And the Perception of Nursing

The Career and Education Resource for the Minority Nursing Professional • WINTER/SPRING 2017 Media and the Perception of Nursing

Be a Nurse Entrepreneur NURSE CEO +RUTH BRINKLEY THE RISE OF BLACK NURSES ROCK

www.minoritynurse.com Meet Wai. He is an oncology nurse and a long-time yoga practitioner. Both practices require a blending of mind and body, and Wai brings his full self every day to everything he does. Here on this extraordinary campus, nurses find a community of physicians, scientists, pharmacists, social workers and fellow nurses who share the same singular determination to find a cure. What is most interesting is how Wai and his peers channel intensity into human connection. This NCI-designated Comprehensive Cancer Center gives nurses like Wai – and you – the resources and the space to bond with patients and families, to grow personally and professionally, and to impact cancer and nursing research. Whether it’s yoga or being with a patient, Wai is all in. If you are too, there is a place for you here. Join us. CityofHope.org/nursing Health care needs you. Patients need you. We need you.

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In This Issue Cover Story 3 Editor’s Notebook 4 Vital Signs 8 Media Leads the Way: How The Truth About Nursing Is Changing the Perception of Nursing 7 Making Rounds One Person at a Time 39 The Funny Bone By Lynda Lampert, RN 40 In the Spotlight Executive Director Sandy Summers is leading the charge to 48 Index of Advertisers promote nursing autonomy by busting stereotypes about the profession—and wants you to join the fight Degrees of Success 23 The Emergence of Diverse Male Nurse Anesthetists: Features Increasing Cultural Competence and Improving the Gender Gap How to Chart Your Own Path as a By Wallena Gould, EdD, CRNA, FAAN, and Ronell Kirkley, 12 Nurse Entrepreneur DNP, RN, CRNA, APN-Acute Care By Linda Childers Male CRNAs providing culturally competent care across the country describe what brought them into Ever considered starting your own company but were too afraid to nurse anesthesia take the leap? Five successful minority nurse entrepreneurs offer their best advice to help you get started Health Policy Nurse CEO Ruth Brinkley: Tested Leadership, 32 Q&A with Minority Health Policy Leaders 16 Uncommon Accomplishments By Janice M. Phillips, PhD, FAAN, RN By James Z. Daniels Six minority nurse leaders share how their nursing KentuckyOne Health CEO Ruth Brinkley is living proof that hard organizations are empowering their members with work pays off knowledge, resources, and opportunities to effectively influence health policy 20 From Facebook Group to National Organization: The Rise of Black Nurses Rock By Denene Brox Founder Romeatrius Moss highlights the importance of bringing a community together

2 Minority Nurse | WINTER/SPRING 2017 ®

Editor’s Notebook: CORPORATE HEADQUARTERS/ EDITORIAL OFFICE

The Unsung Heroes 11 West 42nd Street, 15th Floor New York, NY 10036 e are living in uncertain times. With Donald Trump about to take office, the 212-431-4370 n Fax: 212-941-7842 Affordable Care Act is likely to be repealed, and it’s not clear what is going to happen to our nation’s health care. It’s more important than ever for nurses SPRINGER PUBLISHING COMPANY to come together and not only be advocates for patients but also for peace. W CEO & Publisher Mary Gatsch To kick off 2017, this issue spotlights nursing leaders from a variety of backgrounds to give you a much needed dose of inspiration. Vice President & CFO Jeffrey Meltzer Currently, nurses face a host of complex issues: a health care system hanging in the MINORITY NURSE MAGAZINE balance, negative media stereotypes, workplace bullying, and unsafe staffing ratios, to name a few. In our cover story, Sandy Summers, the executive director of The Truth Publisher Adam Etkin About Nursing, calls on each of you to step up and start speaking out for the sake of Editor-in-Chief Megan Larkin your profession. Summers has made it her mission to protect her fellow nurses and Creative Director Mimi Flow spread awareness to the public about what it is that nurses actually do. But she can’t Production Manager Diana Osborne do this alone. Learn more about how you can join the fight on page 8. Digital Media Manager Andrew Bennie In a time of uncertainty, you mustn’t let fear rule you. Do you have a great idea for a new business but are too paralyzed by the possibility of failure? Take a moment to Minority Nurse National Sales Manager read the advice of five successful minority nurse entrepreneurs who were once in your Peter Fuhrman shoes. They offer you guidance on how to get started and what to do when faced with 609-890-2190 n Fax: 609-890-2108 an obstacle. Stepping outside your comfort zone is the only way you’ll truly grow, so [email protected] never be afraid to take that leap. Ruth Brinkley is a shining example of what you can accomplish when you take that Minority Nurse Editorial Advisory Board leap. She has never shied away from a challenging managerial position, and becoming Anabell Castro Thompson, MSN, APRN, ANP-C, FAAN the CEO of KentuckyOne Health is no exception. Her advice for nurses new to a lead- President National Association of Hispanic Nurses ership role? Be bold, act quickly, and surround yourself with like-minded individuals. Passion will also play a crucial role in your success. Birthale Archie, DNP, BS, RN Faculty Few women know passion better than Romeatrius Moss, the founder of Black Nurses Davenport University Rock. What started out as a Facebook group for black nurses to share their struggles and successes quickly turned into an official organization in less than two years. Moss is bring- Iluminada C. Jurado, MSN, RN, CNN Chair, Scholarship Committee ing the black nursing community together to support one another and their communities. Philippine Nurses Association of America Looking for ways to serve your community? A diverse workforce plays an important role, so follow in the footsteps of the male certified registered nurse anesthetists Martha A. Dawson, DNP, RN, FACHE Assistant Professor, Family, Community & Health Systems (CRNAs) in our Degrees of Success column and share your nursing journey—warts and University of Alabama at Birmingham all—to encourage other minorities to pursue nursing. Or consider becoming a health policy advocate. Janice Phillips speaks with leaders of minority nursing associations to Wallena Gould, CRNA, EdD, FAAN Founder and Chair find out how they’re influencing policy and empowering others to do the same. Diversity in Nurse Anesthesia Mentorship Program The individuals highlighted throughout this issue are helping change the profession Alethea Hill, PhD, ACNP-BC, ANP-BC one nurse at a time—and there’s no reason you can’t, too. Associate Professor —Megan Larkin University of South Alabama Tri Pham, PhD, RN, AOCNP-BC, ANP-BC Nurse Practitioner Minority Nurse (ISSN: 1076-7223) is published four times per year by Springer Publishing Company, LLC, New York. The University of Texas-MD Anderson Cancer Center Articles and columns published in Minority Nurse represent the viewpoints of the authors and not necessarily those of the editorial staff. The publisher is not responsible for unsolicited manuscripts or other materials. This publication is designed Varsha Singh, RN, MSN, APN to provide accurate information in regard to its subject matter. It is distributed with the understanding that the publisher PR Chair is not engaged in rendering legal or other professional services. If legal advice or other expert assistance is required, the National Association of Indian Nurses of America services of a competent professional person should be sought. The publisher does not control and is not responsible for the content of advertising material in this publication, nor for the recruitment or employment practices of the employers placing Eric J. Williams, DNP, RN, CNE advertisements herein. Throughout this issue, we use trademarked names. Instead of using a trademark symbol with each President occurrence, we state that we are using the names in an editorial fashion to the benefit of the trademark owner, with no National Black Nurses Association intention of infringement of the trademark. Subscription Rates: Minority Nurse is distributed free upon request. Visit www.minoritynurse.com to subscribe. Change of Address: To ensure delivery, we must receive notification of your address change at least eight weeks prior to publication. Address all subscription inquiries to Springer Publishing Company, LLC, 11 West 42nd Street, 15th Floor, New York, New York 10036-8002 or e-mail [email protected]. For editorial inquiries and submissions: Claims: Claims for missing issues will be serviced pending availability of issues for three months only from the cover date (six [email protected] months for issues sent out of the United States). Single copy prices will be charged for replacement issues after that time. For subscription inquiries and address changes: Minority Nurse ® is a registered trademark of Springer Publishing Company, LLC. [email protected] © Copyright 2017 Springer Publishing Company, LLC. All rights reserved. Reproduction, distribution, or translation without express written permission is strictly prohibited.

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 3 Vital Signs

Grassroots Nursing Organization Show Me Your Stethoscope Plans National Rally to Support Safe Staffing Legislation

A rally event organized by Show Me Your Stethoscope assignments would not be al- bestselling author of The Nurses: (SMYS), a health care advocacy and grassroots nursing lowed to exceed the proposed A Year of Secrets, Drama, and Mir- organization, will be held in Washington, DC, to lobby ratio. This legislation inher- acles with the Heroes of the Hospi- for and raise public awareness for current proposed ently has patient and nurse tal; Janie Harvey Garner, RN, ex- safety at the forefront. ecutive director of SMYS; Deena nurse–patient ratio legislation. The event will be held over The event will take place Sowa McCollum, RN, BSN, an two days, May 4 and 5, 2017, to fight for nurse–patient at approximately 11:00 a.m. acute care nurse and cofound- ratios for patient safety, as medical errors may account in front of Capitol Hill, First er of the Nurses Take DC rally for the third leading cause of death in the United States. St. SW, between Constitution Marty Makary, MD, bestselling Ave NW and Pennsylvania Ave author of Unaccountable: What SW, permit area 1. Expected at- Hospitals Won’t Tell You and n May 4, 2017, a On May 5, 2017, the rally tendees include nurses, health How Transparency Can Revo- Lobby Your Legis- is to support H.R. 1602: Nurse care providers, representatives lutionize Health Care and di- lator info session Staffing Standards for Patient from professional organiza- rector of the national “Improv- O and conference will Safety and Quality Care Act tions, and the general public. ing Wisely” Campaign to lower be held. The Patient Safety: and S. 864: National Nursing Suggested attire for attendees health care costs by addressing Nurses Resuscitating Health Shortage Reform and Patient includes rally scrubs—and your unnecessary medical care; and Care Conference will take place Advocacy Act. The proposed stethoscope! more to come. from 11:00 a.m. to 6:00 p.m. at bills would establish federally Among the confirmed speak- To register for the #Nurses the Hilton Mark-Alexandria in mandated requirements for ers for the event are Katie Duke, TakeDC event, visit www.nurs- Virginia. Learn the facts about nurse-to-patient staffing ratios RN, MSN, ACNP-BC, an acute estakedc.com. For more infor- nurse–patient ratios, what to in acute care hospitals. This care nurse practitioner, health mation, please contact Doris say, and be the change agent would regulate the maximum care media consultant, and Carroll, RN, BSN, at doris.car- in your congressional district. number of patients that nurses frequent contributor on Fox [email protected] or Jalil Rally and lobbying flyers will would be allowed to care for News, The Doctors, and The Dr. Johnson, BSN, MS, ANP-BC, at be available. during a given shift. Nursing Oz Show; Alexandra Robbins, [email protected].

4 Minority Nurse | WINTER/SPRING 2017 Vital Signs

First Cases of Candida Auris Reported in United States

Thirteen cases of Candida auris (C. auris), a serious and three antifungal drug classes. The CDC recommends that sometimes fatal fungal infection that is emerging globally, Based on laboratory testing, health care professionals im- have been identified in the United States, according to the U.S. strains were found to plement strict standard and the Centers for Disease Control and Prevention (CDC). be related to strains from South contact precautions to control Asia and South America. How- the spread of C. auris. Facilities Seven of the cases occurred between May 2013 and ever, none of the patients trav- should conduct thorough daily August 2016 and are described in the November 4, 2016, elled to or had any direct links and after-discharge cleaning of edition of the Morbidity and Mortality Weekly Report. The to those regions. Most patients rooms of C. auris patients with other six cases were identified after the period covered likely acquired the infections an EPA-registered disinfectant by the report and are still under investigation. locally. active against fungi. Any cases “It appears that C. auris of C. auris should be reported he report is the first C. auris was identified. Four of arrived in the United States to CDC and state and local to describe U.S. cases the patients died; it is unclear only in the past few years,” health departments. The CDC of C. auris infection. whether the deaths were asso- says Tom Chiller, MD, MPH, can assist in identifying this T C. auris is often resis- ciated with C. auris infection or chief of CDC’s Mycotic particular type of Candida if tant to antifungal drugs and underlying health conditions. Diseases Branch. “We’re work- needed. tends to occur in hospitalized In two instances, two pa- ing hard with partners to better For more information on patients. In June 2016, the tients had been treated in the understand this fungus and C. auris, visit www.cdc.gov/ CDC issued a clinical alert de- same hospital or long-term-care how it spreads so we can im- fungal/diseases/candidiasis/ scribing the global emergence facility and had nearly identical prove infection control recom- candida-auris.html. of C. auris and requesting that fungal strains. These findings mendations and help protect laboratories report cases and suggest that C. auris could be people.” send patient samples to state spread in health care settings. and local health departments Six of the seven cases were and the CDC. Since then, the identified through retrospec- CDC has been investigating tive review of hospital and reports of C. auris with several reference laboratory records. state and local health depart- Identifying C. auris requires ments. The agency expects to specialized laboratory meth- continue to investigate pos- ods because it can easily be sible cases as awareness of the misidentified as another type emerging infection increases. of Candida infection, in which “We need to act now to bet- case patients may not receive ter understand, contain, and appropriate treatment. Most of stop the spread of this drug- the patient samples in the cur- resistant fungus,” says CDC rent report were initially mis- Director Tom Frieden, MD, identified as another species MPH. “This is an emerging of Candida. threat, and we need to protect Most of the C. auris strains vulnerable patients and others.” from U.S. patients (71%) Among the seven cases de- showed some drug resistance, tailed in the report, patients making treatment more dif- with C. auris were reported in ficult. Samples of C. auris four states: New York, Illinois, strains from other countries Maryland, and New Jersey. All have been found to be resistant of the patients had serious un- to all three major classes of derlying medical conditions antifungal medications. How- and had been hospitalized ever, none of the U.S. strains in an average of 18 days when this report were resistant to all

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 5 Vital Signs

Office of Minority Health Partners with National Minority-Serving Organizations to Support Workforce Development The U.S. Department of Health and Human Services (HHS) lic health workforce opportuni- ment of a more robust health Office of Minority Health (OMH) announced new partnerships ties related to engaging under- and human services workforce graduate, graduate, or doctoral and infrastructure. A diverse set with three national minority-serving organizations to support students interested in pursuing of organizations will serve as emerging health professionals and promote workforce a career related to health care, placement sites for the emerging development in health and health care. This collaboration public health, or health equity. health professionals, including will support efforts to increase career opportunities in health The new partnerships will federal agencies, the Regional care and public health for minority students. provide a cooperative frame- Health Equity Councils of the work for HHS OMH and HACU, National Partnership for Ac- emoranda of Under- and public collaboration to HSHPS, and ILF to develop pro- tion to End Health Disparities, standing with the build healthier communities grams and community health community-based organiza- Hispanic Association and support organizational equity projects to engage tions, professional associations, Mof Colleges and Uni- capacity growth among or- emerging health professionals and academic institutions. versities (HACU), Hispanic-Serv- ganizations dedicated to ad- in a hands-on, field learning The goal of these new partnering Health Professions Schools dressing health disparities. opportunity through a short- ships is to foster the provision (HSHPS), and International • enhance development of the term, full-time placement in an of health services respectful of Leadership Foundation (ILF) next generation of emerg- organization or institution that and responsive to the needs of support the HHS OMH Youth ing health professionals and promotes health equity and/ diverse patients through work- Health Equity Model of Practice leaders through direct en- or addresses health disparities. force development, which can (YHEMOP), which is intended to gagement in health equity HHS OMH is dedicated to help improve health outcomes • create a healthier nation by work. working across racial and eth- and close the gap on racial and strengthening the health HHS OMH launched the YHE- nic minority communities to ethnic disparities in health and and human services infra- MOP in 2015 to support the facilitate the availability of cul- health care. structure and workforce. design, implementation, and turally and linguistically appro- For more information, visit • increase cross-cutting federal evaluation of federal and pub- priate services and the develop- minorityhealth.hhs.gov.

