Practice Tip of the Week | Embracing Diversity

By Nisha Paul, BSN, RN, CPPS

Traditionally, efforts to promote diversity, equity, inclusion, and belonging (DEIB) in the workplace have involved distributing educational materials about various cultural observances. In 2021, the Dallas Campus Diversity, Equity, Inclusion, and Belonging Council (DEIB-C) was restructured as it recognized the need for a more immersive approach to celebrate diversity.  

Press Ganey shared data linking DEI to employee retention (Gandhi, 2023). The Employee Advocacy Subgroup of the Dallas Campus Diversity Equity, Inclusion, and Belonging Council aimed to deepen the understanding of diversity and foster a more inclusive workplace culture by capturing the essence of diversity through bios, stories, recipes, and other contributions from team members. In The National Commission to Address Racism in Nursing’s Top Ten Ways to be an Antiracist in Nursing highlights becoming a “story catcher,” which promotes listening to experiences, learning, understanding, and empathy (American Nurses Association, 2022). By sharing aspects of their lives beyond their roles as healthcare workers, team members celebrated heritage and created an environment that promoted uniqueness and a sense of belonging.

Our strategy unfolded during a virtual celebration of diversity where team members were invited to share personal stories on our campus DEIB-C web page. To kickstart participation, I shared a personal story of my parents’ international nursing journey and a recipe for our family’s favorite dish, chicken curry. This inspired other colleagues to share diverse aspects of their lives, including proverbs, traditional attire, cultural practices, and the diversity of faith in their hometown. This approach extended to other cultural observances such as Black History Month and Asian American Pacific Islander Month. 

During Diversity Week 2022, following the theme, “What Makes You Unique?,” team members shared stories regarding their culture, marriage traditions, LGBTQ+ affirmation, the meaning of unique celebrations, and neurodiversity. This online initiative was complimented by a toolkit for leaders and included activities for celebrating Diversity Week in their unit. In addition to virtual events, in-person observances allowed DEIB-C members to engage in meaningful conversations and promote activities celebrating uniqueness and inclusivity. One innovative activity suggested by our Arts & Medicine team involved team members writing about what makes them unique on colored pieces of cardstock shaped like flower petals. These petals were then arranged on a board to form a flower, highlighting physical appearance, personality traits, cultural background, and unique qualities as caregivers.

Several staff members continued submitting pictures and stories for spotlights later used for various observances, demonstrating ongoing engagement. One nurse, deeply moved by her spotlight, shared it as a post on social media, amplifying the impact beyond the facility walls. The success of our project led to system-wide adoption, indicating the scalability and relevance of our approach. One of our team members who submitted two spotlights for the Dallas DEIB-C was selected for a story featured on our system web page.  An image from our facility’s Diversity Week 2022 virtual spotlight was used on our healthcare system’s social media on a recruiting post to promote a diverse workforce, showcasing the sustainability and cross-functional collaboration that emerged from our initiative.  

Spotlight sharing emerged as a powerful tool to foster belonging, inclusivity, and acceptance among team members. By celebrating unique identities through personal narratives and cultural spotlights, we aimed to transcend traditional DEI efforts, creating a ripple effect that extended beyond our immediate team. The success of our initiative not only demonstrated its effectiveness but also highlighted the appetite for more immersive and meaningful approaches to DEI in healthcare settings.  

The implications of this approach extend to the broader healthcare community. This suggests that incorporating personal narratives and moving beyond conventional methods by embracing diversity can significantly contribute to DEI efforts and a sense of belonging. Healthcare practitioners can leverage this approach to cultivate empathy, connection, and a more inclusive workplace culture.  

As a community of Texas nurses, I encourage you to embrace and celebrate your diversity, and invite you to share one thing that makes you unique in the comments below. Sharing your story may spark conversation, cultivate a sense of belonging, and encourage others to embrace and celebrate their diversity. So, tell me: what makes you unique?

REFERENCES

Gandhi, T. (2023). Why DEI in healthcare is central to employee retention. Press Ganey.      

    Retrieved from https://info.pressganey.com/press-ganey-blog-healthcare-experience-

     insights/why-healthcare-diversity-and-equity-are-central-to-employee-retention. 

         Wright, M. (2023). Supporting patient safety culture in healthcare requires higher 

employee engagement. Retrieved from      https://info.pressganey.com/press-ganey-

blog-healthcare-experience-insights/supporting-patient-safety-requires-higher-

employee-engagement

         American Nurses Association. (2022). Antiracism in nursing. Retrieved from 

  https://www.nursingworld.org/practice-policy/workforce/racism-in-nursing/national-

commission-to-address-racism-in-nursing/antiracism-in-nursing/