congratulations to the Little Rock Chapter, who held a highly successful bone marrow donor registry program. Under the leadership of Norm Swope, the chap- Members of the UCLA Chapter from their March 3, 2015 meeting, which ter recruited several hundred new donors for the “Be the Match” program during featured guest speaker Geovanny Estrada. Valentine’s week.

Michiana Alliance for Men in Nursing Chapter (South Bend, IN) continues to host various speakers at their chapter meetings. Recent meetings have featured nurses from palliative care, pediatrics and two recent graduates who discussed adjusting to the new role as a novice nurse. In March, the chapter hosted the Indiana State Nurses Association’s Director of Policy and Advocacy, Blayne Miley, JD, to talk to the group about the ACA and current Indiana legislation that will impact healthcare. In June, they will have a movie night featuring a nursing documentary! Men in Pediatric Nursing: Facilitators and Barriers to Recruitment at Cincinnati Children’s By, William T. Lecher, RN, MS, MBA, NE-BC, Senior Clinical Director Children’s Hospital Medical Center

The number of men in pediatric nursing may be increasing, but more needs to be done. At least that is what we believe at Cincinnati Children’s. The hospital sponsored an investigative Doctor of Nursing Practice (DNP) project to discover facilitators for and barriers to recruiting more men into pediatric nursing. A series of focus groups were conducted with men and women in pediatric nursing, the data were analyzed and the findings are as follows:

Facilitators for recruiting men include: the hospital pedigree, all the hospital has to offer, men as wage earners, what guys do, RN-to-patient ratio, Small poop/ the pickle jar/it’s not their fault, kids are fun, and kids need men in nursing. Barriers included: stereotypes (creepy, gay, pedophile), threat of false accusation, Page 5 of 12 men not nurturing, and the shortage of men.

The focus participants provided seventeen recommendations to improve recruitment of men in pediatric nursing. Chief among the findings was leveraging the men in pediatric nursing at the hospital. One of the sub-themes for leveraging the men in nursing was the role model provision, herein referred to as “The Guy Effect”. The weight and emphasis for “The Guy Effect” was high and articulated as a meaningful strategy for improving our recruitment. Several participant quotes effectively illustrate the thematic code for “The Guy Effect”:

You know, probably more impactful from man to man (woman). I think using more men to be a selling point or selling in terms of recruiting male nurses (man). What better than those examples of men (in pediatric nursing) to break down those stereotypes (woman). Knowing that there are a number of men here willing to support each other with the problems we encounter is one of the things that was inviting to me (man).

As a result, an interview with Guy Beck, MSN, RN, Education Specialist and President of Greater Cincinnati AAMN was done to express the meaning and power of “The Guy Effect”. His first name and the thematic code are the same, but that is not intended to imply that “The Guy Effect” was actually named after Guy Beck, RN. Here’s the interview:

Bill: Why did you decide to be a nurse?

Guy: My father passed away when I was seven years old. At the time he didn’t have any known health problems, however, one night when my mom and I came home from the grocery store, we heard a loud thud and found that my dad had fallen down. He was having a heart attack. My mom was so distraught; I had to actually help her dial 911. This single night changed the trajectory of my life.

During high school I shadowed a male Certified Anesthetist (CRNA). My mom set it up. It was a great experience, and when I left, I was so excited. In fact, I called my friends before I left the parking lot and told them I was going to be a nurse. They were supportive and excited for me.

I was accepted into a nursing program after high school, however I didn’t have such a good experience there. This was based in part on two women faculty who were not supportive on men in nursing. This led me to leave .

Bill: Then what did you do?

Guy: Following this bad experience in nursing school I decided to earn a business degree because that was more of a manly degree to obtain. However, during my junior year in business school at Xavier University, I still knew my heart was in nursing. I knew this because business would not totally fulfill the emotional and cognitive side of being a worker. In business you are primarily a knowledge worker. I’d just be a knowledge worker. As a nurse, I knew I’d get to fulfill my emotional and cognitive needs as a worker.

After completing my business degree, I enrolled in the accelerated pre-lisensure Master of Science in Nursing (MSN) program at Mount St. Joseph University. One of the most important and formative things for me personally as a nurse occurred during my role transition (final clinical in nursing school) experience. I had a male nurse as my preceptor and this guy really showed me that I could be a man, a nurse, and still maintain my manliness. He really solved that identity crisis for me.

Bill: How did he do this?