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6 Minority Nurse | WINTER/SPRING 2017 Making Rounds

24–26 February Asian American/Pacific Islander June 22–25 Nurses Association, Inc. 5–10 Southern Nursing Research Society 14th Annual Conference American Holistic Nurses Association 31st Annual Conference University of Hawaii at Manoa 37th Annual Conference InterContinental Dallas Honolulu, Hawaii Westin Mission Hills Resort & Spa Dallas, Texas E-mail: [email protected] Rancho Mirage, California Info: 877-314-7677 Website: http://aapina.org Info: 800-278-2462 E-mail: [email protected] E-mail: [email protected] Website: www.snrs.org Website: www.ahna.org March/April 24–28 March March 30–April 1 Association of Women’s Health, American Nursing Obstetric and Neonatal Nurses 1–4 Informatics Association 2017 Annual Convention The Dermatology Nurses’ Association 2017 Annual Conference Ernest N. Morial Convention Center New Orleans, Louisiana 35th Annual Convention Hilton New Orleans Riverside Info: 800-354-2268 Caribe Royale All Suite Hotel New Orleans, Louisiana Orlando, Florida Tel: 866-552-6404 E-mail: [email protected] Info: 800-454-4362 E-mail: [email protected] Website: http://awhonnconvention.org E-mail: [email protected] Website: www.ania.org Website: www.dnanurse.org 20–25 American Association of 7–11 Nurse Practitioners International Society of Psychiatric- April 2017 National Conference Mental Health Nurses 19–21 Pennsylvania Convention Center Philadelphia, Pennsylvania ISPN 19th Annual Conference and Visiting Nurse Associations of America Info: 512-442-4262, ext. 5352 10th Psychopharmacology Institute 2017 Annual Conference E-mail: [email protected] Baltimore Marriott Inner Harbor at Hilton Bayfront San Diego Website: www.aanp.org Camden Yards San Diego, California Baltimore, Maryland Info: 888-866-8773 Info: 608-443-2463 E-mail: [email protected] E-mail: [email protected] Website: http://vnaa.org July Website: www.ispn-psych.org 19–22 18–21 9–11 Academy of Neonatal Nursing National Association of Hispanic Nurses National Association of 14th National Advanced Practice 42nd Annual Conference Clinical Nurse Specialists Neonatal Nurses Conference Arizona Biltmore 2017 Annual Conference Hilton Hawaiian Village Phoenix, Arizona Loews Atlanta Hotel Honolulu, Hawaii Info: 919-573-5443 Atlanta, Georgia Info: 707-795-2168 E-mail: [email protected] Info: 215-320-3881 E-mail: [email protected] Website: http://nahnconference.org E-mail: [email protected] Website: www.academyonline.org Website: http://nacns.org 23–30 Philippine Nurses 18–21 Association of America American Association of May 8th Annual Convention Colleges of Nursing 22–25 Aboard Royal Caribbean (Oasis of the Seas) Port Canaveral to St. Maarten, San Juan, Spring Annual Meeting American Association of The Fairmont Washington and Labadee Washington, District of Columbia Critical-Care Nurses Info: 407-227-1565 Info: 202-463-6930 2017 National Teaching Institute E-mail: [email protected] E-mail: [email protected] & Critical Care Exposition Website: www.mypnaa.org George R. Brown Convention Center Website: www.aacn.nche.edu Houston, Texas Info: 800-899-2226 E-mail: [email protected] Website: www.aacn.org

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 7 Media Leads the Way How The Truth About Nursing Is Changing the Perception of Nursing One Person at a Time

BY LYNDA LAMPERT, RN

8 Minority Nurse | WINTER/SPRING 2017 Media Leads the Way

Sandy Summers, RN, MSN, MPH, executive director and founder of The Truth About Nursing, remembers when she first wanted to become a nurse: “I remember one day when I was 16 and working as a nursing assistant in a nursing home. One of the RNs said out loud, to no one in particular, about her patient who had been really groggy: ‘I’m going to hold his Haldol today.’ And I thought, ‘Really? Wow.’ I didn’t know that nurses could make autonomous decisions about how to take care of and advocate for patients. I thought they just had to give whatever was prescribed. That one sentence from that nurse inspired me, and right then I decided I was going to be a nurse.”

rom there, Summers and I guess because I work to injustice. Nurses are railing come this injustice? It is ob- followed a course that rally nurses, it’s maybe natural against these problems, but it viously hurting nurses—and led her to a career in that someone would call me is leaders like Summers who nurses can see that it is hurting F ER and ICU nursing. a leader. But I don’t strive for are speaking out most vocally patients as well—but the public She did work overseas, taking people to say that.” about them. With her platform will remain in the dark unless care of the less fortunate, but Nevertheless, Summers has and her ability to reach nurses nurses start to speak up. she never forgot the autonomy faced down the injustice of the and the public together, Sum- Summers agrees. “I think and advocacy that drew her plight of nurses, made strides mers can bring the issues to nursing will get stronger if into the profession in the first in changing media perceptions, the uninformed, especially more nurses start speaking up place. It took a woefully mis- encouraged nursing autonomy, through calling the media on and taking a stand. Since 1990, guided piece of legislation from and catapulted her group into their inaccuracies. there has been a gradual but President George W. Bush in a true powerhouse in the realm “There could be enough persistent attack on nursing 2001 and the poor portrayal of nursing advocacy. nurses to provide all the by health care decision makers of nurses on television’s ER for care patients need if our de- in what I call the ‘denursifi- her to find her calling. Leadership and Injustice cision makers would hire cation of health care.’ Hospi- With a group of likeminded on a Grand Scale enough, but they won’t hire tal stays were cut drastically, nurses, she started an advo- Why does this work mean enough because they’re too which took nursing care cacy group promoting better so much? Why not focus on shortsighted,” says Summers. away from patients. And then portrayals of nursing in the something else when there are media and explaining nurs- so many things in the world ing’s autonomy to the public. that a nurse can do? After a couple iterations, she “It’s so unjust what’s happen- In essence, nursing needs better branding—and now leads the group The Truth ing to patients, that they get this that’s exactly what The Truth About Nursing is try- About Nursing. It focuses on care that is presented to them ing to achieve. the media’s portrayal of nurs- by hospitals or schools as nursing, but it is about so much ing care,” Summers responds. more than that. The group “But in fact it’s often ‘nursing “They act as if they don’t read decision makers began replac- seeks to change the percep- assistant care,’ or ‘patient tech- the studies that show that ing nurses with assistants, and tion of the nurse in the public nician care’—patients are re- nurses have life-saving value, stretching nurses as thin as pos- at large, focusing largely on the ceiving ‘nursing care’ by people so it’s injustice for the patients. sible with heavy patient loads. media and nurses themselves. who are not nurses. It’s not just They deserve real nurses to It’s been a gradual but ever-in- In the process, Summers unfair and dangerous for pa- help them survive. And it’s creasing effort to remove nurs- has become a nurse leader, al- tients. It’s fraud, actually. Pa- injustice for the nurses, who ing care from patients, based though she remains humble tients shouldn’t suffer and die deserve better working condi- on shortsighted, amoral profit about her status. “I just try because hospitals refuse to hire tions than to run around for motives that have the effect of to stay focused and do what actual nurses to deliver the nurs- 13 or 14 hours with no break.” harming and killing patients.” I have to do to try to change ing care.” What, then, is the solution Leaders such as Summers see what people think about nurs- In some ways, short staff- to such a complex problem? these trends and are on the ing. I try to get out there to en- ing and using ancillary staff How can so many disparate forefront of leading the charge. courage nurses to take action, instead of nurses is the great parts come together to over- Hopefully, the change will ar-

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 9 rive before more patients are tors write orders, nurses follow up victims,” she adds. “When strengthen nursing. Watch any hurt, but the development of them, and that’s the extent of nurses are put into dangerous nighttime drama set in a hospi- change in health care is noto- the exchange. situations with too many pa- tal, and you will be appalled at riously slow, bogged down by How should nurses stake tients and they make a mistake, how nurses are portrayed. Some mores and taboos that only out the full force of their au- the nurse is hung out to dry shows get some aspects correct, innovative leaders with cour- tonomy, though? “I think if because nurses are the last in a but many don’t get any correct, age can overcome. More nurses we’re going to fully embrace are needed, and leaders such as autonomy, we need to find bet- Summers are the ones who can ter ways to protect the nurses help patients and nurses alike. who speak up and take a stand Hopefully, the change will arrive before more patients to protect their patients,” says are hurt, but the development of change in health How to Strengthen Nursing Summers. care is notoriously slow, bogged down by mores Since her very early days in She continues: “It’s one of and taboos that only innovative leaders with cour- nursing, Summers’ passion has the biggest crises of our time, age can overcome. been advocating for a nursing of our profession—that people profession with more fully re- don’t treat us as autonomous alized autonomy. Therefore, professionals, because they it should be no surprise that don’t know that we are college- long line of people who decide show nurses as stereotypes, and she sees this particular part of educated, autonomous, science how care is delivered. These routinely give credit to physi- the nursing paradigm as key to professionals. They try to push attacks on nurses are not just cians for doing the vital work strengthening the profession. us around, bully us, and give us bad for nurses; they endanger that nurses do in real life. Why “Something I wish nurses commands. ‘Orders’ is a word patients. Nurses need the free- does this happen? would do more of is ‘Nursing we are working to eliminate dom to advocate for whatever “The Truth About Nurs- Out Loud,’ which is speaking from health care vocabulary is best for the patient without ing focuses on media but out loud about the assessments since it wrongly implies that being in fear of losing their also speaks out on issues that jobs. Adding to the problem plague nursing, such as ratios are too many nurse managers that are further up the pyramid Nevertheless, Summers has faced down the injustice who lack courage and sell out from our core mission. Poor ra- the nurses they manage. We tios come from a lack of public of the plight of nurses, made strides in changing nurses must stand together at understanding of the value of media perceptions, encouraged nursing autonomy, the profession’s edge.” nursing that stems from poor and catapulted her group into a true powerhouse In the end, we need better media portrayals, which we be- in the realm of nursing advocacy. solutions to promote nurse au- lieve is the bedrock problem of tonomy, but no solutions have the global nursing shortage,” presented themselves to help Summers explains. they make and the symptoms physicians are in charge of us. protect nurses and patients “It all comes back to people they find, the various plans We encourage nurses to use alike. “Nurses are routinely fired who don’t understand what of action they are consider- ‘prescriptions’ instead, which and attacked by their employ- we do,” she argues. “Research ing when they find a patient does not tread on nursing’s ers for trying to protect their shows the media affects how who needs intervention, and autonomy.” patients. It’s a failure of the pro- people think and act toward their thinking processes that Unions are an option to fession that this happens,” says nursing. We can reach those lead them to the decisions they exercise nurse autonomy, but Summers. “We must find a way decision makers who fail to ultimately make,” Summers they are flawed on many levels. to protect nurses who speak up. fully fund nursing through explains. “If patients, fami- “We are trying to look at it log- The next time a nurse is fired the media they are already lies, and health care colleagues ically: How do we protect the by his employer for protect- watching, reading, and hear- heard nurses speak out loud nurses who fight for patients ing a patient, I would like to ing. When decision makers about their decision-making by speaking the truth? Unions see nurses from all over stage see a compelling story about process, they would think far are one good option, but only nonstop rallies in front of the how nursing matters to pa- more highly of nurses.” a small minority of nurses are offending institution, speak- tient health and survival in a These assessments and treat- protected by a union,” Sum- ing to the media, articulating television drama they already ments are the foundation of mers explains. publicly the concept of nurs- care about, it might make it autonomy, and the public “When nurses advocate for ing autonomy, and our duty easier to persuade them to take doesn’t know that nurses patients without the protection to advocate for our patients.” off their blinders and look at have it. They think that doc- of a union, too often they end The media is another way to the myriad studies linking pa-

10 Minority Nurse | WINTER/SPRING 2017 to address common mispercep- roles in health care and re- tions or damaging assump- spect you and the profession.” tions or ideas about nursing. Advocacy. Autonomy. Our FAQs work to explain how Speaking out. Changing per- the media is affecting our pro- ceptions. Summers stands for fession,” says Summers. all of these and is a leader in

Nursing is strengthened by accurate media portrayals because they help the public understand what exactly nurses do, persuade decision makers that nursing is far more important than nurses are given credit for, and encourage new nurses to enter the profession.

