Page 30 - FY23 NRR Annual Report FINAL 11.10.23 (2)_Neat

30 Nurse & PA Recruitment and Retention Annual Report FY23

DIVERSITY, EQUITY, AND INCLUSION
IMPLEMENTING STRATEGIES TO RECRUIT AND RETAIN A DIVERSE NURSING WORKFORCE

Nurse Recruitment and Retention has a leadership role for the Diversity, Equity and Inclusion efforts
for Nursing. At the heart of these efforts: creating a diverse applicant pool by supporting recruitment
efforts that promote diversity. To continually strive towards best hiring practices, we include the
following standard posting language on all nursing positions:

“Michigan Medicine seeks to recruit and retain a diverse workforce as a reflection of our commitment to serve the diverse people
of Michigan and to maintain the excellence of the University. We welcome applications from anyone who would bring additional
dimensions to the University’s research, teaching, and clinical mission, including women, members of minority groups, protected
veterans, and individuals with disabilities. The Department of Nursing, like the University of Michigan as a whole, is committed to
a policy of nondiscrimination and equal opportunity for all persons and will not discriminate against any individual because of race,
color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height,
weight, or veteran status.”

Collecting demographic data allows the recruitment team to gain insight into the diversity of the workforce
and guides recruitment areas of focus. The average age of our nursing workforce is 42, compared to a
national average of 52. The distribution of nurses’ age and years of experience provides consistency with
the patient population and enhances stability of the workforce. Almost 14% of UM Health nurses identify
as male, compared to a national average of nearly 10%.

We are slowly gaining progress in diversifying the ethnicity of the nursing workforce. The majority of nurses
are white/caucasian, however, over the past 5 years, the diversity has improved by 2.7%. Low turnover and
vacancy rates suggest more focused strategies are needed to attract a broader applicant pool.