Guy: For the very first time I wasn’t experiencing hyper-feminism in nursing that is so prevalent everywhere. You know, smiley faces in emails, soft touches on my shoulder, and nothing bright and cheery. He was just a man and he was a nurse. He went to the same high school that I went to and also graduated from Mount St. Joseph. He modeled care for me and what it meant to be a man who cares as a nurse. He spoke to me in a manner that men speak to each other. I guess you would call it brotherhood; that’s what I experienced with him as a nurse. And the best part was, the patients loved him and respected his non-feminine approach to nursing.

Bill: What do like best about being a nurse?

Guy: Caring for and helping others. There’s this stigma, that if you’re a guy, you shouldn’t be caring. I don’t believe that to be true. Caring is the manliest Page 6 of 12 thing a guy can do. For me, this is displayed in action, when I’m at the bedside after a family loses a child. It takes a true man to stay at the bedside and show emotional support. As a guy, what this looks like is being in the room with the family, being the emotional anchor, the rock, and showing that things are going to be okay. I’m basically on the front line and help the family through things like that.

Here’s a perfect example. Following the loss of a 2 month old, I stayed at the bedside with the dad. He was a huge NFL fan. Dad knew he would never be able to take his son to an NFL game and after doing what needed to be done, I helped dad put an NFL jersey on his son. We took several pictures with him and his son with the jersey on. For a brief moment, I was their rock. It was a very caring thing and I was glad to be their nurse.

Bill: Wow that is a powerful story about caring for others, having purpose, and being a man in pediatric nursing. Tell me, why did you decide to serve as President of the Greater Cincinnati AAMN chapter?

Guy: AAMN was on my radar when I was in my pre-licensure nursing program at The Mount. One of the male nursing faculty was always trying to get us interested in it, but the accelerated program is so busy, I didn’t participate much. Basically, I’d like to have more men in nursing colleagues. That’s a big reason why I’m President. It energized me to use the business side of my brain. Being President allows me to exercise my entrepreneurial spirit. GCAAMN Bill: What is your biggest hope and aspiration as the GCAAMN chapter leader?

Guy: I’d really love it, if GCAAMN could serve as a point of support for a guy when he graduates high school, be the channel through his college experience, and then socialize him into the professional nurse role when he becomes a nurse. I’d like to make that happen one day.

Bill: So how do you think Cincinnati Children’s does when it comes to men in nursing?

Guy: I think for being a female dominated field, Children’s does a great job supporting men in nursing. The work environment is conducive for men in nursing. I have never felt uncomfortable here. I have never been belittled here for being a man in nursing. Our numbers of men are growing. I’m seeing more and more men in nursing on the floors, and the hospital wants to do more.

Bill: Is there anything else you would like to add?

Guy: In closing, and to fully complete a circle of my nursing experience, when my wife and I went to the hospital eight months ago for the birth of our first child, Amelia, we needed a C-section. Guess who showed up? It was the same CRNA I shadowed a decade earlier when I was a student at Elder High School. This Guy and Amelia closes the loop on the past decade and my quest to be a professional nurse.

This interview reflects several applications of the role model provision or “The Guy Effect”, that as a hospital we intend to replicate for many other men and male youth to consider a career as a pediatric man in nursing. We have over 200 men in nursing working at our hospital. One way we intend to apply the role model provision is to feature at least one from each practice area. Everyone has a story worth sharing that may impact another man to become a pediatric nurse. Other applications will include mentoring, nurse preceptors for men during pediatric clinical and role transition, and including guys in the interview process when men apply for jobs.

Cincinnati Children’s Hospital Medical Center is pleased to be an AAMN Platinum Sponsor which allows us to feature the hospital in each issue of AAMN InterAction. For more information about Cincinnati Children’s and careers, please visit: http://www.cincinnatichildrens.org/service/n/nursing/default/

Editor’s Note: Three AAMN Platinum Sponsorships are still available at $2,500.00 Interested hospitals/health systems, colleges/universities, or other organizations should email Karen Mota, AAMN Account Executive at [email protected] to sign up.