“We built our action page the nursing world because of [www.truthaboutnursing.org/ it. If you take away one thing action] as a roadmap to help from her struggles and her nurses take command of passions, it should be this: our image and start working “We need some serious Sandy Summers, RN, MSN, MPH on ways to help the public media help to change public understand the value of nurs- perception, but the media isn’t tient outcomes to nurse-to- make their needs known. In ing and transform nursing to magically going to start cov- patient ratios.” essence, nursing needs better a stronger profession,” she ering nursing better on their If the public watched a branding—and that’s exactly adds. “Patients are not get- own. We must lead the effort show or heard a newscast what The Truth About Nurs- ting good enough health care by reaching out to members about what is really going ing is trying to achieve. because nursing is weakened. of the media with feedback on in the nursing world, People don’t understand our on their work, and ideas for they would be appalled, and How The Truth About value. With help from more their future work. We must hopefully, support the cause Nursing Is Leading the Way nurses—and non-nurses—we create and send them press of nursing reform. Nursing The Truth About Nursing is can strengthen the profession, releases about our interesting is strengthened by accurate about changing what people provide better care, and our and dramatic endeavors and media portrayals because they believe about nursing, and patients will be more likely to stories; write op-eds, children’s help the public understand Summers is passionate about survive and thrive.” books, and television scripts; what exactly nurses do, per- changing the perception for Summers encourages nurs- create videos, websites, and suade decision makers that all levels of the public. es to speak out, even if it is action figures. Wecan change nursing is far more important “People just put nurses in just to family members and thinking, how the world re- than nurses are given credit these little boxes. When we be- friends. You have to exercise sponds to us, and our ability for, and encourage new nurs- gan fighting media stereotypes your ability to speak up for to strengthen care for every yourself if you ever hope to person on Earth. But we need speak up to someone who your help. Please join us.” “I think if we’re going to fully embrace autonomy, is in control of your profession. “That’s one thing that Lynda Lampert, RN, has worked we need to find better ways to protect the nurses the nurse who inspired me medical-surgical, telemetry, and who speak up and take a stand to protect their pa- to become a nurse taught me. intensive care units in her career. tients,” says Summers. That in addition to advocat- She has been freelancing for five ing for patients and practicing years and lives in western Penn- with autonomy, you’ve got to sylvania with her family and pets. es to enter the profession. If in 2001, we started writing speak out loud about what it nursing has a bad reputation these FAQs on our website is you do, so that people will in the public eye, they can’t [www.truthaboutnursing.org/faq] come to understand our vital

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 11 12 Minority Nurse | WINTER/SPRING 2017 How to Chart Your Own Path as a Nurse Entrepreneur

BY LINDA CHILDERS

Six years ago, Kescia Gray, MS, RN, PHN, CHES, decided to launch her own health and wellness business. Like many nurse entrepreneurs, Gray was looking for a way to use her 20-plus years in nursing to improve health outcomes while also creating a career path she felt passionate about.

lthough many nurses and combining their love of able before quitting your full- health agency while ramp- spend their careers art or writing with nursing, or time nursing job. Although ing up his various side ven- working in a tradi- launching a company that pro- working two jobs can be hard, tures that include a holistic A tional setting such as motes a new health product it also allows entrepreneurs the career coaching service for a hospital or clinic, others like or provides innovative health opportunity to avoid incurring nurses (nursekeith.com) and Gray reach a point where they care and self-care services. debt—and to set a profit target his work as a nurse blogger look for ways where they can If you’re a nurse who has before they resign. and freelance writer. strike out on their own and thought about starting your work autonomously while con- own business but aren’t sure tinuing to grow both person- how to begin, we’ve asked five Most career experts recommend that entrepreneurs ally and professionally. successful nurse entrepreneurs set aside a rainy day fund of three to nine months For Gray, that meant open- to share their best advice. of living expenses in case of emergencies before ing her own education and launching a business. consulting group, GrayKo Don’t Quit Your Day Job (Yet) Clinical Consultants in Hol- Most career experts recom- lywood, California, dedicat- mend that entrepreneurs set ed to providing high-quality aside a rainy day fund of three For instance, Keith Carl- Gray continues to work on health education programs, to nine months of living ex- son, BSN, RN, NC-BC, of a per diem basis once a month workshops, in-services, and penses in case of emergencies Nurse Keith Coaching con- as a nurse at Cedars-Sinai, a job seminars. For other nursing before launching a business. tinued to serve as the di- that allows her to stay current entrepreneurs, it means tap- They also suggest ensuring that rector of nursing and chief with her skills and awareness ping into their creative side your business idea is sustain- nursing officer of a home of health care trends.

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 13 “I’m living my nursing to design a business plan and dream by helping others create also met with a small business healthier lifestyles,” she says. administrator to go over my business goals and ensure I Seek Out Business Advice stayed on track during my first “Working in the business year,” says Gray. world is very different than Carlson also recommends working in health care, and the National Nurses in Busi- this can prove to be frustrat- ness Association as a resource ing for nurse entrepreneurs,” for nurse entrepreneurs. explains Gray. To learn more, “There is an enormous and

Got a great business idea? Before you dive head first into the business world, make sure you have done some research.

Gray turned to the Women’s growing population of nurse Business Center in Van Nuys, business owners and entrepre- California, a small business neurs, many of whom elevate administration program that one another through collabo- offers workshops and consul- ration and mutual support,” tants targeting entrepreneurs. he says. The U.S. Small Business Ad- Toni Scott, MSN, RN, CYT ministration has offices across Make Sure Your Business the country and offers resourc- Idea Is Viable es online at www.sba.gov. Got a great business idea? Find Your Niche she became a certified yoga “I took a workshop on how Before you dive head first into As a Level 1 trauma nurse, instructor and launched her Toni Scott, MSN, RN, CYT, of own business, Yogatones Chicago saw firsthand how (yogatones.weebly.com), in 2009. nurses suffered from compas- She now teaches workshops for sion fatigue. “I saw nurses nurses and others on how to

“Working in the business world is very different than working in health care, and this can prove to be frustrating for nurse entrepreneurs,” explains Gray.

like myself working in some incorporate yoga breaks and of the most challenging situ- self-care into their lives. Scott ations but not practicing self- also created the five - (five- care,” says Scott. “As caregiv- minute) minute yoga break, a ers, we often forget to care for quick and easy yoga routine ourselves.” that nurses can do on their While still working as a breaks at work. She offers the nurse, Scott began taking yoga yoga exercises on a laminated classes. After seeing how the ID card with instructions for practice ultimately helped her each pose, which fit perfectly own health and well-being, into a nurse’s ID lanyard. Marti Hand, RN, MPA

14 Minority Nurse | WINTER/SPRING 2017 the business world, make sure art and the creative process, you have done some research. which are particularly effective “Many people start business- for patients who have trouble es without doing any market expressing themselves verbal- research to find out if what ly,” says Hand. “My work with they want to offer will have patients and families going any traction,” says Carlson. through their cancer jour- “Rather than sinking your ney has been through volun- entire savings or maxing out teerism at local cancer centers your credit cards to begin a and through my blog, Creativ- new business venture, launch ity in Healthcare.” a minimum viable product for Hand has also led creativ- a segment of your target audi- ity workshops for health care ence that you can market test professionals demonstrat- without great financial risk.” ing how art and the written word can be used as healing Pursue Your Passion interventions. Marti Hand, RN, MPA, has “For nurses who have a found a way to combine her creative side, I recommend work as a full-time nurse with setting aside four hours on her talents as a part-time artist. the weekend to create your “My work explores the in- art,” she says. “Your indi- Marisela Cigliuti, RN, BSN tersection between art, sci- vidual artistic pursuit can be ence, nature, states of health, painting, composing music, people, and the health care singing, cooking, woodwork- proofreading, website devel- me as an entrepreneur with a industry,” Hand says of her ing, etc.” opment, graphic design, and successful idea.” paintings, which she sells Not ready to start a full- other tasks and projects,” ex- Cigliuti says she was able to on her site, martihand.com. fledged business? Consider plains Carlson. “This is an overcome challenges through “Nursing is both an art and selling your creations on investment, and it allows me perseverance and by demon- a science. The art in nursing Etsy.com or at local craft shows. more time to focus on what strating her commitment to reflects the intangibles nurses I do best.” the health and wellness of her provide, such as comfort, com- Know What Services clients. Today, she employs passion, kindness, listening, to Outsource Learn How to Overcome nurse contractors in states giving hope, [and] celebrating Hiring contractors for cer- Obstacles across the country who work triumphs from disease.” tain jobs outside your area of While still working as a from home delivering on de- nurse, Marisela Cigliuti, RN, mand quality health care in BSN, developed TeleNurse addition to offering wellness Hiring contractors for certain jobs outside your area Network, based in Little Fer- education and support groups ry, New Jersey, as a way of to patients who never have to of expertise can give you more time to focus on blending her health care and leave their homes. growing your business. clinical nurse experience and connecting patients to nursing Linda Childers is a freelance services. Although Cigliuti was writer based in California. Hand, who works in data expertise can give you more confident about her business analytics and performance im- time to focus on growing your concept, she didn’t anticipate provement for the Georgia- business. Carlson has found some of the barriers she ini- based WellStar Health System, it makes sense to outsource tially encountered. started her own art business in bookkeeping, accounting, and “As a minority female entre- 2002 and has found solace in taxes as well as the editing and preneur, I had to prove myself her painting while on medi- production of his podcast. and build trust before I could cal leave for a serious medical “I also have a virtual as- land contracts and build my condition. sistant who helps with my business,” says Cigliuti. “When “I am a strong believer in social media campaigns and I walked into a room, I don’t the healing aspects of creating have outsourced book design, think some people initially saw

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 15 Nurse CEO Ruth Brinkley Tested Leadership, Uncommon Accomplishments

Ruth Brinkley, RN, MSN, FACHE

BY JAMES Z. DANIELS

Ruth Brinkley, RN, MSN, FACHE, is arguably the highest ranking civilian nurse in the United States and head of the largest health care organization in Kentucky. KentuckyOne Health is part of the $15.2 billion Catholic Health Initiatives (CHI) of Englewood, Colorado. As president and CEO of KentuckyOne Health, Ruth Brinkley presides over a $2.3 billion and 13,000 employees’ portion of CHI, the third largest nonprofit health system in the United States.

er journey to the C- Brinkley learned very early ally believed in cost control when she deviated from those suite, however, did in her nursing career that suc- and always made sure that we principles by neglecting her not begin with a fo- cess as a health care profes- didn’t waste; that we managed studies at the University of H cused decision to an- sional was ultimately all about our costs,” she says. “She im- Chicago and lost her schol- swer a call to be a nurse. Born patient care, compassion, and printed me right from the very arship after two years. “I was in the small town of Wadley, empathy. What eventually beginning ‘don’t waste.’ Use having just too good a time,” Georgia, and raised by her worked its way into her deci- things judiciously because she recalls. grandparents, Brinkley deter- sion to become a nurse was someone has to pay for it.” Brinkley eventually gained mined that her full scholarship the recognition that she al- This instruction resonated with admission to DePaul Univer- to the University of Chicago ways had a heart for people’s her because she grew up on a sity where she completed both from the Augusta, Georgia, circumstances. It evolved into family farm and they didn’t her BSN and later her MSN de- school system indicated that disciplined care for patients. have a lot of money so they gree. After graduation, she be- she knew she had the poten- It all started with Brinkley’s had to manage well what they came aware of a small Catholic tial to be anything she chose first job out of nursing school. had. It was part and parcel of hospital a mile or so from her to be. Nursing was not at the “I had an opportunity to work her upbringing. She had to home that placed an advertise- top of her list. for a nurse manager who re- learn a hard lesson, however, ment in the newspaper for a

16 Minority Nurse | WINTER/SPRING 2017 Tested Leadership, Uncommon Accomplishments

nurse manager’s job, and she retired—unbeknownst to me burn patient when there was ment of two health service en- decided to apply. Not seeing just before I accepted the posi- no landing pad or dealing with tities: the Sisters of St. Francis any person of color by the end tion. My staff and my supervi- smash and grab injuries, and and the Franciscan Sisters of of the interview, she simply put sor asked me to consider taking the usual spike in weekend vic- Mary, which later merged. Her the possibility of being selected the job. I did.” tims of acts of violence, both tenure here propelled her to out of her mind. A few days She adds: “In addition to domestic and lethal. the University of Alabama Hos- later, they called and offered my academic credentials, I After two or three job chang- pitals in Birmingham where her the job. “I was astonished,” knew I had been well-trained es, Brinkley became the chief she served as chief nurse ex- she says as her face lights up by my first nurse manager in nurse within that hospital and ecutive and associate dean of reliving that episode. This was the areas of health economics later for three organizations clinical practice. the last time Brinkley would and resource management. I in Chicago, after which she As she progressed through be astonished about anything had been trained to coordinate moved to DePaul Health Cen- increasingly greater and broad- related to her career. care with the physicians and ter in St. Louis and deepened er responsibilities, Brinkley “This hire,” she explains, to always keep checking with her service into the Catholic gained deeper competence in “turned out to be a wonderful the patients regarding their delivery of health care. This key performance health indi- and loving eight-year relation- satisfaction with their care. ship. For my first management These I carried with me to my job and subsequent jobs, I’ve second job.” Brinkley learned very early in her nursing career that always given it my best; I work Brinkley leveraged these core success as a health care professional was ultimately very hard. I work very, very, values while paying attention all about patient care, compassion, and empathy. hard. I was always asked to take to “the next step” in chart- on additional responsibilities, ing her career trajectory. Her and I always said yes. In my management competency and hospital’s history is traced to cators with an emphasis on second management job while growth also occurred around the mid-nineteenth century quality and patient satisfaction I was living in Chicago, as soon such tasks as learning how to arrival of Sisters from Germany metrics. This brought her to as I arrived, the nurse manager land a helicopter to pick up a and resulted in the establish- the attention of Computer Sci-

