Salary Survey Special Issue 2021

SALARY SURVEY SPECIAL ISSUE 2021

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HONORING THOSE WHO CARE FOR US Celebrating the Year of the Nurse Nurses have played a vital role in transforming healthcare around the world. University of Maryland Global Campus (UMGC) honors these extraordinary men and women who work tirelessly so we can be healthy and well.

As we join the international community in celebrating the Year of the Nurse, we offer our deepest thanks for the compassion and care nurses give their communities each and every day.

We couldn’t be prouder of the many graduates of our CCNE accredited RN-to-BSN program online.

The baccalaureate degree in nursing at UMGC is accredited by the Commission on Collegiate Nursing Education (https://www.ccneaccreditation.org).

* This degree is only open to students with an associate’s degree in nursing or a diploma from a registered nursing education program that is recognized by the appropriate State Board of Nursing.

Students must reside and have an active unencumbered nursing license in an approved state at the time of admission and throughout completion of the program. For a list of approved states, visit umgc.edu/nursing.

Effective July 1, 2019, University of Maryland University College (UMUC) changed its name to University of Maryland Global Campus (UMGC).

UMGC is certified to operate by the State Council of Higher Education for Virginia (SCHEV). University of Maryland Global Campus, 9625 Belvoir Road, Barden Education Center, Building 1017, Room 128, Fort Belvoir, VA 22060.

We thank nurses for all they do and are glad to serve their higher education needs.

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Table of Contents

In This Issue 3

Nurse’s Notebook

Pandemic Response: A Litmus Test of Great Leadership

Features 4

2021 Annual Salary Survey

By Ciara Curtin

By Sharon Jackson, MSN, RN, NE-BC

6

Intentional Leadership: The Rise of ­Congresswoman Eddie Bernice Johnson

By James Z. Daniels

10

Public Health Nurses: The Heart of the ­Public Health Workforce

By Heather Krasna, MS

14

Closing the Gender Gap in Nurse Leadership

By Michele Wojciechowski

16

Taking a Seat at the Table Where Decisions Are Made: Chief Nursing Officers Discuss Their Journeys

By Julia Quinn-Szcesuil

2

Salary Survey Special Issue 2021

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Nurse’s Notebook Pandemic Response: A Litmus Test of Great Leadership

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2021 Annual Salary Survey

BY CIARA CURTIN

In this year’s salary survey, nurses reported a small boost in pay as compared to 2020, though experience and educational background affect salaries.

N

urses reported earning slightly higher salaries this year than they did last year.

Factors including experience and education, though, influence income levels.

Respondents to this year’s Minority Nurse salary survey said they earned a median salary of $70,000, a small bump from the median $65,469 respondents to last year’s salary survey reported. African American nurses, in particular, reported nearly flat pay.

This year, African American nurses said they made a median $73,000, while last year reported making a higher median salary of $74,000 and five years ago reported earning a median $62,500 in salary.

Hispanic or Latino/Latina nurses, though, reported a rise in pay. This year, Hispanic nurses said they made a median $75,000, as compared to

4

$56,100 in 2020 and $62,400 in 2016.

To amass this new data, Minority Nurse and Springer Publishing e-mailed a link to an online survey that asked nurses not about only their salaries, but also about how long they have been in the profession, their educational backgrounds, and any specialties they may have. More than 200 nurses from across the United States— from Arizona to Wisconsin— took the survey.

While respondents work in a number of roles and in a range of settings—spanning triage to education to leadership and management and public hospitals to private practices— more than half are involved in patient care. Respondents also hail from various career stages, but many are fairly new to nursing: Nearly half of respondents have been working

Salary Survey Special Issue 2021

as a nurse for five years or less.

This may affect pay. Very early-career nurses, those who have been working in the field for less than a year, reported earning a median $57,000.

But with experience, salaries tended to rise. Nurses with one to five years of experience said they made $59,670, while nurses who have been in the field for 21 or more years reported a median salary of $75,000.

This largely tracks with what respondents reported last year: In 2020, nurses with less than a year of experience reported a median salary of $42,000, rising to a median salary of $82,000 for nurses with 21 years or more of experience.

Additionally, educational background influences salary levels. Nurses with associate’slevel degrees reported a median salary of $60,000, while those with bachelor’s degrees

reported a higher median salary of $73,000. Meanwhile, nurses with master’s degrees and doctoral-level degrees, reported further boosts in pay, earning a median $87,000 and $76,500, respectively.

At the same time, nurses who spend most of their time in leadership or management roles reported the highest earnings, a median $80,000, while nurses involved in case management reported a median salary of $60,000. Finally, nurses whose main day-to-day role is patient care reported a median salary of $65,000.