Page 7 of 12 Ian Morlock RN, BSN Boulder Community Health – Oncology Urology Boulder, Colorado

Our lives, as global nursing professionals, are filled with illness, sadness, is the cultural barriers keeping these numbers high. As nurses, we are blessed exuberance, and most of the time, statistics. Every week there is another in that we have information to share, but we also have the heart and soul to journal article and every year there is another release from one of the major reach out to our fellow man and to help him understand just how important medical organizations, which both give us a perspective into the depth of screening for these diseases is. We have the power to present these problems research happening around the world. As I have navigated my way through not just as a men’s health issue, but a family issue. the education portion of my nursing career, I have been exposed to hundreds of health topics that are relevant to my future as a male nurse. Men’s health Recently I attended a lecture that is part of a series presented by my employ- became a window into the world of medicine, more specifically cancers, and er, which focused on colorectal screenings and what they can tell us. Most as I narrowed down the topics, I kept returning to the issues of disparities in of the information was not new, but there was a piece of information that health promotion and action among minorities in the United States. The deep- stood out and I wanted to share it with all of you. Some of you may know er I dug, the more attracted I became with the issue of Colorectal Cancer rates this little fact, and some of you may be just as surprised as I was. Either way, among the African American communities across the country. The statistics are it is a useful tool to carry with you as you promote health and wellness to startling, and I began to ask myself two very important questions; “Why are the people in your communities. We all know that the ACA is a controversial the death rates so high among this group of men? moreover, “Why are these topic in this country, but there is something we need to know as we reach men not taking advantage of screening opportunities before it is too late. out to our brothers, and sisters. We need them to want to take the leap into knowing their own health status. Under the new rules of the ACA, screenings The answers to these two questions are simple to state, but extremely difficult are generally covered. The issue with colon cancer is that there are 3 different to implement. The two main factors are access and education. Access to ways to screen; yet, two of them only lead us to the third. Men can go see reasonable health care is an issue we see in this country that has become a a physician and either has a blood test done, or they can take home some widespread and direct contributor to the disparity statistics. Men in minority fancy little cards to wipe stool on and then return to the clinic. The problem is communities have less of an opportunity to visit an affordable health care that these two tests, while free as a screening tool, usually lead the patient clinic than men in more affluent areas. This is a well-known fact. The ACA has to the decision of having another test done in the form of a colonoscopy. The raised the hope, that by mandating health care for all US citizens, new clinics problem is that the patient needs to go back in to the clinic for a more invasive will pop up and that more outreach into these communities will ease some of “screening” procedure, but will be charged for it as a diagnostic procedure. the access problems of the past. Research is being conducted to see if this is This now makes the patient wary of the health system and confused about actually working, but I believe it will be sometime before we know what the how to navigate their own care in a way that is manageable, both emotionally actual numbers are. and financially, to them and their families. Therefore, it is up to us to know about these little, but expensive, parts of our new laws, so that as we reach The second answer, the education, is where I have found that as men in nurs- out to men we can recommend the best course of action. No man over the ing we have the ability to reach out to these communities and to make sure age of 45 should have trouble going to see a physician and requesting a colo- that the population around us knows what resources are available to them. All noscopy, which by the way is the definitive screening tool used to diagnose it takes is one man, who otherwise may feel that the approach to diagnosing one of the most deadly cancers. If screening is going to be a service that the both prostate and colorectal cancers is a bit of a taboo and not something that ACA is going to offer free of charge, other than the monthly premiums, then often comes up in conversation (mostly out of fear and embarrassment), to we need to promote that as a useful way to continue the fight against cancer be convinced of the dangers and to accept the challenge of overcoming their and to hopefully see another drastic decline in the death rates among minority fears surrounding screening. If we can convince one man, we can convince men in our society. the whole community. Yes, we could spout off all of the most recent numbers such as, compared to white males, the screening rate for colon cancer among black males is low at only 56%, or that although the overall rate of cancer deaths has shown a steady decline, black men are still on the leader board with a death rate of 33%. Numbers like these are fancy and meaningful, but it

Page 8 of 12 AAMN an Active Member By, Bill Lecher, RN, Immediate Past President

AAMN is a member organization of the Nursing Community (NC). Collectively, 61 organizations are members of the NC, representing nearly one million registered nurses, advance practice nurses, nurse executives, nursing students, nursing faculty, and of course, men in nursing. These organizations are com- mitted to the health and health care of our nation by collaborating to support registered nurses. Through our participation as a Nursing Community member, AAMN supports advocacy issues in the following areas:

• Healthcare reform to improve quality, reduce cost, and increase access • Federal funding for nursing education, practice, and retention • Federal legislation that improves and advances nursing practice, education, and research

FY 2016 Appropriation Status On April 3, 2015, the NC submitted and AAMN supported testimony to the United States Senate Appropriations Subcommit- tee on Labor, Health and Human Services, Education and Related Agencies (LHHS-ED), respectfully requesting $244 million for the Health Resources and Services Administration’s (HRSA) Nursing Workforce Development programs (authorized under Title VIII of the Public Health Service Act [42 U.S.C. 296 et seq.]) and $150 million for the National Institute of Nursing Research (NINR), one of the institutes within the National Institutes of Health (NIH). The full Senate testimony is available on the NC website. The NC will be submitting testimony to the House Appropriations Subcommittee on LHHS-ED, by on April 29, 2015.