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 17 ences Corporation of Tysons, graduates from the medical ership. She agrees that lead- pire to leadership] you should Virginia, a global consulting and nursing schools, as well as ers entering a new position in constantly improve yourself,” practice working in the area the other health-related profes- an organization need to move she says. “I did it by choosing of turning around underper- sional schools. boldly and quickly. “But you advancement to ever increas- forming health care organiza- The merger that resulted in need the right people around ing responsibilities across dif- you that become part of mov- ferent organizations. I also had ing boldly; oftentimes you to face the obstacles that come “Nurses who aspire to executive leadership should have to change people. You with being a woman of color.” take courses in the business school and get ground- need to move boldly to get the She points out that as a CEO, ed in management, economics, and health policy, right people and then take the you are on call 24/7 just like a but never forget about who you are there to serve.” right actions,” she explains. doctor. “You have to be willing “Always remember that there is to make hard decisions and a customer to be served. People stick with them. Be willing to tions. She remained there as a the establishment of Kentuck- are entrusting their lives, their partner with other people. You senior associate for five years yOne Health was controversial health care to us.” have to be forgiving of yourself engaged in mergers and turn- and the issues complex because Brinkley is not lacking in and the approach is to try a lot around projects. it is composed of some 200 advice for those who see her of things,” Brinkley explains. Brinkley’s leadership experi- health services components. Fi- ence runs very deep. She served nancial challenges were daunt- as CEO of Memorial Health ing. Three years into the merg- As she progressed through increasingly greater and in Chattanooga, Tennessee, er, it set a target to improve its and from there she went, af- performance by $128 million broader responsibilities, Brinkley gained deeper ter five years, to lead Caronde- by the end of fiscal year 2015. competence in key performance health indicators let Health Network in Tucson, To complicate things further, with an emphasis on quality and patient satisfac- Arizona, a component of the “Kentucky does not pay a lot tion metrics. world’s largest nonprofit health as a state in terms of reim- system, Ascension. As CEO at bursement, so it’s challenging Carondelet, her competencies to make good margins,” says as a role model. Her advice: “Nurses who aspire to execu- in performance management Brinkley. work hard and be prepared to tive leadership should take and finance allowed her to ad- Brinkley’s management style give up a lot. “I am married to courses in the business school dress some serious financial provides insight into her lead- this job and [for those who as- and get grounded in manage- issues unknown outside that organization. With her years serving in chief executive roles in Cath- olic hospitals, Brinkley was selected to lead a brand new post-merger organization, Ken- tuckyOne Health, formed in January 2012 by CHI (which already had a strong presence in the state of Kentucky). The merged health care provider organizations included Jewish Hospital & St. Mary’s Health- Care of Louisville and Saint Joseph Health System of Lex- ington. Later, the University of Louisville Hospital joined because it provided them with access to a statewide network and the new, merged organization with access to teaching and research capabilities, Brinkley meeting with patients.

18 Minority Nurse | WINTER/SPRING 2017 ment, economics, and health policy, but never forget about who you are there to serve.” Brinkley further suggests that nurses get a sponsor. She believes this is very important. “It happened to me all along my career as people asked me to do extra responsibilities; they were in effect sponsoring me. That said, I look for people who have a passion for what they do. This is more than a job. It’s a privilege, and it takes a special kind of thought process. I want people I hire directly to have that passion. Then I want them to be really good at what they do. I try to hire people who are smarter than me because they always make you look good. If we create the right environment Brinkley attending a board meeting. to do that, we will become a great organization. It’s the than themselves,” she says. She Kentucky, so we have taken a management. There is also a right kind of culture, rewards, recently successfully hired a very broad view of diversity,” huge push on patient safety, and environment, and having chief financial officer (CFO). says Brinkley. and they have recently hired a a very high standard of ex- KentuckyOne has had its Brinkley has no illusions chief quality officer. cellence. I distill it into three share of challenges recruiting regarding the magnitude of Brinkley agrees that she criteria: can do, will do, [and] nurses. There is a huge national the challenges she has agreed signed on post-merger for this will fit.” shortage affecting the health to confront. The organization responsibility. She is also very Where the organization care sector. There are estimates has a deficit of $218 million, clear that the KentuckyOne en- has had challenges recruiting that by 2020, the nation will redundancies because of the terprise must build patient loy- would be at the professional need an additional 200,000 merger, and talent in places alty by creating a service cul- and executive level. “Good nurses, so they are recruiting that are not the right fit for ture that is focused on meeting CFOs, for example, are really at a decent clip. Average nurse where the organization has and exceeding the expectations tough to find no matter where salary is $58,000, and they are made a commitment to im- of care recipients. The organiza- you are. I have not found Ken- retaining and making the envi- prove key performance indica- tion must focus on its vision, tucky to be a deterrent; how- ronment one that fosters reten- tors. They are shedding staff, values, and strategic objectives ever, it’s just the availability of tion. To address diversity in the reengineering the organiza- in developing and maintaining tion, and hiring to fill posi- long-term relationships with tions consistent with the de- patients and other customers Brinkley has no illusions regarding the magnitude of sign of this brand new merged and ensure that their systems, the challenges she has agreed to confront. enterprise. such as performance manage- She is tackling physician ment and selection processes, leadership development via are all aligned and fully inte- people in the market. All the workforce and simultaneously programs that equip physicians grated. positions we find critical to our tackle the issue of disparity, a on how to function well as a success are the same ones our vice president of diversity was member of a team, how to im- James Z. Daniels is a consultant competitors also find critical hired last January with a firm prove communication, and how and writer who lives in Durham, to their success. What we do commitment to improve diver- to avoid and deal with conflict. North Carolina, and frequently is to convey that they are not sity and health disparities. “We Chief medical officers coach and contributes to Minority Nurse. only joining a team, they are serve a wide variety of people mentor other physicians as well also joining something bigger from west Louisville to eastern as pursue improving practice

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 19 The Rise of Black Nurses Rock

From Facebook Group to National Organization

BY DENENE BROX

20 Minority Nurse | WINTER/SPRING 2017 The Rise of Black

Nurses One weekend in July of 2015, Romeatrius N. Moss, DNP, MSN, APHN-BC, started a private Facebook group called Black Nurses Rock (BNR). Within four days, the group had attracted an astonishing 80,000 members. And in less than two years, BNR has become the largest online Rock community and premier association for African American nurses to network, grow, and share.

oss’s goal was to graduation pictures, their de- organization. She also recruited nurses in the Facebook group. provide a forum grees. It was so overwhelming a 13-member board of directors Moss’s goal for BNR is to for black nurses to to see.” from among the thousands of encourage members to get M share their experi- Moss had dreams of start- ences, challenges, successes, ing a national organization for and goals. She had no idea black nurses in 2014. However, the group would take off so her idea was only on paper quickly. initially because she already “Without me saying any- had a busy schedule as a mili- thing, without me coercing tary officer and business own- them to talk about their lives, er. When the Facebook group people just started pour- launched and instantly went ing their hearts out—shar- viral, Moss knew she had to ing their triumphs and the things that they’ve overcome and the things they were able When the Facebook to accomplish despite challenges, such as not passing group launched and in- the boards on the second stantly went viral, Moss or third try. Or people who knew she had to take her came from the wrong side of vision from dream to re- the tracks and still made it,” ality quickly. Moss recalls. “There were a lot of inspirational stories being told; I literally couldn’t put BY DENENE BROX my phone down. Facebook was take her vision from dream flooded for at least two weeks to reality quickly. She started straight with these stories peo- by registering the BNR name ple were sharing—celebrating and submitted paperwork to their promotions, sharing their become a 501(c)(3) nonprofit

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 21 involved in their communi- Moss believes BNR fills a gap ties to help address the health in the black nursing commu- Moss believes BNR fills a gap in the black nursing disparities that plague the Afri- nity. “There was nothing out can American population, such there like it,” she says. “There community. “There was nothing out there like it,” as HIV/AIDS, diabetes, stroke, was no one meeting the needs she says. “There was no one meeting the needs of heart disease, and cancer. She of the millennium group that the millennium group that hangs out on Facebook. also wanted to create a safe hangs out on Facebook. We’re We’re trying to be that mentor to a lot of black nurses space for nurses to be inspired trying to be that mentor to a who often work in isolation.” in addition to promoting pro- lot of black nurses who often fessional development. work in isolation. I was one Since starting in 2015, of the only black nurses in BNR has grown—both on my clinic, and sometimes we year—aiming to surpass 7,000 your community. I’m trying to and offline. There are over feel alone and want someone paid members. And she hopes change the mindset of how we 165,000 nurses and students to identify with, who looks to change the mindset of Af- think as people and how we in its private Facebook group like you, who can inspire rican American nurses and have an obligation to serve our and its public page has 30,000 you. Now we don’t have to inspire them to grow their community.” followers. There are 40 chapters look for that person on the careers and serve their com- with over 3,100 paid members unit, we can go to Facebook munities. “I’m trying to help in the United States and across where thousands of them are people achieve success in life Denene Brox is a freelance writer the globe, including chapters reaching goals, going back to faster,” Moss says. based in Kansas City, Kansas. in Japan, Africa, and Canada. school, passing certifications, Moss encourages nurses to BNR offers a robust menu sharing tips, and just being the “focus on your influence and of programs, resources, and best they can be.” networking opportunities. In Moss says it’s exciting to 2016, they set out on their meet the needs of nurses, and first annual cruise with 450 most importantly, the needs nurses on board and later that of the African American com- year held their first national munity. “We have to use the conference in Chattanooga, tools we have as educators Tennessee, which brought and nurses to go out and in- over 300 nurses together. Their form our families, friends, and 2017 schedule includes a Lead- communities,” she says. “Our

Moss’s goal for BNR is to encourage members to get involved in their communities to help address the health disparities that plague the African American population, such as HIV/AIDS, diabetes, stroke, heart disease, and cancer.

ership Summit (for chapter number one mission is service leaders), wealth management and that means we’re going workshop, cruise, nurse prac- to have our conventions so titioner seminar, the Essence we can get the tools to take Music Festival, and their sec- right back to our communities ond annual national confer- and churches to save ourselves ence in Orlando, Florida. and have one less elegy in our “We are just out of control,” churches.” Moss says. “Every other month Moss plans to continue to we’re busy keeping nurses grow the number of chapters engaged.” and members of BNR this Romeatrius N. Moss, DNP, MSN, APHN-BC

22 Minority Nurse | WINTER/SPRING 2017 Degrees of Success

The Emergence of Diverse Male Nurse Anesthetists: Increasing Cultural Competence and Improving the Gender Gap

BY WALLENA GOULD, EDD, CRNA, FAAN, AND RONELL KIRKLEY, DNP, RN, CRNA, APN-ACUTE CARE

And so, it usually goes something like this: I walk into the fact remains that health 3,063,163 licensed registered my patient’s room prior to their surgery and introduce care disparities remain a major nurses in 2008 but only 6.6% myself in the usual fashion, “Good morning, my name dilemma in the United States. were men per the Health Re- In 2015, Harvard Business Re- sources and Services Admin- is Dr. Kirkley, and I am the nurse anesthetist who will be view reported that racial health istration’s National Sample administering your anesthetic today. I will help to keep disparities resulted in excess Survey of Registered Nurses. you safe and comfortable during your operation.” What health care expenditures esti- Further, nurses from minor- follows in response—most commonly when that patient is mated at $35 billion annually ity backgrounds (e.g., African black or brown, at least—is what I like to call a “knowing and $10 billion in illness-relat- Americans, Asians, Hispanics, ed lost productivity. American Indians/Alaskan Na- smile.” As an African American male certified registered Culturally competent care tives, and Native Hawaiians/ nurse anesthetist (CRNA), I imagine that smile collectively will take on greater impor- Pacific Islanders) only make represents, on some level, comfort in my ability to care for tance as the U.S. population up approximately 17% of the them. Although this may be based on my credentials and becomes more and more di- RN workforce. So, when we the often-confusing litany of initials after my name, I also verse with the advent of some look at men in nursing from “majority-minority” popula- ethnic minorities, what we suspect it is because I look like them, and maybe in their tion centers emerging. For are really talking about are minds, that indicates some level of implicit understanding instance, the Pew Research “double” minorities. of their life’s experience and vice versa. Center projects that by 2050, The differences are even the population will swell to more pronounced and stag- 438 million people and the gering when we look at the say I imagine because we In fact, there is evidence White/Caucasian population highly competitive specialty never discuss what that from the scientific communi- will drop from 67% to 47%. of nurse anesthesia. Although smile means really, but I ty to support the notion that Meanwhile, the Hispanic it is true that there is a higher I believe there is an inherent there are marked advantages population will increase to percentage of men who are value that comes with patients to having a diverse workforce 29%, the Asian population CRNAs (40%) than RNs (10%), seeing a familiar face among in health care, and the idea of will increase to 9%, and the it is also true that less than the health care professions providing culturally competent Black/African American popu- 9% of the roughly 49,000 that will be caring for them care has been well document- lation will remain unchanged CRNAs in the country iden- in this arena, one that by all ed as a means of addressing at 13%. tify as non-white/Caucasian accounts is very foreign and the problem of racial dispari- Regarding racial and ethnic according to the American As- scary—and hopefully this puts ties in health care. Although composition of nurses in the sociation of Nurse Anesthetists them at ease. some gains have been made, United States, there were over (AANA) Practice Profile Survey.

