Issue link: https://beckershealthcare.uberflip.com/i/1462389
45 NURSING SPOTLIGHT "We look through a just culture lens when we're exploring an issue, be it safety, quality or social, and that discipline helps guide our response and resolution," she explained. 8. Creating a diversity, equity and inclusion steering group. is committee is well-attended, and participation is robust, which Dr. Zabokrtsky said shows that diversity, equity and inclusion efforts are resonating across the health system. "We are learning a lot from these forums, which are helping us develop our strategy on how to move forward to improve. We've also brought in a consultant to begin the work with our leaders and our entire executive staff," she said. 9. Establishing people resource groups. Dr. Zabokrtsky said these employ- ee-led, voluntary groups are supported financially through HonorHealth's organizational development team, and they have a budget to promote activ- ities that help others understand issues their group faces. She said they also have access to a mentor to facilitate their group and an executive champion to clear barriers they can't overcome. One of the first-established people resource groups is one for the Hispanic community. ere is also a resource group for military veterans, and more groups are forming. 10. Supporting the HonorNurse program. is is a voluntary program for nurs- es at the health system that focuses on professional growth and development. "ese are nurses who are interested in furthering their professional develop- ment and supporting our Magnet culture," Dr. Zabokrtsky said. "Our network has five Magnet-designated hospitals. Recently, HonorNurses hosted a Cultur- al Diversity Fair and shared information on how various groups that we care for have been impacted by the pandemic. ey select a theme every year, and then each unit creates a poster to share in the hospital lobby. It is rewarding to learn and share with employees throughout the hospital." 11. Providing information to staff about lived experiences. In early 2022, this effort included providing information about Black History Month and the Lunar New Year. "To hear about cultural traditions firsthand from members of that culture, it's so much [richer], and you appreciate the meaning so much more," Dr. Zabokrtsky said. Becoming aware of one's own biases No matter what efforts hospitals put in place to address racism in nursing, Drs. Grimley and Zabokrtsky agree it starts with awareness and putting struc- tures in place focused on making changes and improvements. Dr. Grimley said healthcare workers and leaders need to know their own biases and be aware of the language they use. For example, she describes an employee as a person, rather than calling them a woman or man, when credit- ing them with doing a good job. "You're presenting the person and their accomplishment in a way that elim- inates a little bias if someone doesn't think a man or a woman can do that particular thing," she said. Dr. Zabokrtsky encouraged healthcare leaders to acknowledge there are oppor- tunities to make a difference and that doing so is within their responsibility. She also encouraged leaders to work on gaining a deeper understanding of racism. "If that means we need to bring in people to help us understand that, then so be it. We need to be well-read and be aware of what's in the literature, including the nonfiction literature. ere are great books that have helped raise my awareness," she said. "When we can do that and address the needs of our entire workforce, they will begin to open up and share their experi- ences more openly." n Saint Vincent Hospital CNO strives for fresh start after nearly 10-month strike By Kelly Gooch T he chief nursing officer of Saint Vincent Hospital in Worcester, Mass., is taking a "clean slate" approach in the wake of a strike that lasted more than 300 days and be- came the longest nurses strike in Massachusetts history, the Telegram & Gazette reported Feb. 3. Jay Prosser, DNP, RN, was appointed permanent CNO of Saint Vincent in January after serving in the role on an interim basis since November 2021. He took on the permanent CNO role the same month nurses represented by the Massa- chusetts Nurses Association voted to ratify a new contract, officially ending the strike. While he acknowledges the strike is still on the minds of workers at the hospital, Dr. Prosser said he is committed to a fresh start, according to the Telegram & Gazette. "For me this is a clean slate. Minus whatever struggles may have been here, real or perceived, I have a clean slate, and everybody here has a clean slate," he told the newspaper. "My arms are wide open to welcome these nurses back and say, 'Let's heal from whatever may be dividing us and move forward with a vision for this hospital.'" Nurses at Saint Vincent, part of Dallas-based Ten- et Healthcare, began their strike March 8, 2021, and reached a tentative deal in December be- fore approving a new contract Jan. 3. The agree- ment guarantees nurses who went on strike can resume working in their previous positions, and returning nurses are now back at Saint Vincent. Dr. Prosser told the Telegram & Gazette that reintegrating the striking nurses with replacement nurses and nurses who crossed the picket line is among the challenges the hospital faces amid the COVID-19 pandemic, and he is focused on stabilizing staff, reengaging nurses and "building that positive culture of nursing care." Dr. Prosser previously served as the associate CNO for Brookwood Baptist Health in Birming- ham, Ala. He also spent more than a decade in various nursing leadership roles at Huntsville (Ala.) Hospital. n