The health disparities between white and nonwhite patients speak to the profound impact of systemic racism in healthcare. One notable example involves infant mortality. According to the Office of Minority Health, Black babies die at twice the rate of white babies. Moreover, adjusting for socioeconomic factors does not eliminate this gap in infant mortality. Numerous studies have shown that the infant mortality rate of Black babies born to educated black mothers from middle-class backgrounds is markedly higher than that of white babies born to white mothers who haven’t graduated from high school. Historically, Black patients have received inequitable medical care and lacked access to the best healthcare facilities. This problem persists. A recent study in the International Journal of Health Services found that healthcare facilities serving mostly people of color receive about half the funding for new equipment and updates compared to hospitals mostly serving white patients. As a result, patients of color often have limited access to the latest technologies and treatment methods.
The Impact of Systemic Racism on Nurses of Color
The dearth of people of color in leadership roles in nursing attests to ongoing systemic racism in nursing. According to the most recent study by the American Hospital Association’s Institute for Diversity and Health Equity, people of color hold only a small percentage of healthcare leadership positions:- 9 percent of healthcare CEO positions
- 11 percent of executive healthcare positions
- 19 percent of first level and midlevel healthcare management positions
Racist Attitudes from Nurses and Patients
Beyond dealing with structures that exclude them from advancing in their careers, nurses of color routinely confront racism from their peers and patients. Colleagues and patients doubt their competency, devalue their opinions and actively mistreat them. Experiencing such treatment can chip away at a person’s well-being and harm patient care.Ageism in Nursing
According to a 2018 national survey conducted by the Health Resources and Services Administration almost half of nurses are over age 50. Despite making up a critical part of the workforce, however, these nurses often face discrimination based on their age. Unfounded assumptions about their cognitive abilities and stamina have led many to undervalue and underestimate the contributions of older nurses. Additionally, as healthcare facilities try to maximize profits and cut costs, they often view older nurses as an unnecessary expense. As such, many older nurses are unwillingly pushed into early retirement. Conversely, recent graduates from nursing programs may also face age discrimination, with peers and supervisors holding biased views about their readiness and ability to confront the job’s challenges. Whether directed at the young or old, ageism has no place in nursing. Not only does it harm individual nurses, it also damages the nursing profession as a whole. Undervaluing and underestimating nurses because of their age undermines the healthcare delivery process and compromises patient care. Examples of ageism in nursing include the following:- Pay discrimination
- Assumptions that older nurses cannot keep up with changes in technology or medications
- Perceptions that older nurses are too frail to safely handle patients