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 23 Degrees of Success

To remedy this anemic racial/ tions. Most notably, many Af- with other minorities) that port and mentor students as ethnic composition of CRNAs, rican American and Hispanic their provider spoke down they continue their graduate a network of nurse anesthe- male CRNAs have graduated to them, according to find- education. To highlight the tists have emerged under the from undergraduate nursing ings of the Commonwealth goal of promoting a diverse leadership and vision from schools from historically black Fund’s report, Diverse Com- health care workforce within the Diversity in Nurse Anes- colleges and universities as munities, Common Concerns: the nurse anesthesia field, we thesia Mentorship Program. well as Hispanic-serving insti- Assessing Health Care Quality invited 12 male CRNAs who In almost 12 years, this non- tutions, respectively. And we for Minority Americans. It is are on the frontlines provid- profit organization has host- are most honored that some clear there is definitely room ing culturally competent care ed 28 Diversity CRNA Infor- of these CRNAs are serving our to go in building a more cul- around our country to share a mation Sessions and Airway military and administering turally competent workforce little about their journey with- Simulation Lab Workshops at anesthesia to our dedicated and more is needed to sup- in our wonderful profession. selected graduate nurse anes- troops overseas and in our VA thesia programs. On average, hospitals. Indeed, this changes almost 38% of the attendees not only the face of nurse an- are male critical care nurses esthesia but also the culture of of color who desire to success- the profession. fully matriculate into one of Although we are not na- the 115 accredited graduate ïve in believing that having nurse anesthesia programs. a more diverse workforce by To date, there have been over itself will begin to address the 400 qualified underrepresented overarching socioeconomic minority nurses, with critical ills created by concentrated care registered nurse (CCRN) poverty, lack of education, certification, relevant ICU ex- segregated communities (with perience, CRNA shadowing their resultant “food deserts”), experience, and acceptable lack of health care coverage, graduate record examination and access to high-quality Eric Dinally, MSN, CRNA (GRE) scores who have been ac- care present in our society, cepted into 55 graduate nurse we also can no longer ignore Graduate of University of Pennsylvania Nurse Anesthesia anesthesia programs over the the data that strongly supports Program past ten years. advancing efforts to promote CRNAs.” In the past seven years, mi- a culturally competent work- Race/Ethnicity: South On the Value of Mentor- nority nurse anesthetists have force. Work needs to be done Asian (race) and West Indian/ ship: “Gaining acceptance in made great strides in assum- on all fronts, especially when Caribbean (ethnicity) many nurse anesthesia pro- ing positions historically not we look at the troubling find- Critical Care Experience: grams has become highly filled in the nurse anesthesia ings that African American, “I had two years of Cardiac competitive. The guidance profession. For instance, two Latino, and Asian American ICU experience as well as ICU and mentoring that I received minority male nurse anesthe- patients are more likely to float pool experience prior to from Diversity CRNA is truly tists who participated in the report their perception that applying to the nurse anesthe- priceless. Dr. Wallena Gould, Diversity in Nurse Anesthe- they would have received bet- sia program.” CRNA, FAAN, amongst many sia Mentorship Program be- ter care had they been a dif- Reason for Wanting to Be a others whom have mentored came presidents of their state ferent race. Or that African CRNA: “I selected nurse anes- me, helped me through my nurse anesthesia associations, Americans are more likely thesia after shadowing a nurse journey from applicant to whereas others have served on than other racial groups to anesthetist, Dr. Arthur Zwer- graduate—and soon-to-be boards of their respective state report that they felt they had ling, DNP, CRNA, DAAPM. The experienced CRNA.” nurse anesthesia associations, been spoken down to or had Diversity in Nurse Anesthesia Future Plans: “Currently, successfully defended doctoral been disrespected during a re- Mentorship Program organiza- I am planning a trip to pro- capstone projects and disserta- cent health care visit. Or even tion provided the necessary vide anesthesia in Guyana, tions, volunteered on medical/ that Asian Americans are less guidance for me to get into South America for pediatric surgical missions overseas, and likely to feel that their physi- the nurse anesthesia school, orthopedic procedures. I am assumed chief CRNA and clin- cian understood their back- such as mock interviews, dif- also planning to apply to a ical coordinator positions as ground and are more likely to ficult airway workshops, and DNP program in the following well as full-time faculty posi- report (even when compared networking with practicing months.”

24 Minority Nurse | WINTER/SPRING 2017 Degrees of Success

neuro-trauma, trauma/general point of injury arriving by he- surgery, plastics, oral maxil- licopter or ambulance. Trauma lary, and we have a soft tis- anesthesia care has changed sue service dedicated to caring greatly over the past decade, for critically ill patients with and I am proud to say I have necrotizing infections who are been a part of that.” often in septic shock on initial On the Value of Mentor- presentation. I provide the full ship: “I cherish my role as a array of anesthesia services, preceptor, teacher, and men- including general anesthesia, tor and hope to inspire the regional anesthesia, central ve- next generation of nurse nous access, and, on occasion, anesthetists as my mentors provide these services at the inspired me.”

Bonjo Batoon, CRNA, MSN

Graduate of Georgetown University Nurse Anesthesia Program

Race/Ethnicity: Filipino/ esthesia, surgical, and critical Caucasian care services at the scene of Language(s): English and accidents or injury via heli- Filipino (Tagalog) copter or ambulance. He also Critical Care Experience: serves on the medical reserves “I worked a busy high acuity for the government via the PACU in a cardiovascular re- International Medical Surgical covery room where we cared Response Team (IMSURT), for fresh post-op hearts—CAB- which can respond to disas- Gs, LVADs, intra-aortic balloon ters around the world provid- pumps, assisted with open ing medical/surgical services in chest procedures. I floated to austere environments. several SICUs and MICUs dur- Why He Loves Being a ing that time [and] eventually CRNA: “My career, to date, Mark Giles, DNP, CRNA ended up in the trauma admis- spans more than ten years, and sion unit taking care of fresh I still enjoy coming to work Graduate of St. Joseph University/Nazareth Hospital School trauma and burns patients.” every day. I never know what of Anesthesia Current Role: Batoon is em- to expect when I come in, but I ployed as a CRNA at Shock do know that I will be making Race/Ethnicity: African a mix of medical and surgical Trauma Medical Center in a difference in the lives of the American patients.” Baltimore, Maryland. He is patients whom I will care for Critical Care Experience: Future Plans: “My future a Shock Trauma Go-Team that day. The majority of our “My ICU experience was at plans are to teach as an ad- member, which is a hospital- patients have orthopedic inju- a community hospital locat- junct faculty member for the based rapid response team ries, but we provide anesthesia ed in Wilmington, Delaware next seven to ten years, then responsible for providing an- and resuscitative services for (St. Francis Hospital). It was teach on a full-time basis. I

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 25 Degrees of Success

graduated from Quinnipiac have done medical mission staff registered nurse within esthesia. It was at one of her University with a 4.0 GPA and trips to Nicaragua and Jamaica. the same SICU, where I prac- workshops as a nursing student, was awarded the prestigious I plan to continue to pursue ticed as a RN for approximately on a cold fall day, I realized that holistic nursing practice award. other mission trips because I two years. Throughout those I, too, was able to accomplish My doctoral scholarship DNP believe it is important to give two years, I made it a goal to one of nursing’s greatest un- project was on ‘Chronic Kid- back to those who are less learn as much as I could have dertakings: that of becoming a ney Disease: Dialysis to Suc- fortunate.” possibly learned to master my certified registered nurse anes- cessful Kidney Transplant.’ I critical care nursing skills. To thetist. From that moment on, I do so, I acquired a per diem made it a point to keep in touch RN position at Saint Barnabas with Dr. Gould, and, without Medical Center’s cardiothoracic any hesitation, she took me and burn ICUs where I worked under her wing and mentored at least once a week in addition me throughout the remaining to my full-time staff RN posi- portion of my undergraduate tion at MMC.” nursing school career, my time On the Value of Mentor- as a critical care RN, and most ship: “In the Fall of 2008, I was significantly, throughout the granted the amazing opportu- duration of my nurse anesthesia nity to meet one of the most in- program.” spiring individuals and women Future Plans: “I plan to be- I have ever met, Dr. Wallena come involved in the Ameri- Gould, CRNA, FAAN. Dr. Gould can Association of Nurse motivated me and introduced Anesthetists at the state and me to the concept of nurse an- national level.”

Dumar Rivera-Herrera, CRNA, MSN

Graduate of Rutgers University Nurse Anesthesia Program Fund program. As a junior in Race/Ethnicity: Hispanic/ nursing school, I was granted Born and raised in Colombia the opportunity to be a nurse (South America) extern within the neurological Language(s): Fluent in Eng- step-down unit at Beth Israel lish and Spanish Medical Center in Manhattan. Critical Care Experience: That same year, I was hired “As a new graduate from Pas- as a nursing assistant in the saic High School, I was accept- Surgical Intensive Care Unit ed into the nursing program (SICU) at Morristown Medical at Rutgers, the State Univer- Center (MMC). Upon gradu- sity of New Jersey, through ating from nursing school the Educational Opportunity in 2010, I was promoted to

26 Minority Nurse | WINTER/SPRING 2017 Degrees of Success

Devon Locust, CRNA, MSN

Graduate of Wayne State University Nurse Anesthesia Program myself as African American. Race/Ethnicity: African I feel that mentoring is of American tremendous importance, es- Bruno Beja-Umukoro, CRNA, MSN Critical Care Experience: pecially for minorities. Men- Cardio-Thoracic ICU and toring provides guidance, Graduate of University of Medicine & Dentistry of New Jersey employed as a respiratory exposure, and empowerment Nurse Anesthesia Program therapist through information acquisi- me by my aunt who is also Reason for Wanting to Be tion. Most importantly, it helps Race/Ethnicity: Black/ a nurse anesthetist. I chose a CRNA: “Prior to applying to encourage one that their Nigerian nurse anesthesia because of to anesthesia school, I was a dreams and goals are quite Language(s): Speaks native the impact it has both on me soldier in the United States achievable if they put forth dialect from Southern Nigeria as a professional and to those Army where I functioned as a the work. I think of someone Current Role: Beja-Umu- I serve. It’s ever changing and respiratory therapist for nine who not only selflessly sac- koro is a nurse anesthetist from challenging at the same time. years. My rank in the U. S. rifices themselves to ensure New Jersey and a committed During my studies, I was also Army was that of Sergeant. your success, but inspires and volunteer on surgical mission introduced to the Diversity Concurrently, in my civilian challenges you each day to trips to South America. He is Nurse Mentorship program.” life, I worked as a RN in a Car- achieve excellence. For me, one of the team members that On the Value of Mentor- dio-Thoracic ICU for several that individual was, and still consist of CRNAs, surgeons, ship: “Mentorship to me is a years. I selected nurse anes- is, unequivocally Dr. Wallena RNs, and surgical technicians moral obligation. We owe this thesia because I felt this career Gould, CRNA, FAAN, from the from the International Surgical to the sustainability of our great choice provided the perfect Diversity in Nurse Anesthesia Health Initiative. He also serves profession to ensure that we blend of my passions for hu- Mentorship Program.” on the Board of Directors for are putting out great quality man anatomy, pharmacology, Future Plans: “Knowledge the New Jersey Association CRNAs, anyone will be honored and respiratory mechanics.” is power. As such, I intend on of Nurse Anesthetists and as to call a colleague. I am honored On the Value of Mentor- pursuing a Master’s of Busi- Chairman of Public Relations to have successfully mentored ship: “Along my journey, ness degree and/or a Doctorate for the association. four RNs into becoming CRNAs I had many family members, of Anesthesia Practice. In ad- Critical Care Experience: over the past few years.” friends, and acquaintances dition, I plan on going on He worked five years in the CT- Future Plans: “I go to mis- that supported my desire to another mission trip to the ICU at a Level I Trauma Center. sion trips in South America an- pursue a career in nurse anes- Philippines and my first one Reason for Wanting to nually. Giving back to those less thesia; however, when I think to Kenya in the near future.” Be a CRNA: “Nurse anesthe- fortunate has been my calling, of the word mentor, I identify sia was first introduced to I believe.”

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 27 Degrees of Success

with an outstanding record of Future Plans: “I am cur- providing anesthesia. When I rently pursuing my doctorate learned about CRNAs, I im- in nursing practice (DNP) de- mediately knew I wanted to gree at Chatham University. be a part of this prestigious My evidence-based practice profession. However, it was not (EBP) capstone will be focused until I met Dr. Wallena Gould, on pain management. To be CRNA, FAAN, that I truly begin more precise, I want to create to make progress of breaking an EBP change on interven- into the nurse anesthesia field. tional pain techniques (e.g., On the Value of Mentor- steroid injections) compared ship: “Through the Diversity to chronic opioid therapy. My in Nurse Anesthesia Mentor- future plan is to be the first ship Program, I was introduced CRNA of color as a diplomate to key influential people such of the American Academy of as John Bing, Jr., CRNA, who Pain Management and to serve personally assisted with my the black community as a pain transition into a nurse anes- management expert.” thesia program.”

Byron Anderson, CRNA, MSN, APRN

Graduate of Arkansas State University Nurse Anesthesia Program to San Francisco to work at Race/Ethnicity: African the University of California, American San Francisco Medical Center. Critical Care Experience: Because of the great training I “My ICU experience after received in Atlanta, I was able graduating from Southern to work in over eight differ- University consisted of a six- ent ICUs.” month ICU residency in CVI- Reason for Wanting to Be CU, CICU, SICU, and Neuro- a CRNA: “Before matricula- ICU at Atlanta Medical Center tion into a nurse anesthesia (a Level I trauma facility). After program, I attended a histori- only eight months of ICU ex- cally black college and univer- perience, I challenged myself sity by the name of Southern and obtained the critical-care University A&M College. The registered nurse (CCRN) certi- Southern University School fication. I remained a critical- of Nursing has held the pres- care nurse at Atlanta Medical tigious title of being nursing Center for four years. Eventual- school of the year on multiple ly, I migrated to Grady Memo- occasions. During my time [as rial Hospital (Level I trauma faan] undergraduate nursing stu- cility) to work per diem in the dent, I received superior train- Marcus Stroke Neuroscience ing and education that pre- Center that houses a state-of- pared me to enter the ICU after the-art Neuro-ICU. After suc- graduation. CRNAs represent cessfully applying and being the oldest advanced practice accepted to Arkansas State Uni- nursing specialty [and] have versity, I immediately relocated practiced for over 150 years

28 Minority Nurse | WINTER/SPRING 2017 Degrees of Success

I am a trustee for the South HealthCare System with the Carolina Association of Nurse University of North Carolina Anesthetists. I will hold this at Charlotte. I want to start a position for another year. I mentoring program at the high am looking to instruct with school level to develop young my new position as a nurse people on a track that can lead anesthetist through Carolinas them to nurse anesthesia.”

