Leveraging Maslow's Hierarchy of Needs to Build Nursing's More Inclusive Future.

There is growing evidence that nurses have not seen meaningful change because of their employer's diversity, equity, inclusion, and belonging (DEIB) programs. At the same time, efforts are increasing to end DEIB programs and education in academic and work settings. These dynamics present a myriad of challenges negatively impacting any efforts to course correct and progress to build a diverse, inclusive, and pluralistic future. It is critical to urgently address these headwinds and challenges since there is evidence that discriminatory and racist acts germinate in schools of nursing. Almost half (44%) of nurses recently surveyed stated that a culture of racism in nursing schools exists; 60% of Black/African American respondents reported racism/discrimination and nearly 80% believed that more DEIB training was needed. The lack of diversity and inclusion in nursing conflicts squarely with an increasingly diverse and globalized health care consumer base. The overall goal of this article is to leverage a well-embraced framework such as Maslow's Hierarchy of Needs to generate more awareness, understanding, and acceptance of DEIB principles, which directionally sets up a positive future for everyone. Equality, diversity, equity, belonging, mattering, and human flourishing set up a more positive outlook for improved nurse and patient outcomes and for health care overall. With the harms that continue in nursing and society overall, comes emotion and discomfort that must be better understood, distributed, and not quelled. Aligning Maslow's Hierarchy of Needs and DEIB helps leaders recognize the human's needs in everyone and apply Maslow's theory to all therefore increasing inclusiveness.

The Effectiveness of Charge Nurse Training on Leadership Style and Resiliency.

OBJECTIVE: The study objective was to investigate a charge nurse pilot training program as an effective, evidence-based training modality to improve leadership style and resiliency. BACKGROUND: Leadership is inherent and necessary in the charge nurse role. Little published research about charge nurse leadership training programs exists. METHODS: A pre-post design, with intervention and comparison groups, was conducted at an integrated healthcare system. A random sample of charge nurses was selected to pilot a standardized charge nurse leadership training program including in-person learning to foster leadership skills and nurture resiliency. RESULTS: The sample included 19 control participants and 22 intervention participants. Significant improvement was noted in transformational, transactional, leadership outcomes, and resiliency from preintervention to postintervention for the all subjects. Of the 22 intervention participants, the training elicited higher satisfaction with leadership behavior, followed by effectiveness and their ability to motivate. Charge nurses who attended training had higher resiliency scores pre-post intervention. CONCLUSION: The charge nurse pilot training was an effective program that led to improved leadership style and resiliency.

Moral Progress in the Public Safety Net: Access for Transgender and LGB Patients.

As a population, people who self-identify as lesbian, gay, bisexual, or transgender face significant risks to health and difficulty in obtaining medical and behavioral health care, relative to the general public. These issues are especially challenging in safety-net health care institutions, which serve a range of vulnerable populations with limited access, limited options, and significant health disparities. Safety-net hospitals, particularly public hospitals with fewer resources than academic medical centers and other nonprofit hospitals that also serve as safety nets, are under immense financial pressures. However, with the introduction in 2011 of standards for LGBT inclusion by The Joint Commission, showing progress on LGBT health care has become a compliance issue for hospitals. And because the health care community itself has contributed to LGBT health disparities through prejudice, disrespect, or inadequate knowledge that have made it difficult for LGB and especially T people to seek care or to obtain the care they need, there is a moral case for allocating scarce resources to this population: we owe them some investment in righting wrongs that the health care system itself has produced. So, where to begin in the typical safety-net hospital or clinic? Beyond staff training, which is essential and for which good models now exist, what does justice demand from a service-utilization perspective? Given the range of health care services that an LGBT person in the safety net may need or want, how should we set priorities? And what can't we promise to do for this member of our community?