Using DEI To Address Nurse Burnout

Nurse burnout is a widespread issue, with nurses from minority backgrounds facing particularly severe challenges.

Healthcare experts suggest that implementing strong DEI initiatives could be crucial in tackling burnout, especially among nurses of color.

Research indicates that healthcare facilities must make nurse equity a top priority, as this can significantly enhance job satisfaction and reduce burnout rates.

While burnout has long been present in nursing, it has escalated into a critical issue in recent times. According to the 2023 Mental Health and Wellness Survey, nearly two-thirds of nurses reported experiencing high stress, while 56% showed burnout symptoms.

The statistics are even more alarming for minority nurses.

A striking example comes from a 2023 JAMA study, which found that while 4% of nurses overall reported complete burnout, the rate jumped to 42% among Asian nurses. The same study revealed that three out of four Asian American nurses experienced workplace discrimination, unfair treatment, or feelings of invisibility.

Healthcare facilities have implemented various strategies to address nurse burnout, including wellness retreats, mental health programs, and staff recognition events. While these interventions have shown some positive outcomes, they fall short of providing comprehensive solutions, particularly for nurses from minority backgrounds.

As noted by healthcare thought leader Dr. Sachin H. Jain, “Too many healthcare organizations have embraced feel-good summits, yoga classes, mindfulness, and meditation to address morale issues. Instead, they should address the underlying issues that are hurting their employees.”

Addressing these underlying issues for minority healthcare workers requires addressing professional inequities head-on, which is the core mission of diversity, equity, and inclusion (DEI) initiatives. Despite growing DEI fatigue in some sectors, authors of a recent JAMA report suggest that these programs could be essential in addressing burnout among minority nurses, who experience disproportionately high rates of workplace stress.

“A culture of wellness must prioritize health equity—an element often missing from current approaches to nurse burnout and suicide prevention,” emphasized Dr. Rosa M. Gonzalez-Guarda, an associate professor at Duke University School of Nursing, in her JAMA report analysis.

DEI and Nursing: How Equity Helps

As defined by McKinsey & Company, DEI represents “three core values that modern organizations strive to integrate, enabling them to serve individuals from diverse backgrounds effectively.” Organizations that successfully implement these principles demonstrate “enhanced problem-solving capabilities, attract superior talent, and better serve their diverse customer populations.”

Healthcare institutions are no exception. In hospital settings, DEI investments foster positive workplace environments and create a sense of community for minority nurses who might otherwise experience isolation. Strong DEI practices promote diversity in hospital leadership and strengthen connections with the communities they serve.

Additionally, DEI initiatives help healthcare facilities address critical issues like nurse burnout. However, successful implementation requires acknowledging and compensating for what Gonzalez-Guarda terms the “minority tax”—the tendency for DEI responsibilities to fall disproportionately on those who most need these initiatives.

“This creates an environment where nurses who share demographics with their patient populations face increased demands,” she noted.

How Can DEI Ease Nurse Burnout?

Healthcare institutions must address nursing field inequities to provide true professional fulfillment for minority nurses—encompassing “workplace inclusion, antiracist practices, and fair compensation, all of which contribute to overall well-being.” Without achieving this fulfillment, burnout rates among minority nurses will likely remain elevated.

To tackle this challenge, healthcare facilities must quantify and understand burnout’s impact across different demographic groups. They need to ensure minority nurses receive recognition and opportunities commensurate with their contributions. Furthermore, they should develop comprehensive burnout solutions that accommodate diverse cultural backgrounds and experiences.

“Healthcare administrators should collaborate with diversity, equity, inclusion, and belonging specialists to understand their workforce demographics,” advised Gonzalez-Guarda. “The data gathered through these approaches will guide the development of targeted interventions at both individual and systemic levels.”

For individual-level interventions, Gonzalez-Guarda recommends implementing inclusive dance programs, communal dining opportunities, and diverse peer support networks. At the systemic level, she advocates for flexible holiday policies, gender-neutral parental leave programs, and specialized protections and incentives for minority nursing staff.

Healthcare institutions can tackle the fundamental causes of this escalating challenge by integrating DEI principles into their burnout prevention strategies. Instead of further distancing nurses of color through standardized solutions, hospitals can invigorate and empower them by demonstrating a genuine commitment to diversity appreciation and recognition.

“Implementing a health equity perspective is crucial for creating meaningful systemic changes in healthcare to address nursing burnout and professional satisfaction,” notes Gonzalez-Guarda. “We must develop customized approaches that leverage the unique cultural strengths of minoritized nurses—assets often overlooked in strategies created by and for a physician-centric, male-dominated healthcare workforce.”