Major James Goode, CRNA, MSN

Graduate of Uniformed Services University of the Health Sciences Nurse Anesthesia Program no mentor until I got into Race/Ethnicity: African the nurse anesthesia program. American I joined the military while Critical Care Experience: still in high school through “As a critical care nurse, I the delayed entry program. worked 1.5 years in the CVICU I joined the United States Air Captain Alex Mendoza, CRNA, MSN at the Carolina Medical Center Force in 1985 as an E-1 Air- in Charlotte, NC, and 3 years man Basic. I rose through the Graduate of Florida International University Nurse Anes- of MICU, SICU, and CVICU at ranks and retired as a Major. thesia Program Keesler Air Force Base.” I have had tours in Afghani- Reason for Wanting to Be stan for six months as an in- Race/Ethnicity: Hispanic/ a CRNA: “I selected nurse an- a CRNA: “I chose nurse an- dependent practitioner [and] Born and raised in Puerto Rico esthesia after meeting a few esthesia as a profession after Republic of South Korea Osan Language(s): Fluent in Eng- Army CRNAs on military witnessing a CRNA intubate a Air Base for one year as an in- lish and Spanish training. Their guidance gave patient during a code as a cer- dependent practitioner. As a Critical Care Experience: me the tools to set the path tified nurse aide while a nurs- member of the USAF, we were Registered nurse for nine years and started my journey geting student at North Carolina independent working in col- with specialties in ER/Trauma ting into school, getting all A&T State University School laboration with our physician and critical care (SICU) as well my requirements, and being of Nursing (a historically black counterparts.” as a flight nurse in the military selected in the program. I al- college and university). I had Future Plans: “Presently, Reason for Wanting to Be ways had a passion to serve;

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 29 Degrees of Success

I decided to join the service On the Value of Mentor- during my nursing journey in ship: “Mentoring is very im- Puerto Rico. I am serving in the portant for me. As a mentor, United States Army Reserve as you are there to manage the a 66F CRNA and I am part of a relationship, encourage, nur- Forward Surgical Team (FST) in ture, teach, and offer mutual South Carolina. I am looking respect and respond to the forward to serving as a CRNA learner’s needs. Being a men- to my fellow soldiers, airmen, tor is a blessing in which you sailors, and marines.” influence the person’s future.”

John Bing, CRNA

Graduated from George Washington University Nurse Biju Muchal Kuriakose, DNAP, CRNA Anesthesia Program

Graduate of Thomas Jefferson University Nurse Anesthesia Critical Care Experience: “I thesia position was at Shock Program graduated from the University Trauma Medical Center in Bal- of District of Columbia School timore, Maryland, to deliver Race/Ethnicity: “I am a U.S. On the Value of Mentor- of Nursing in 1975. I was the anesthesia to trauma patients. citizen but born in India. I ship: “Mentoring is a meaning- only black male nursing stu- A few years later, I wanted to came to this country in 2000.” ful commitment toward our dent at this historically black work for myself as an indepen- Language(s): “I can speak profession. Mentoring anesthe- college and university. Upon dent nurse anesthetist and do three Indian languages. My sia students and new CRNAs is graduation, I worked a few my own billing for anesthesia native language is Malayalam, a privilege and responsibility of years at the District of Colum- services. For over 25 years, I but I can speak Hindi and each anesthesia provider in or- bia General Hospital in mul- have enjoyed being the owner Tamil.” der to create a safe and sound tiple critical care units. Then, I of a successful anesthesia ser- Critical Care Experience: group of nurse anesthetists to applied and was accepted into vice company for other nurse “I worked in cardiac ICU for improve patient safety.” George Washington Universi- anesthetists who work inde- four years before being admit- Future Plans: To become an ty’s nurse anesthesia program.” pendent of an anesthesiologist. ted into the nurse anesthesia educator for nurse anesthesia Why He Loves Being a I was the first nurse anesthe- program.” CRNA: “My first nurse anes- tist of color to serve on the

30 Minority Nurse | WINTER/SPRING 2017 Degrees of Success

Maryland Board of Nursing ap- America to underserved and with one during my junior strong CRNA.” pointed by Governor O’Malley. vulnerable children in need year in nursing school. The Future Plans: “As a re- I served as the President of of plastic and reconstructive art and science of anesthesia cent CRNA graduate, I am the Maryland Association of surgery.” fascinated me. CRNAs prac- still learning and very much Nurse Anesthetists (twice). In On the Value of Mentor- tice with a high degree of enjoying my role as an anes- addition, I was instrumental ship: “I have served as the autonomy and professional thesia provider. However, I do in the formative years of start- president of the Diversity in respect. The ability to gain believe in the continuation of ing the University of Maryland Nurse Anesthesia Mentorship the autonomy is extremely my self-led, self-seeking, self- Nurse anesthesia program in Program since 2008 [as well motivational. I sought out injected education and will selecting strategic clinical sites as] a co-moderator and men- anesthesia conferences, shad- be applying to a DNP/FNP throughout the state. Also, I tor for 20 out of 28 Diversity owed CRNAs, and attended joint program in the future. I have served as the Chair for CRNA Information Sessions the Diversity in Nurse Anes- have showed interest in doing the Board of Visitors at the and Airway Simulation Lab thesia Mentorship Program medical mission trips and am University of Maryland School Workshops across the coun- where I met my mentors, Dr. just awaiting the call for next of Nursing. I have extensive try as a professional and moral Lena Gould, CRNA, FAAN, year. This would allow me to humanitarian services in pro- obligation.” and Mr. John Bing, CRNA. give back to the community viding anesthesia in Central Diversity CRNA exposed me and to the profession that has to the world of anesthesia been good to me.” to better understand what a CRNA does and the rigors on becoming one.” Wallena Gould, EdD, CRNA, On the Value of Mentor- FAAN, is the founder and CEO of the Diversity in Nurse Anesthesia ship: “Mentoring has given Mentorship Program and chair of me the support and encour- the AANA Diversity Task Force. agement to succeed. My mentors instilled confidence and excitement, empowering Ronell Kirkley, DNP, CRNA, APN- me to have faith in myself; Acute Care, is a former chief which gave me great strength nurse anesthetist and acute care to succeed in this incredible nurse practitioner at Methodist profession. Life has its ups Hospital in New York and con- and down. There will be road- tributed and coauthored a book, blocks. Mentors are there to Comprehensive Systematic Re- view for Advanced Nursing Prac- remind us to not let those tice, used in about 30 graduate obstacles lose our focus. I am programs nationwide. sincerely grateful for all that Dr. Gould and Mr. Bing have done to help me become a

Mark Doria, CRNA, MSN

Graduate of Rutgers University Nurse Anesthesia Program

Race/Ethnicity: Filipino Medical Center before ap- Language(s): Tagalog and plying to a nurse anesthesia Bisaya program.” Critical Care Experience: Reason for Wanting to Be “I spent two years in neuro- a CRNA: “I’ve always dreamt surgical ICU and four years in of becoming a nurse anesthe- Cardiothoracic ICU at NYU tist ever since I first interacted

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 31 Health Policy

Q&A with Minority Health Policy Leaders

BY JANICE M. PHILLIPS, PHD, FAAN, RN

Increasingly, nurses are taking their rightful place at NBNA leadership has taken an full practice authority for all tables where health policies are shaped and debated. active role in raising awareness four advanced practice regis- As part of this momentum, professional and specialty and taking action regarding tered nurse (APRN) roles. Re- nursing organizations have ramped up their efforts in reducing violence in our com- search has shown that care munities. Some 20 chapters in delivered by nurse practitio- preparing their members to become influential advocates as many different cities have ners (NPs) is comparable to on behalf of patients and the nursing profession. Minority hosted different initiatives to the care delivered by practic- nursing organizations share a rich tradition of advocating address community violence. ing medical doctors (MDs). to improve the health and well-being of communities The Health Policy Commit- Given the tremendous need of color and are actively preparing their members to tee and NBNA chapters have to ensure quality care for all advocated for nonviolence, populations, full practice become more engaged in the policy arena. In this issue, raised awareness, and encour- authority is a critical step in we hear from six minority nurse leaders who are on the aged all to take action to ef- ensuring that people of color forefront of shaping and implementing the health policy fectively address the alarming have access to primary care agendas of their respective organizations. rate of gun violence impacting services. NPs will continue to individuals and families. Our play a critical role in provid- 2016 Capitol Hill Day centered ing health care services to the on “Addressing the Epidemic unserved, underserved, and of Violence: NBNA’s Call to underinsured populations. In Action.” Ongoing actions are this regard, nurses must be continuing through our NBNA front and center in leading the leadership, Health Policy, Vio- change in transforming health lence Reduction Committees, care delivery and remain the and Chapters. voice for advancing the nurs- Environmental safety is an- ing profession. other issue of concern. The A second imperative is for exposure experienced by some the nursing profession to cities to environmental toxins remain vigilant in advocat- (e.g., lead exposure and water ing for funding to support pollution) has adversely im- nursing education, practice, pacted the health and well- and research. Specifically, the ness of communities. Such profession should engage in toxins continue to plague advocacy to secure funding the unserved, underserved, for the National Institute of and the underrepresented Nursing Research, “the Health communities. NBNA and its Resources & Services Admin- chapters have voiced concern istration” (per hrsa.gov), and Birthale Archie, DNP, MSN, BS, RN in a news release on environ- Title VIII. This advocacy is mental safety and assisted critical for advancing the Health Policy Committee Chair, National Black Nurses with some goods and services profession and ensuring an Association (NBNA) to individuals and families in appropriate supply of quali- one city. fied nurses to care for patients, Does NBNA have a national an overarching health policy families, and communities. public policy agenda? framework that shapes and in- What do you believe are Funding to support nursing Yes. The overall goal of our forms our annual health policy the top policy imperative(s) education would not be com- public policy agenda is to programs, initiatives, educa- impacting the nursing plete without securing funding maintain and strengthen the tion, and advocacy initiatives. profession today? to address the current faculty NBNA’s capacity to influence NBNA is addressing a num- One of the top imperatives shortage. health policy. The NBNA has ber of health policy issues. The for nursing today is securing The third imperative is to

32 Minority Nurse | WINTER/SPRING 2017 Health Policy

move beyond acknowledging vance and members are briefed As a nurse leader, what and responsibility of the faculty shortage and col- before they leave to visit their advice would you give to nursing practice. laborate to establish and im- legislative officials. A debrief- nurses who are interested • Establish relationships with plement a cooperative coming is held following the visit in becoming involved in the legislative officials in your prehensive action plan to to reflect on the day’s activi- policymaking process? local geographic region significantly decrease the fac- ties and explore ways to take • Embrace the opportunity and become familiar with ulty shortage in five years. Ac- the message back to the home to influence public policy. health policies that may cording to the American Asso- Chapter members for contin- Nurses have the expertise directly and indirectly im- ciation of Colleges of Nursing‘s ued follow-up and advocacy. and knowledge to play an pact the delivery of health report, 2014-2015 Enrollment Chapters are encouraged to use important role in shaping care services and the nurs- and Graduations in Baccalaure- the “Legislative Toolkit” and the discussion and informing profession and take ate and Graduate Programs in other NBNA resources when ing the public. pertinent action. Nursing, U.S. nursing schools returning home to advocate on • Embrace policy involve- turned away 68,938 qualified the local and state levels. The ment as an integral role applicants from baccalaureate 2016 toolkit topics included and graduate nursing programs violence reduction, reautho- in 2014. The faculty shortage rization of HRSA’s programs is so severe that some states and Title VIII, integration of are exploring ways to assist behavior health with popula- colleges and universities in tion health management, and providing financial incentive the ACA. packages to help recruit nurs- In addition, NBNA has spon- ing faculty. sored an annual Health Policy Institute for the past two years How does NBNA prepare whereby members have heard its members to be firsthand from key officials and influential advocates in advocates who are engaged the policymaking arena? in advocacy and political ac- NBNA has hosted an Annual tivism. NBNA members are Capitol Hill Day for the past 28 equipped with resources and years whereby our members additional knowledge that will visit their legislative officials help them become more influ- in our nation’s capital. Twice, ential advocates. we have been invited to at- Susana González, RN, MSN, MHA, CNML tend a White House briefing. In your opinion, what María de los Ángeles Ordóñez, In conjunction with the White has been the ACA’s DNP, ARNP, GNP-BC House staff, we bring before greatest impact on the NBNA body representatives minority communities? Policy and Advocacy Committee Co-Chairs, National from the U.S. Department of One important outcome has Association of Hispanic Nurses (NAHN) Health and Human Services health care services for unin- (HRSA, SAMSHA), the Office of sured and underinsured indi- Does NAHN have a national and revise it as needed through Minority Health, the Depart- viduals. The recent 2013–2015 public policy agenda? discussions with the Board of ment of Justice, and other top- data from the Kaiser Family Our public policy agenda Directors and all of our chap- level officials from the White Foundation revealed sharp addresses the challenges and ter members throughout the House, to name a few. decreases in uninsured rates opportunities associated with United States. Some of our Preparation for our Capitol among the poor, near poor, providing optimal care to His- most pressing issues include Hill Day involves preparing and among Blacks (19%–11%), panic populations. We address ensuring access to high-quality NBNA members to speak per- Hispanics (30%–21%), and these issues by collaborating care for all, immigration, and suasively and accurately on Asians (14%–7%). And al- with private, public, and fed- climate change. The Alliance issues that are of great concern though there has been some eral entities that have a vest- of Nurses for Healthy Environ- to the health and well-being of progress, more gains are sorely ed interest in improving the ments is one group we work communities of color and the needed if we are to realize op- health and well-being of His- with to identify and address nursing profession. “Legislative timal access to high-quality panic populations. We con- environmental concerns af- Toolkits” are distributed in ad- care for all. tinuously review the agenda fecting Hispanic communities.