Title VIII Reauthorization is currently in progress, and AAMN and the NC are actively advocating for several statutory changes:

• Include Clinical Nurse Specialist programs under Advanced Education Nursing programs comparable to APN’s • Include CNS as an APN role in Title VIII definitions • Include in the definition of Advanced Nursing Education • Include the definition of Nurse-Managed Health Clinics • Accept proposed changes to statutory language for demonstration grants for Family programs • The option for straight reauthorization is also an option under consideration

For up to date information about Title VIII reauthorization and the Nursing Community go to: www.thenursingcommunity.org

Thank you Lavoy Bray, Vice President, AAMN: For representing AAMN at the Nursing Community Briefing and Reception, Tuesday, February 24, 2015 in collaboration with the House Caucus Co-Chairs, Rep. Lois Capps, RN (CA-24) & David Joyce (OH-14).

Page 9 of 12 AAMN SEEKING NOMINATIONS FOR ELECTED OFFICE

The 2015 Leadership Succession Committee is pleased to announce the opening of nominations for AAMN elected office.

2015 Positions for Election:

• President-Elect • Secretary • 3 Board Members

The term of office for each of these positions is two years and begins at the close of the 40th Annual AAMN conference, September, 2015. The responsibili- ties and duties for each can be viewed on the following link: http://aamn.org/docs/bylaws.pdf Please refer to Article VII. Officers and Duties, and Article XI. Elections for specific detail

The AAMN board of directors meets 90 minutes monthly via conference call. There are 1-2 in-person board meetings annually; one associated with the annu- al conference in the fall, and the other in Philadelphia at the national office. Board members are expected to attend these and the annual conference each year. AAMN is also a working board, so nominees need to have sufficient time for volunteer leadership, in addition to the monthly meeting. To be eligible for nomination, AAMN members need to be a Registered Nurse.

The 2015 AAMN Leadership Succession Committee is interested in developing a slate of candidates for this year’s election that include, but are not limited to, the following characteristics:

1. Diverse candidates, specifically: a. Race and ethnicity b. Gender identity c. Current or past military experience d. Geographic or regional 2. Prior board experience with other associations and organizations 3. Competencies: integrity, governance, strategic planning, leadership, communications, team effectiveness, business acumen, financial operations 4. Visibility in the nursing community - - - locally, regionally, nationally 5. AAMN experience, including AAMN chapter involvement

Nominations should be submitted to [email protected], placing “AAMN Nomination” in the subject line. Members may nominate other members or individual members may nominate themselves. The 2015 AAMN Consent to Serve, Candidate Biosketch Form, and photo will need to be completed and submitted bay all nominees no later than the Friday, July 31, 2015, 5:00 PM Eastern Standard Time.

2015 AAMN Leadership Succession Committee Members

Chairperson: Bill Lecher, Senior Clinical Director, Cincinnati Children’s Hospital Medical Center Members: Christopher Coleman, Associate Professor, University of Pennsylvania Jerry Durham, Chancellor, Allen College Brent MacWilliams, Associate Professor, University of Wisconsin - Oshkosh Dale Pfrimmer, Nurse Administrator, Mayo Clinic

Page 10 of 12 Members’ Corner Interview with Daniel Misa, BS, RN, CEN, CPEN Emergency Department Registered Nurse by Barbara Chamberlain, PhD, APRN, MBA, WCC

BC: Dan, how long have you been a member of AAMN? at the age of 14.

DM: I have been a member of AAMN since January 2013. BC: Would you encourage young men to consider nursing as a career?

BC: How did you first hear about AAMN? DM: Yes! There is a lot of potential for young men in considering a career in nursing. Nursing is a very rewarding field, and men have their choice of DM: I first heard about AAMN from an article I read regarding a local direct patient care and bedside nursing to leadership and management roles. chapter in New Jersey. I did my research regarding the organization by going on its website, and I decided to become a member. BC: What do you think are some of the major issues facing nursing today?

BC: What attracts you to AAMN? DM: Some of the major issues facing nursing today include baccalaureate degree preparation and scope of practice. For decades, we have been strug- DM: I think what attracted me to join AAMN is the chance to network with gling with nurses attaining a baccalaureate nursing degree as the minimum other men who are also nurses. Men are in a unique position being the mi- level of education for entry into practice. In addition, nurses in some parts of nority in a female dominated profession. AAMN serves as a channel for men the United States are unable to practice to the fullest extent of their practice. to relate to one another regarding their experiences, issues, and concerns. The Institute of Medicine highlighted this in their 2010 report, and we, as a profession, must be united and advocate for a high level of practice. BC: Have you had other careers before you considered nursing. What finally prompted you to go to nursing school? BC: Do you have any predictions for the future of nursing?

