The Importance of Retaining Minority Nursing Students

1. The Importance of Retaining Minority Nursing Students By Sandee Sealy, RN, MNSc, APN, ACNP-BC Clinical Instructor University of Arkansas for Medical Sciences

3. Registered nurses make up the largest single healthcare profession in the US. In 2000, the national supply of FTE registered nurses was estimated @ 1.89 million while the demand was estimated @ 2 million, a shortage of 110,000 or 6%. By 2020, the shortage is projected to grow to an estimated 340,000 According to report of U.S. Department of Health and Human Services, the number of states with a shortage of RNs is expected to grow from 30 states in 2000 to 44 states in 2020 Introduction

4. The problem of minority under representation is particularly acute; while the percentage of nurses from racial and ethic minorities grew from 7% in 1980 to 12% in 2000 This lags significantly behind the proportion of minorities in the general population, which is about 30% (HRSA, 2000) Introduction

5. Increased number of career-changing students and traditional students seeking a nursing degree Minority students and male students seeking nursing education in two-year schools High-attrition rates for minority nursing students at community colleges are disappointing Americans Seeking Recession-proof Careers

6. Cultural and financial obstacles Lack of academic support and mentorship programs High Attrition Rates

7. Institutional Factors Economic Factors Personal Factors Barriers to Minority Student Success

8. Lack of minority faculty reaching out to minority students Minority Faculty Role

9. Modeling of commitment and sensitivity for colleagues Majority Faculty Roles

10. Inadequate academic preparation, demographic characteristics and lack of adequate support Personal Perspectives

11. Preceptor perception(s) of nursing students Lack of appeal to profession Lack of retention measures Nursing Shortage

12. Age and the RN Workforce Age of average RN population has been rising over the last two decades Between 2004 & 2008, the average age of all licensed nurses rose from 46.8 to 47 & that of employed nurses rose from 45.4 to 45.5 years In 1988, the age group w the largest number of nurses was 30 to 34 years, representing 18.3 % of RNs By 2008, 16.2% of RN were 50 to 54 years old This aging trend in RN population has raised concerns that future retirements could substantially reduce the size of US workforce at the same time the general population is growing & the proportion who are elderly is increasing, raising demand for health care & nsg services across the nation Between 2004 & 2008, the # of RNs under the age of 40 grew for the first time since 1980 Age of average RN population has been rising over the last two decades Between 2004 & 2008, the average age of all licensed nurses rose from 46.8 to 47 & that of employed nurses rose from 45.4 to 45.5 years In 1988, the age group w the largest number of nurses was 30 to 34 years, representing 18.3 % of RNs By 2008, 16.2% of RN were 50 to 54 years old This aging trend in RN population has raised concerns that future retirements could substantially reduce the size of US workforce at the same time the general population is growing & the proportion who are elderly is increasing, raising demand for health care & nsg services across the nation Between 2004 & 2008, the # of RNs under the age of 40 grew for the first time since 1980

13. Employment Distribution of RN by Age Group Among nurses under 50 years old, 90 percent or more are employed in nursing positions The # of RN working in nursing drop for each age group after age 50, RNs aged 50 to 54 (87.5%) RNs aged 55 to 59 years (85.1%) and RNs over age 65 (less than half) The percentage of RNs working FT under 30 years of age (is over 75%) and RNs 30 to 59 years of age (between 65% & 70%) The number of FT RNs drops rapidly after age 60 Among nurses under 50 years old, 90 percent or more are employed in nursing positions The # of RN working in nursing drop for each age group after age 50, RNs aged 50 to 54 (87.5%) RNs aged 55 to 59 years (85.1%) and RNs over age 65 (less than half) The percentage of RNs working FT under 30 years of age (is over 75%) and RNs 30 to 59 years of age (between 65% & 70%) The number of FT RNs drops rapidly after age 60

14. Intentions to Stay in Nursing by Age The # of RNs that intended to leave nursing within 3 years is quite small, among older nurses under 55 years of age (it�s 3% or less) Among nurses 55 or older, 76,915 intend to leave the nursing profession within 3 years; another 54,549 intend to leave their current nursing job and are unsure if they will remain in nursing afterwardThe # of RNs that intended to leave nursing within 3 years is quite small, among older nurses under 55 years of age (it�s 3% or less) Among nurses 55 or older, 76,915 intend to leave the nursing profession within 3 years; another 54,549 intend to leave their current nursing job and are unsure if they will remain in nursing afterward

15. While predominately White and female, the RN population is gradually becoming more diverse In 2000, 87.5% of RNs were non-Hispanic; In 2007 the percentage dropped to 83.2% In 2008, the largest non-White demographic groups were non-Hispanic Asian (5.5%) and non-Hispanic/African American (5.4%) The number of nurses who reported they were Hispanic increased between 2004 and 2008, from 2.3 percent to 3.6 % Diversity of RNs

16. Registered Nurse Population by Employment Setting, 2008 Hospital 62.2% Ambulatory Care 10.5% Public Health/community health 7.8% Home Health 6.4% Nursing Home/extended care 5.3% Hospital 62.2% Ambulatory Care 10.5% Public Health/community health 7.8% Home Health 6.4% Nursing Home/extended care 5.3%

17. In 2008, the average annual full-time salary for employed RNs was $66,973, which is a 15.9% rise from the average full-time salary of $57,785 in 2004 Average Annual RN Salary

18. In 2008, 29.3% of RNs reported that they were extremely satisfied with their primary nursing position, as compared with 27.5 % in 2004 In 2008, Another 51.8% were moderately satisfied, as compared with 50.5% in 2004 In 2008, Only 11.1% were dissatisfied, an improvement from 2004 when 13.8% were dissatisfied RN Satisfaction with primary job, 2004-2008

19. The Coppin Academy for Pre-Nursing Success: A Model for the Recruitment and Retention of Minority Students U.S. Department of Veterans Affairs Nursing Academy (VANA) Possible Solutions

20. A partnership with the University�s Upward Bound Program Reality-based clinical �exposure� under the auspices of local hospitals Workplace mentoring Academic assistance through the University�s Academic Program NSEP) Tutoring for students with learning difficulties and/or special needs Provision of monthly stipends Academic, career, and financial aid counseling Advanced placement for qualified high school students Major Components of CAPS Program

21. Expanding faculty and professional development at nursing schools and VA facilities Increasing nursing student enrollment Providing opportunities for educational and practice innovations Increasing recruitment and retention of VA nurses as a result of enhanced roles in nursing education U.S. Department of Veterans Affairs Nursing Academy Goals

22. Due to an increasing minority population, minorities should be represented proportionally in nursing-aggressive efforts to recruit and retain minority nursing students Minority and Majority faculty has to be more supportive of minority nursing students More utilization of tools and theories to provide better outcomes for minority nursing students Conclusion