Number of Respondents: 249 Overall Median Salary: $70,000

Gender

Ethnicity

Gender

Ethnicity

4.5%

3.2%

25.3%

28.7%

3.6%

30.4% 10.1%

74.7% 17.0%

2.4%

n African American 28.7% n Asian 10.1% n Hispanic or Latino/Latina 17.0% African American 28.7% Asian 10.1% 2.4% n Native American Hispanic or n White/Non-Hispanic 30.4% Latino/Latina 17.0% n American Multiracial 3.6% Native 2.4% White/Non-Hispanic n Other 4.5% 30.4% Multiracial 3.6% n Prefer not to answer 3.2% Other 4.5% Prefer not to answer

Female 74.7% Male 25.3%

n n

Female Male

74.7% 25.3%

3.2%

Regions

Years as a Nurse

Regions

8.4%

Years as a Nurse

13.3%

15.6%

14.8% 11.6%

25.3%

34.1%

38.8%

12.7%

n n n Northeast n South n Midwest

Northeast 14.8% South 38.8% Midwest 12.7% 14.8% West 25.3% 38.8% I live outside 12.7% the U.S.

West I live outside the U.S.

8.4%

25.4%

n

Less than a year 13.3%

Less than a yearn One to five years n Six to 10 years 11 to 20 years n 21 or more years n

13.3% One to five years 34.1% 34.1% Six to 10 years 25.4% 25.4% 11 to 20 years 11.6% 11.6% 15.6% 21 or more years 15.6%

25.3%

8.4%

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Median Salary Median Salaryby byReigon Region

Northeast

West

$80,000

$65,335

Midwest $73,000

South $60,000

Median Salary by Ethnicity and Education Median Salary by Region and Ethnicity

$70,825

Northeast

$84,500

$55,000

South

$67,800

Midwest

$72,500

$68,000

West $92,500

$0

$10,000

$20,000

Hispanic or Latino/Latina

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Salary Survey Special Issue 2021

$30,000

$40,000

$50,000

African American

$60,000

$70,000

$80,000

$90,000

$100,000

Median Salary by Education

Median Salary by Main Role

Employer Type Employer Type

2.7% 2.7%

4.3%

5.3%

0.5%

3.2% 3.7% 9.0%

30.3%

11.7%

n n n

College or university 5.3% Correctional facility 0.5% Health department/Public health agency 3.2% Health insurance company/HMO/MCO 3.7% Home healthcare service 9.0% Nursing home, LTC, or rehabilitation center 11.7% Private hospital 21.8% Private practice or physician’s office 4.8% Public hospital, including Veteran’s or Indian Affairs hospitals 30.3% Public school 2.7% Walk-in clinic 2.7% Other 4.3%

n n n n n n n n

Administrative 4.0% Case management 11.3% Education 5.6% Leadership/Management 12.4% Patient care 53.7% Research 3.4% Triage 4.0% Other 5.6%

n n n n n n n n n

21.8%

4.8%

5.3% MainRole Role 0.5%

College or university Main Correctional facility Health department/Public health agency 4.0% 5.6% Health insurance company/HMO/MCO Home healthcare service Nursing home, 3.4% LTC, or rehabilitation center Private hospital Private practice or physician's office Public hospital, including Veteran's or Indian Affairs hospitals Public school Walk-in clinic Other

3.2% 3.7% 4.0% 9.0%

11.7% 21.8% 4.8% 30.3% 2.7% 2.7% 4.3%

11.3%

5.6%

12.4%

53.7%

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Median Salary by Ethnicity

Median Salary by Employer Type

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Salary Survey Special Issue 2021

TimingTiming of Last Received of Last Raise Raise Received

Highlights

6.0%

• 30.3% work at a public hospital

7.3%

• 53.7% work in patient care 20.5%

• 15.6% have been working as a nurse for 21 years or more • 66.2% received a raise within the last year • 53.4% said their last raise was a 1 percent to 2 percent boost

66.2%

Top Two Degrees Held by Respondents • BSN, or other bachelor’s-level degree

n Last year 66.2% n Two years ago 20.5% Timing of Last Raise Received n Three to five years ago Last year 66.2% Two years 20.5% n ago More than five years ago Three to five years ago More than five years ago

7.3%

• ADN, or other associate’s-level degree

Most Common Specialties

7.3% 6.0%

• Acute care • Adult health

6.0%

• Certified nurse educator • Critical care (NICU, PICU, SICU, MICU) • Administration/Management

Best Pay by Employer • Private practice or physician’s office • Home healthcare service