DM: I decided to pursue a career in nursing right out of high school. Ini- DM: I think men have a lot of potential in contributing to the future of tially, I wanted to enter the medical field, wishing to become a physician. nursing, including helping to staff the workforce with the next nursing short- While volunteering on the 4 West medical/surgical unit at Chilton Medical age which is coming down the road. The profession needs to groom men and Center, Pompton Plains, New Jersey, I had the opportunity to observe what women while they are in middle school and high school to pursue a career in the nurses were doing firsthand. That was when I decided that nursing was nursing. what I wanted to do. (It also helped that I have some nurses in the family.) BC: Do you belong to any other professional associations and what is your BC: What was nursing school like for you? role in them?

DM: I completed my baccalaureate nursing degree at Rutgers, The State DM: I belong to many other professional associations. I am a member of University of New Jersey in Newark, New Jersey, and it was a great experi- the Emergency Nurses Association (ENA), American Nurses Association (ANA), ence. I was one of about ten to fifteen men in our graduating class. Faculty New Jersey State Nurses Association (NJSNA), American Organization of treated us the same as our female colleagues, and there was a great camara- Nurse Executives (AONE), and Philippine Nurses Association of America. I do derie among all the students. committee work in some of my associations, and I also am Region 1 President of the New Jersey State Nurses Association. BC: What was your first job? Thank you, Dan DM: My first paid job was diet aide at Chilton Medical Center while I was in high school when I was 16 years old. Prior to that, I was a junior volunteer

Page 11 of 12 Pay Gap Between Men and Women Nurses Dr. Edward J. Halloran, RN Chairman, American Assembly for Men in Nursing

A research letter reporting salary differences between male and female RNs in the US appeared in the March 24, 2015 issue of JAMA, the journal of the American Medical Association.[1] The authors introduced their topic by citing the 2014 Report of the National Equality Pay Task Force and claimed that the male-female salary gap has narrowed in many occupations implying that nursing was an exception. [2] The $5100 salary differential was widely reported, attracted many comments and may well have the effect of attracting men to the nursing profession where low salaries have long been a disincentive. [3] [4] That the higher salaries of men nurses somehow disadvantages women nurses, an implicit assumption from a long-standing belief that once men gain a foothold in the nursing profession they will take over, constrains salaries of all nurses. Professional nursing remains occupationally segregated in an era long after Title IX mandated that women have equal access to professional education. Median salaries have gone down where women enter previously male occupations and have risen when men enter previously female fields. The dearth of men in nursing has long constrained nurses’ salaries.

Why are there so few men in nursing?

As a young man in the nursing profession [years ago] I sought ways to maximize my salary. I worked nights and weekends for the pay differentials and prepared myself educationally for the opportunity and salary that a leadership career would bring. Over the years I have run into numerous men in nursing doing the same thing at the same time many women valued time off from work and career. I sought employers who were men who gave me opportunity but was always constrained because salary survey methods used notoriously underpaid women for comparison to set my salary. This trend persisted until I joined the faculty of a professional nursing school where women set my salary lower than theirs yet persist in setting overall school salaries by comparing themselves with other notoriously underpaid women.

What happened to Title IX?

I am happy to report that there is a critical and growing mass of women in nursing who seek the same economic rewards men have achieved and laud the competition. Recent incentives built into the Affordable Care Act such as transitional care and nurse-family partnerships are likely to improve the effectiveness and efficiency of nursing and present economic opportunity that may lower the cost for institutional nursing and increase the pay for some nurses.

[1] Muench, U., Sindelar, J., Busch, S., Buerhaus, P. (2015) Research Letters: Salary differences between male and female Registered Nurses in the United States. JAMA, 313(12)1265-7. [1] National Equality Pay Task Force. Fifty years after the Equal Pay Act of 1963. https://www.whitehouse.gov/sites/default/files/image/image_file/ equal_pay-task_force_progress_report_june_10_2013.pdf [1] http://well.blogs.nytimes.com/2015/03/24/stubborn-pay-gap-is-found-in-nursing [1] Halloran, E. J. (l985). Men in nursing. In H. Grace, & J. McCloskey (Eds.), Current issues in nursing. (2nd Ed.), pp. 969-978. Boston: Blackwell Scientific. See you in Minneapolis!

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