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 33 Health Policy

What do you believe are only represent roughly 4%. Yet Association, the March of not denying coverage for indi- top priority imperatives in contrast, Hispanics in the Dimes, and organ and tissue viduals with preexisting disease impacting the nursing United States represent roughly donor organizations. has greatly benefited our com- profession today? 17% of the U.S. population. As Our website also has a wealth munity. In addition, young For decades, nursing as a we believe that the best way of information, including posi- Hispanic adults now have cov- discipline has debated the to achieve health equity is by tion statements on health equi- erage with their families. Does requirement of the Bachelor a having a diverse workforce, ty, advanced practice nursing, this address the needs of un- of Science in Nursing (BSN) capable of promoting and de- and essential health benefits, documented populations? This degree for entry into practice. livering culturally and linguis- to name a few. Members are does not address the needs of There are still various path- tically competent care, then we encouraged to use these and undocumented populations; ways to becoming a nurse (e.g., absolutely need a workforce other resources when advocat- however, we still have Feder- Diploma, Associate Degree in that mirrors the communities ing for underserved minority ally Qualified Health Centers Nursing), and for some rea- we live in. communities and the nursing that can help fill in the gap. son, nursing is one of the last NAHN also partners with the profession. One of our goals professions that has not ad- Nurses on Boards Coalition to is to convene a joint Capitol As a nurse leader, what opted the practice of requir- place at least 10,000 nurses Hill Day activity with other advice would you give to ing a baccalaureate degree for on boards by 2020. A mutual minority nursing groups and nurses who are interested entry into practice. Given the priority of both organizations advocacy groups to help lever- in becoming involved in the complexities of today’s health is to influence the health of age resources as well as include policymaking process? care environment, we need to communities and the nation multicultural expertise. Finding your passion is key. ask ourselves how we can make through the service of nurses Ask yourself: “What do [I] want it easier for future generations on boards and other bodies. In your opinion, what to do in the policy arena?” to secure their BSN opportuni- has been the ACA’s Sometimes we don’t see our- ties. From a minority perspec- How does NAHN prepare greatest impact on selves as leaders. However, all tive, especially, access to educa- its members to be minority communities? nurses are leaders, including tion has not been easy. Many influential advocates in At NAHN, it has been one nurses at the bedside. Let your Hispanic nurses have had to the policymaking arena? of unity. We have been able to passion become your platform take a longer route starting out NAHN prefers to work address the overarching goal of for change. Share your exper- as a diploma or associate de- with partners, coalitions, and reaching multicultural commu- tise at the local, state, and na- gree nurse before moving on other advocacy groups who nities. NAHN received an ACA tional levels. Form coalitions to becoming a baccalaureate- share a common commit- grant to do a Train the Train- with like-minded groups and prepared nurse. More outreach ment to improving the health er program where we learned individuals. and support is needed not only and well-being of minority about the best practices for tar- Another piece of advice: to secure the BSN but also ad- communities. We encourage geting hard-to-reach commu- Keep the Future of Nursing re- vanced degrees in nursing at our members to find their pas- nities and to enroll them into port front and center. We still master’s and doctoral levels. sion and use that passion as a the ACA health care program. have much to advocate for on Advocacy to expand the full platform for their advocacy Through this, many Hispanics behalf of the profession. The scope of practice for the APRN efforts, first on the local level have gained access to health care report and related recommen- is another important issue that and then onto the state and for the first time. Sometimes dations can serve as a roadmap we must continue to advocate. national levels. Furthermore, these communities are suspi- for continued advocacy. We must highlight the full val- we encourage and support our cious of outsiders who come to Get appointed to boards. ue of the APRN, particularly in members in seeking appoint- say, “We are here to enroll you There you can share your ex- meeting the health care needs ment to boards and commit- into a health care program.” We pertise and learn from others of Hispanic and other minor- tees of NAHN and other or- were able to address this concern as well as make a difference in ity populations by increasing ganizations, where they can because of some of the resources the lives of those you serve. access to those who have tra- be instruments of change. afforded to us by the ACA. As There are a number of ideas ditionally been underserved. Through these experiences, bilingual minority nurses, we and opportunities outlined in The priority is to improve members can gain additional are well suited to build trust and the Future of Nursing report to health care disparities by expertise. NAHN supports its thereby address a number of strengthen nursing as a profes- increasing diversity and in- members in partnering with barriers and enhance access, im- sion and its meaningful con- clusion in the nursing profes- advocacy groups such as AARP, prove culturally relevant health tributions. sion. There are over 3,000,000 American Red Cross, Planned literacy, and link communities registered nurses in the Unit- Parenthood, American Heart with necessary resources. ed States, and Hispanic nurses Association/American Stroke The benefits associated with

34 Minority Nurse | WINTER/SPRING 2017 Health Policy

The system is driven by the or- to enhance health care deliv- ganizations that limit the care ery and advance community delivery to the patients. Nurses health through health preven- act as the advocates of their tion projects. patients, and allowing APRNs independent practice must be In your opinion, what made standard across the na- has been the ACA’s tion to meet the demands of greatest impact on primary care. minority communities? The ACA’s inclusion, equity, How does NAINA prepare and diversity status has cre- its members to be ated more language assistance influential advocates in services in the health care in- the policymaking arena? dustry. The new bill mandated NAINA nurses are mentored that hospitals provide language to lead, promote, and advocate assistance to all patients seek- for the educational, profession- ing care at their organization. al, and leadership opportunities As per health economist Daniel for nurses from India. NAINA Polsky’s 2015 report, 20% of Varsha Singh, MSN, APN-C recognizes leaders that repre- African Americans, 31% of Lati- sent themselves in different nos, and 26% of Native Ameri- Public Relations Chair, National Association of India Nurses committees and assume the cans would be without insur- of America (NAINA) position as the executive and ance if the ACA had not been governing board members. implemented. The statistics do Does NAINA have a national as community organizations These members are then en- not include South Asians, so it public policy agenda? nationwide. The role of the couraged to attend meetings is difficult to provide specific Even though there is no pub- chairperson is to facilitate and conferences nationwide to numbers for the Indian com- lic policy agenda, NAINA strives communications both inter- represent NAINA and increase munity, but Polsky reported hard to provide community ser- nally and externally to spread the visibility of the organiza- that with the ACA in effect, the vice to promote the health of awareness about NAINA and tion and its mission and vi- number of uninsured African community members and has to appoint members as am- sion. When NAINA is contacted Americans went down to 11%, a community education com- bassadors to represent NAINA about opinions that are target- Latinos to 19%, and Native mittee that is created within at local and state meetings or ed toward a policy change, it Americans to 13%. The media NAINA’s structure to enhance at community health events. is shared with the membership has pointed out that the in- the visibility of our vision and These efforts support for their votes and opinions. surance disparity gap between mission. NAINA encourages NAINA’s highest priority to be NAINA also fosters shared whites and minorities is chang- members to provide culturally at the forefront of profession- governance, an inclusive and ing as a result of the reform law. competent care that can lead al nursing education, leader- equitable environment that However, the ACA is compli- to improved health outcomes, ship development, community supports and recognizes the cated, and minority communi- quality of care, and contribute health education, and health contributions of all the mem- ties may experience language to the elimination of racial and care delivery by advancing and bers and collaborates with all barriers in understanding the ethnic health disparities. preparing our membership to the professional nursing orga- intricate process. There are One community education meet the challenges of the fu- nizations as well as commu- many aspects of the ACA that project that NAINA implement- ture pertaining to inclusion nity organizations regardless require reorganization in order ed was Let’s act Fast (LAF) for and diversity. of national origin, language, to have a full positive effect on stroke prevention. The goal race, color, disability, ethnicity, minority communities. was to create awareness about What do you believe are gender, age, religion, sexual stroke signs and symptoms and the top policy imperatives orientation, gender identity, As a nurse leader, what educate the community about impacting the nursing socioeconomic status, veteran advice would you give to treatment options and stroke re- profession today? status, and family structures. nurses who are interested sources within the community. The top policy imperative We strongly believe that the in becoming involved in the NAINA also has a PR Chair that is impacting the nursing collective approach, shared policymaking process? that communicates with profession today is the current governance, and inclusion ini- Nurses are the true advocates other professionals as well health care delivery system. tiatives are key components for their patients. To be part of

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 35 Health Policy

a policy change or suggest a • Volunteer to be a member in 1979, PNAA has worked to- antees for improvement in new health policy, these are the of the health policy or po- ward making the status of tem- quality or positive outcomes steps that must be considered. litical action committee. porary workers permanent by of hospitalization. In a 2007 • Be aware of what’s happen- • Look for opportunities to supporting H.R. 3259 (101st): article published in OJIN: The ing about health policy in meet the legislators, sena- Immigration Nursing Relief Act Online Journal of Issues in Nurs- your hospital, your state, tors, and assemblymen of 1989, which amended the ing, author John Welton ar- and your country. through your organization. Immigration and Nationality gues that the costs associated • Become a member in a pro- • Share your expertise about Act “to provide for adjustment with the additional registered fessional minority nursing health policy with novice of status, without regard to nurses that will be needed for organization and create a nurses and motivate them. numerical limitations, for cer- the higher, mandated ratios health policy committee • Generate programs that tain H-1 nonimmigrant nurses will not be offset by additional within the organization increase nursing engage- and to establish conditions for payments to hospitals, result- structure. ment in community health the admission, during a 5-year ing in mandates that will be • Become a member of ANA promotional activities. period, of nurses as temporary unfunded. and thus a member of your • Support equity, inclusion, workers.” Nurses who were ini- Another policy imperative is state nurses’ organization. and shared governance in tially on working visa were able the requirement of the BSN for • Advocate to have the state nursing. to become permanent residents entry level to nursing for bet- nursing organization recog- • Be a role model for nurses and, eventually, citizens of the ter patient outcomes. Nurses nize your minority nurse to provide support and United States. with BSN degrees are well pre- organization as an affiliate education. At present, PNAA members pared to meet the demands organization. are woven into the fabric of placed on today’s nurse, and mainstream American nursing they are prized for their skills and support the IOM’s recom- in critical thinking, leadership, mendations in its Future of case management, and health Nursing report. promotion as well as their ability to practice across a variety What do you believe are of settings. This is in tune with the top policy imperatives the IOM recommendation that impacting the nursing nurses should achieve higher profession today? levels of education and train- There are several policy im- ing and having the goal of 80% peratives that impact nursing. BSN graduates by 2020. Addi- Staffing ratio is one; it has been tionally, APRNs should practice implemented in California and to the full extent of their edu- is being proposed in New Jer- cation and training. In many sey. Proponents of mandato- settings, they still function ry, inpatient nurse-to-patient under the direct supervision staffing ratios have lobbied of physicians. state legislatures and the U.S. Congress to enact laws to im- How does PNAA prepare prove overall working condi- its members to be tions in hospitals. Proposed influential advocates in minimum, nurse-to-patient the policymaking arena? staffing ratios, such as those Historically, the PNAA has enacted by California, are in- lobbied and supported policies Madelyn Yu, MSN, RN tended to address a growing that are pro-nursing (e.g., the concern that patients are being Nursing Relief Act of 1989 and President-Elect, Philippine Nurses Association of harmed by inadequate staff- the Immigration and Nation- America (PNAA) ing related to increasing sever- ality Act of 1995). Seminars ity of illness and complexity and conferences are offered Does PNAA have a national It advocates for the rights of of care. However, mandatory in many chapters of the PNAA public policy agenda? each individual nurse as mi- ratios, if imposed nationally, on how a bill becomes a law, PNAA promotes the welfare grant workers and as citizens of may result in increased over- and members are encouraged of the Filipino-American nurse. this nation. Since its inception all costs of care with no guar- to do letter writing to their

36 Minority Nurse | WINTER/SPRING 2017 Q&A Health Policy

senators and congressmen to hospital. This involves new support legislation. The PNAA ways of doing things, such as has sponsored interns in Wash- transition of care and training ington, DC, to learn firsthand of personnel. how nurses can support certain legislations and promote As a nurse leader, what nursing. advice would you give to Some PNAA leaders have nurses who are interested been and are active members, in becoming involved in the or president of their State policymaking process? Boards of Nursing. The PNAA PNAA is a member of an or- has also lobbied and supported ganization called the National other policies/bills, such as Coalition of Ethnic Minority the Veterans’ Bill, which has Nurses Association (NCEMNA), passed, and the Medicare which is composed of these Portability Act, which is still groups: National Alaska Na- ongoing. tive American Indian Nurses Association, the National Black In your opinion, what Nurses Association, the Na- has been the ACA’s tional Association of Hispanic Margaret P. Moss, PhD, JD, RN, FAAN greatest impact on Nurses, the Philippine Nurses minority communities? Association of America, and Ambassador, National Alaska Native American Indian Nurses I believe ACA’s greatest im- the Asian American Pacific Is- Association (NANAINA) pact on minority communities lander Association. NCEMNA is its focus on wellness and is a unified force advocating Does NANAINA have nurses, nursing students, health promotion. Population for equity and justice in nurs- a national public and recommend appropri- health is the buzz word, and a ing and health care for ethnic policy agenda? ate solutions to local, state, health care institution has the minority populations. We need [Editor’s Note: Margaret Moss and federal agencies; and responsibility of promoting/ a global perspective in policy- is not an elected official of NA- • Advocate for AN/AI nurses maintaining the health of the making and nurses need to get NAINA but was recommended to have equal access to ed- population it covers. involved to identify which val- by their leadership to repre- ucation, professional, and One feature of the ACA that ues they will embrace. PNAA sent the organization for this economical opportunities benefits the minority groups encourages collaboration with column.] afforded to all nurses. is the coverage for everyone, other minority groups as well Although there is no stated and if someone has a preexist- as the ANA and local state national public policy agenda, What do you believe are ing condition, he/she cannot nurse associations to continue some policy-relevant work/pur- the top policy imperatives be turned down for coverage. to become actively involved poses of NANAINA include impacting the nursing Children can be covered up to in the policymaking process. items such as profession today? 26 years of age—and that is a By participating in the poli- • Formulate position state- I will answer from the per- plus not only for minorities cymaking process, nurses can ments on Alaska Native/ spective of Native nurses. The but for all families. The ACA develop a sense of self-efficacy American Indian (AN/AI) following are excerpts from my also offers alternative ways of and self-esteem. issues of professional prac- book, American Indian Health provision of care in homes tice and to advocate for and Nursing: rather than traditionally in the professional advancement of AN/AI nurses; In Indian country, when one • Provide a forum for AN/ aspires to become a nurse, the AI nurses to analyze and road is difficult and filled with evaluate the health care many obstacles. The road is needs of AN/AI people; difficult for most who as- • Identify health service de- pire to this calling, but then livery barriers for AN/AI add in multiple additional consumers; hindrances at every turn • Identify barriers to qual- . . . There should be a key ity education for AN/AI message and related recom-

