Voice of the President | July 2023
Supporting diversity is an important topic with many layers of complexity. Back in 2020, while serving as President-elect, I was asked by our Executive Committee to chair AONL’s Diversity, Equity and Inclusion Committee.
I have to admit, at first I questioned whether I was the right person to lead this work. Our country was in the early phases of the COVID-19 pandemic and social unrest occurred in most major cities as a result of the George Floyd and Breanna Taylor deaths. Working in the heart of Louisville, Ky., I had firsthand experience with the daily protests aiming to raise awareness and call for action to end racism and social injustice. I understood the gravity of the issue; I decided that this work was important and I was compelled to lead.
One of the first things I set out to do was to listen and to learn. I started with me. I read books, listened to podcasts, and watched documentaries and interviews from a wide range of groups and individuals. I took the implicit association test offered through Harvard University to identify some of my own unconscious bias. Then, I dedicated our very first Diversity, Equity and Inclusion Committee meeting to generating meaningful dialogue and creating a psychologically safe space where each of us felt comfortable and empowered to speak up. These rich conversations resulted in tears, laughter and the reassurance we were the right team to make meaningful progress. We acknowledged that we all come to the table with unique life experiences, knowledge and perspectives, but together we could accomplish great things to support nurse leaders in creating change.
. . . we all come to the table with unique life experiences, knowledge and perspectives, but together we could accomplish great things to support nurse leaders in creating change.
One of the first things we settled on was the name of the committee. Through our initial discussion, it was revealed how essential it is to include the word “belonging.” Members of the committee articulated that diversity is about numbers, equity is about fair treatment, inclusivity means underrepresented individuals “have a seat at the table,” but belonging is a reflection of being able to be one’s authentic self. This resonated with the team and many of us shared personal stories relating to that sentiment. Since that initial meeting, we have been become AONL’s Diversity, Equity, Inclusion and Belonging (DEIB) Committee.
Early on, our meetings focused on reviewing the previous efforts of AONL and building a foundation that would provide us with some direction. When confronting big issues, it can sometimes feel like trying to solve world hunger. With this in mind, we started by developing a mission and vision statement, and a framework that could guide our work. From there, we partnered with some experts in the field who helped us work through a thorough analysis by conducting member interviews, reviewing AONL policies and procedures, comparing our practices to other associations and lastly, making recommendations to strengthen AONL and ensure we were free from bias, discrimination and racism.
One year into our work, we finalized a new set of Guiding Principles on Diversity, Equity, Inclusion and Belonging. This document aims to support nurse leaders in creating environments where all members of the health care team feel safe and supported. The principles focus on the importance of the role of leaders, practice environments, partnerships, and technology, data and research to further advance DEIB efforts.
I’m proud we revised both our nominations and appointed board member process. As a result, last year we produced the most diverse slate of candidates we’ve ever had. AONL’s board has a wide range of representation including acute care, post-acute care, academia, informatics, industry, rural health, research and more. The age, gender, ethnicity, roles and level of experience also vary significantly and result in well-rounded conversations and thoughtful decisions on how we can best support our diverse nurse leader membership.
This year, the DEIB Committee’s work continues under the joint co-leadership of Joy Parchment and Crystal Mitchell. This team’s energy, enthusiasm and passion for this work is inspiring and they are accomplishing amazing things! Together, we “soft launched” our DEIB tool kit at our annual meeting in Anaheim, and it is now available at aonl.org.
The tool kit is a phenomenal set of resources and includes an individual nurse leader assessment tool, a pledge to champion DEIB and some excellent case studies intended to help nurse leaders guide discussion within their own teams. Finally, there is an action step framework based on the four pillars previously highlighted. The framework includes steps that leaders can implement based on their role and where they (and their team members) are in their own individual DEIB journeys.
In addition to the forementioned work, the AONL Foundation is funding research focused on leadership equity and equitable health care. They are supporting the generation of new knowledge through research centered on optimizing leadership effectiveness, achieving equity in health care and improving the health care experience for all. I’m excited to see the outcomes and recommendations produced from these revolutionary studies.
This month’s articles warm my heart and demonstrate that nurse leaders are leaning in and taking DEIB head on. They also reinforce the breadth and depth of DEIB and serve as a reminder that we have a professional and ethical obligation to care holistically for all our patients, their families and our team members. I want to thank the authors for their leadership and courage to implement change and advocate for DEIB. By creating welcoming spaces for all nurses and patients, they deserve our attention and applause.