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Diversity Practices for Hiring the New Graduate Nurse.

Tiffany Montgomery¹, Tammy R Webb, Erika Grimes

¹Author Affiliations: Nurse Residency Program Manager (Ms Montgomery), Children's Health, Dallas, Texas; Executive Vice President and Chief Nursing Officer (Ms Webb), Director of Clinical Learning and Development (Ms Grimes), Manager of Talent Acquisition (Mr Akinradewo), and Senior Program Director of Nursing Research and Evidence Based Practice (Ms Patton), Children's Health, Dallas, Texas.

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Summary

A new nurse residency selection process improved workforce diversity. This multistep approach used objective tools and bias reduction strategies to recruit varied talent.

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Area of Science:

Healthcare Management
Nursing Education
Human Resources

Background:

Nurse residency programs are crucial for workforce development.
Achieving diversity in nursing is an ongoing challenge.
Implicit bias can affect talent selection processes.

Purpose of the Study:

To develop and implement a structured selection process for a nurse residency program.
To enhance diversity within the entry-level nursing workforce.
To mitigate unconscious and implicit bias in recruitment.

Main Methods:

Implemented a multistep selection process.
Utilized objective scoring tools for candidate evaluation.
Incorporated diverse panel interviews and standardized questions.
Provided unconscious bias training for interviewers.

Main Results:

The nurse residency program's entry-level workforce became more diverse.
Diversification was observed across race, gender, age, and academic backgrounds.
The process aimed to reduce subjective influences in selection.

Conclusions:

A structured, bias-aware selection process can effectively increase workforce diversity.
Objective tools and training are key to equitable talent acquisition.
This model supports diversity objectives in nursing recruitment.