Q&A www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 37 Health Policy

mendation of required collab- about or have not reached out Improvement Act is good as it populations have a lot to say, oration among federal, state, to the Native nurse. lay “un-reauthorized” time and have specific information, and and tribes toward the future of again for years each time since unique knowledge and perspec- nursing, not between federal In your opinion, what its inception in the 1970s. It tives, but they are almost never and state alone . . . The gaps has been the ACA’s added new areas such as el- voiced in health policy discus- in care and the roots of health greatest impact on dercare. However, many of sions. They certainly have “is- disparities lie in structural de- minority communities? these additions are unfunded sue identification” knowledge terminants of health. The AI/ There have been unique is- mandates. with which to formulate policy. AN is already expert in most sues for the ACA and Indian Medicaid expansion will, They often don’t realize it! Im- cases in terms of both an un- country. One being tribes often in theory, help many of the portantly, as I say in my book, derstanding of these structural cross state lines where rules poverty-stricken American Native nurses were not at the barriers and the stories that ac- and processes differ. Tribal Indian population—but this table when the Future of Nurs- company them. These nurses leaders felt they were not con- population is also known to ing report was devised, and it is are uniquely ready to add to sulted appropriately to plan for not apply for Medicaid in num- painfully obvious. the transformation of nursing these difficulties.The Associated bers that it could for a variety Practice at the organiza- health care delivery success, Press has reported stories of of reasons. I think the jury is tional level, then move to lo- and, therefore, to affect pa- individuals “not being Indian still out in Indian Country. cal government and on up to tient outcomes. But they are enough” for the exemption regional, state, and national not sought out, not included, for the ACA and facing a $695 As a nurse leader, what levels—or stop at whichever and not heard. penalty from the IRS, which is advice would you give to level you wish. Many local ini- exorbitant for the desperately nurses who are interested tiatives are used nationally. In How does NANAINA poor. On the other end, Tribes in becoming involved in the the case of Native nurses, you prepare its members to be are being named as “large em- policymaking process? may want to become involved influential advocates in ployers” and are faced with Show up and speak up for at the tribal level (arguably, the policymaking arena? setting up insurances where causes you care about—you these are nations). NANAINA has a unique they previously have not had have to have passion backing membership: Native nurses to. Indians see the government it. This is difficult in both my Janice M. Phillips, PhD, FAAN, and Native health-interested as owing health care double populations—Natives and nurs- RN, is the Director of Government nurses. The reality of nursing taxation treaties where mil- es—as they are not socialized and Regulatory Affairs at CGFNS in the Native health arena is lions of acres were ceded in to “raise the voice,” meta- International, Inc., in Philadelphia. working with even less resourc- prepayment. phorically or literally. Yet, these es and time than most nurses, “Affordable coverage is not and with one of the sickest the same as pre-paid, treaty- populations with lowest life based healthcare,” journalist expectancies, earliest onset, Mark Trahant wrote in his and most severe functional dis- post-coverage of the 2013 ability, diabetes, etc. Yet, there White House Tribal Nations are the fewest of Native nurses: Conference for Al Jazeera. 0.3%. NANAINA seeks to iden- “American Indians and Alaska tify these nurses, bring them Natives are supposed to have a together, provide information, treaty right—a special right— and advocate for these nurses. to healthcare. One that’s In many cases, these nurses fully-funded. It’s not ‘afford- do not even know the “table” able healthcare just like every- exists, so we are at the level body else’s,’” he added. Fur- of educating and informing. ther, the Indian Country Today Many Native nurses (direct care Media Network highlighted the or even management at the concern of tribal leaders and Indian Health Service) do not Indians that the government know about the Future of Nurs- might not understand the ba- ing report, about the “acad- sic special status of Indians in emy,” or about policymaking. America today. The reverse problem being On one hand, the folding those bodies also do not know in of the Indian Health Care

38 Minority Nurse | WINTER/SPRING 2017 The Funny Bone

COMPILED BY MICHELE WOJCIECHOWSKI

Nursing can be a tough job, but it has a ton of fun sides as well. Enjoy the following hilarious stories sent in by your fellow nurses. Have a funny tale to tell? E-mail writer Michele Wojciechowski at [email protected] to share!

Do you have a funny story to A Bloody Mistake swing at us, and try to kick Dead Wrong share? It can be something that us. Then she looked us both happened to you at work, while When I first worked as a straight in the eye and said, During routine nursing in nursing school, while teach- nurse, we had someone who “You all ain’t nothing but a rounds, a patient with a “Do ing nursing school—practically was a rectal bleeder. The pa- bunch of snarly bitches!” Not Resuscitate” code status anywhere, as long as it involves tient needed blood, and the After this event, whenever was found to have passed the nursing field. If so, con- blood bank asked for a clot. As my coworker and I would work peacefully. After completing tact Michele Wojciechowski at new nurses, my coworker and I a shift together, we would greet postmortem care, the patient [email protected]. We didn’t know what that meant. each other with, “Good morn- was tastefully covered to allow may use your story in a future So, she took a rectal clot from ing, you snarly bitch!” family to come mourn prior issue. the patient and sent it to the —J.D., RN to the arrival of the funeral blood bank. home. The patient was posi- They were quite amused! tioned with the blanket pulled —T.Q., RN up just above the neck line. One Happy Patient Prior to death, labs had been ordered for the patient, and Once, when I was working in the patient had been known Nice and Snarly the ER, a ten-year-old girl was as a “hard stick” (difficult lab brought in via an ambulance draw). Because of this, the lab When I worked at a hospital, with a complaint of confusion had already been notified to I was assigned an elderly lady and abnormal behavior. The lit- send a phlebotomist up instead who was transferred from a tle girl was running around her of having a staff nurse try to nursing home for IV antibi- neighborhood naked and not get blood. otics to treat a urinary tract listening to basic instructions. Unbeknown to the staff, infection. (When an elderly When she came into the ER, the lab tech went into room person gets a UTI, they can she began to run around every- to draw blood. Soon after, the present with mental changes where inside of it naked, and lab tech exited the room and and confusion.) no one could gain control of asked for a heating pad at the She kept pulling out her IV. her. After almost an hour of nurses station. The nurse at Another nurse and I had to her running and hiding, some the nurses station complied, work together to try and start nurses lured her out with a not knowing what the phle- another IV and had to hold her happy meal. botomist needed it for. down so she wouldn’t pull it Diagnosis: Poor behavior It was only after spending out—this was back in the day and lack of discipline at home. a reported 30 minutes in the when you could use restraints. Patient was released promptly. room trying to heat up the pa- No matter how we tried to —M.Z., FNP, RN, MSN tients’ hands to make it easier explain what we were doing to draw blood, that the lab and how the medicine would tech realized the patient had help her, it didn’t matter. She expired. continued to fight, spit at us, —T.B., RN, ADN www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 39 MINORITYNURSE.COM

In the Spotlight Newsletter

ities and community capacity. practice and care coordina- Knowing I wanted to guide tion. The role of nursing will health care, I completed my continue to expand as more post Master’s certificate at nursing-led clinical and edu- Northern Illinois University cational research is initiated. as a family nurse practitioner. Equally, the importance of es- tablishing funding for nursing What made you decide to traineeships (e.g., residencies/ go into the nursing field? fellowships) will support the What inspired you? didactic and clinical innova- I was in telecommunica- tions occurring in the clinical tions, but I did not believe I setting. was making an impact on my community. Literally, after see- Have you had any issues ing a recruitment ad for nurs- related to being a minority es, something sparked. I knew nurse? If so, explain. Kameka Brown, PhD, MBA, FNP that I was interested in being a One central issue is limited part of one of the most trusted access to mentors. Success- Kameka Brown, PhD, MBA, times ignored. Additionally, professions helping others fully navigating your nurs- PE1 FNP, is the executive officer I am a board-certified fam- maximize their quality of life. ing career as a person of color of the California State Board ily nurse practitioner and re- I continue to be inspired by is appreciating the need for of Vocational Nursing and ally enjoy caring for patients both the impact and myriad of mentors at every level of your Psychiatric Technicians—the across the lifespan. My most roles nursing has afforded me. career. Mentors are critical in largest VN board in the nation. recent clinical work has been From educator to provider to providing insight related to Her role is to ensure safe and in the Veterans Administra- now regulation, becoming a “soft skills” (i.e., networking, competent vocational nurses tion, which is a great place to nurse lead to expansive career speech presentations, what to (VNs) and psychiatric techni- provide health care. choices. wear) not generally covered in cians (PTs) can enter the work- your coursework. Mentors also force and practice effectively. Describe your educational What goals do you still serve to open doors that you Additionally, she is responsible background. Where did have for your career? may not have access to leading for preserving consumer pro- you go to nursing school There continues to be a to additional opportunities. tection by enforcing scope of and what is your degree? need to harness the collective Mentors may be a challenge practice regulations and profes- I transitioned into nursing voice of nurses around policy to find, particularly as a minor- sional laws governing VN/PT from a previous career in tele- and practice issues. My future ity nurse, but it is critical for practice. She advocates for the communications where I ob- goal is to serve in a capacity to career success. voice of VNs and PTs and pro- tained a Master’s in Business champion health care policy motes the role as a viable career Administration with a focus initiatives that promote APRN What advice would you give choice for future clinicians. on health care administration. full practice authority, leverage to other minority nurses? I saw the value of quality pa- and maximize the incorpora- Nursing is an amazing pro- What is your nursing tient care at the bedside. I com- tion of VNs/PTs on the health fession that offers a myriad of specialty? pleted an accelerated master’s care team, and improve care opportunities. With the grow- Although I started my nurs- entry program through DePaul coordination. ing diversity in our community, ing career in emergency medi- University. This offered me the it is critical to have nursing cine, my clinical background opportunity to participate in Where do you see the leaders that reflect the popula- is in community health. My a “bridge” to doctoral studies future of nursing headed? tion. Do not be discouraged by passion is providing quality at the University of Illinois. Nursing continues to serve limited people or limited ideas. health care and social support I completed my PhD with a a vital role in the crafting and If you think it is possible, you in communities that are often- research focus in health dispar- execution of interprofessional can do it as a nurse.

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www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 45 Academic Opportunities

online NURSING PROGRAMS SOME PROGRAMS ARE ALSO OFFERED onsite EDUCATION CENTERS IN IN • OH • KY

BACHELOR’S DEGREE MASTER’S DEGREE Nursing (RNBSN) ASN-MSN MSN MBA DOCTORAL PROGRAMS MSN Post MBA Doctor of Nursing Practice (DNP) Nursing Administration Nursing Education CERTIFICATE PROGRAMS Primary Care Nursing Post Master’s Certificates Psychiatric Mental Health Nursing Public Health

Not all programs are offered at onsite locations.

indwes.edu/nursing 866.498.4968

46 Minority Nurse | WINTER/SPRING 2017 Faculty Opportunities

Dana-Farber Cancer Institute

Instructor/Assistant Professor/ Nurse Scientist Appointment

The Dana-Farber Cancer Institute’s Phyllis F. Cantor Center and Department of Medical Oncology seek to identify a nurse investigator with demonstrated expertise in genetic risk for cancer. The position includes a leadership role as Associate Director of the Cantor Center. The candidate must have a research- focused doctoral degree in nursing science with graduate level training in multiple methods. Candidates should have begun a consistent and funded program of clinical research in relevant areas. Teaching responsibilities will include mentoring students and post-doctoral research fellows, plus guest lectures and seminars. Appointment at the Instructor or Assistant Professor level at Harvard Medical School will be commensurate to academic accomplishment. The Dana-Farber Cancer Institute is committed to diversity in its hiring.

Begin the application process by sending a C.V. to: [email protected]

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

www.minoritynurse.com Minority Nurse Magazine @MinorityNurse 47 Faculty Opportunities

Instructor/Assistant Professor (tenure track) The School of Nursing, Perimeter College, located in Clarkston, invites applications for full-time, tenure track faculty positions. The responsibilities in these 9-month and 12-month tenure track positions will include teaching in our associate degree program and participating in scholarly activities. Other responsibilities include student advisement and mentoring, as well as involvement in school, university and community service. Rank will be determined based on prior clinical experience. Minimum qualifications include: 1) Georgia RN license eligible; 2) master’s degree in nursing or related field and must be currently enrolled in 18 semester or 25 quarter hours in graduate nursing courses; and 3) a minimum of two years of nursing practice experience and teaching experience preferred. Preferred areas clinical expertise include: LOG# 17-122 • Obstetrics Nominations/applications are encouraged. Completed applications • Skills Laboratory for these tenured track positions, including a letter of application, • Simulation vitae, and contact information for three professional references, should be emailed to Kevette Woolfalk at [email protected], • Medical Surgical Nursing using the subject line: Nursing Position Application. • Mental Health Nursing Questions regarding the position may be directed to the chair of • Childbearing Nursing the search committee, Veronica West, [email protected]. • Pediatric Nursing

Georgia State University, a unit of the University System of Georgia, is an equal opportunity educational institution and an equal opportunity/affirmative action employer and accommodates individuals with disabilities. All applicants must comply with the Immigration Reform and Control Act. Women and minorities are strongly encouraged to apply. An offer of employment will be contingent upon successful completion of a background report.

Index of Advertisers ADVERTISER ...... PAGE # City of Hope ...... C2 Civilian Corps ...... C3 Eastern State Hospital ...... 6 ACADEMIC OPPORTUNITIES Azusa Pacific University ...... C4 Johns Hopkins University ...... 43 University of Pittsburgh ...... 43 Vanderbilt University ...... 1 Monmouth University ...... 41 University of South Florida ...... 43 University of South Alabama ...... 42 Case Western Reserve University ...... 44 Claflin University ...... 45 Indiana Wesleyan University ...... 46 FACULTY OPPORTUNITIES Georgia State University ...... 48 Dana-Farber Cancer Institute ...... 47

48 Minority Nurse | WINTER/SPRING 2017 Civilian Nursing Careers

Care for military personnel, beneﬁciaries and their families at Army hospitals and clinics worldwide.

» Exceptional Beneﬁts » Patient Focused Care » Opportunities Worldwide » Rewarding Careers » Flexible Work Schedules

Search jobs online today at CivilianMedicalJobs.com CivilianMedicalJobs.com FIND JOBS POST RESUMES APPLY TODAY

Vast Opportunities Exceptional Beneﬁts Rewarding Careers Army Medicine Civilian Corps employees are NOT subject to military requirements such as "boot camp," enlistments or deployments. THE DEPARTMENT OF DEFENSE IS AN EQUAL OPPORTUNITY EMPLOYER.

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