Percentage of Raise Received Percentage of Last Raise 4.1%

10.1%

32.4%

53.4%

n n 1% to 2% n 4% 3% to 5% n

1% to 2% 53.4% 3% to 4% 53.4% 32.4% 5% 10.1% 32.4% More than 10.1% 5% 4.1%

More than 5%

4.1%

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Intentional Leadership: The Rise of Congresswoman Eddie Bernice Johnson

BY JAMES Z. DANIELS

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Salary Survey Special Issue 2021

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ong before Baylor University of Waco, Texas clinched the first ever victory in the NCAA Championship this spring (2021), the city had a native daughter, an elected official, who had chalked up a string of “firsts” to make her city proud: U.S. Representative Eddie Bernice Johnson, who recently announced that she would not be seeking reelection to the 118th term of the United States Congress.

This graduate of A. J. Moore High School had made the journey from nursing school graduate to member of the Texas Legislature, to the first woman and the first African American chosen to chair one of the most powerful and nationally relevant committees— the U.S. House of Representatives Committee on Science, Space, and Technology.

This graduate of A. J. Moore High School had made the journey from nursing school graduate to member of the Texas Legislature, to the first woman and the first African American chosen to chair one of the most powerful and nationally relevant committees— the U.S. House of Representatives Committee on Science, Space, and Technology. Five years ago, this magazine featured an interview with Representative Johnson who is the only psychiatric nurse ever to serve in Congress. My recent conversation with her coin

cides with her impending departure since she has decided not to run in the 2022 election.

Eddie Bernice Johnson graduated from the segregated A. J. Moore High School at the age of sixteen and shortly after left for St. Mary’s College in the South Bend area of Indiana to obtain her nursing diploma.

This was her first time away from home. It was her first real opportunity to experience a dormitory lifestyle as well as be in close everyday contact in a predominantly white education setting.

But nursing was not her first career choice. Observing and assisting her paternal grandmother through various health episodes including breast cancer and with encouragement from her father, she aspired to be a physician. But it was her high school counselor who took note of her “feminine and gentle ways” who suggested she should choose nursing as a career. But like many during those times of rigid segregation, she knew she would not be admitted to any medical school in Texas. The state of Texas was not ordered to integrate their schools, including nursing schools, until 1956 so she applied and was accepted into St. Mary’s.

Her diploma requirements met, she returned to Texas and began her nursing career at the Dallas Veterans Administration Hospital. While working, she completed her Bachelor of Science degree from Texas Christian University and in 1967 Johnson passed the National Board Examination in Nursing and became the Chief Psychiatric Nurse at the VA Hospital, a position she held for 16 years. She was the first African American to hold this posi-

tion. This was an uncommon achievement and recognition that would mark her rise to positions of increased influence linked to many “firsts.”

One year after achieving her MPA degree from Southern Methodist University in Dallas, President Jimmy Carter appointed her as the principal official for region VI of the Department of Health, Education, and Welfare.

In 1972, Johnson left the VA to run for a seat in the Texas House of Representatives and won. Her victory was described as a land slide. During her tenure in the Texas Legislature, she was chosen to head the Labor Committee—the first for a woman and an African American to do so. One year after achieving her MPA degree from Southern Methodist University in Dallas, President Jimmy Carter appointed her as the principal official for region VI of the Department of Health, Education, and Welfare. So, she left state politics to devote her time to health care, public housing, and racial equity concerns among others, a pattern that marked her years in public and representative service.

Representative Johnson’s first area of interest as a nurse was pediatric nursing. But it was while working with children in completing her practicum for certification as a registered nurse that her interest in mental and behavioral issues was cemented.

Johnson says that as her

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understanding of mental health diagnosis and treatment deepened, she realized that “treatment takes a much longer time than a two or three weeks stay in a hospital. It is expensive. But there was [a period] of inadequate coverage of these conditions, nationally, by the insurance companies, and there was even denial in some quarters whether there was a need for professional treatment.” She, however, has been true to her commitment to address mental health concerns and has been very vocal in calling for national attention to this issue and sponsoring legislation to do just that.

“Our country must reevaluate the way we talk about and classify mental illness, in order to initiate a pragmatic and comprehensive reform of our mental health care system,” says Johnson.

Midway through her second term as a state senator she decided to run for the Texas 30th District congressional seat and won. Her election made her the first registered nurse elected to Congress.

In 1986, Johnson resigned from the VA and reentered politics and was elected a Texas State Senator. She was the first woman and first African American from the Dallas area to hold this office since Reconstruction. Midway through her second term as a state senator she decided to run for the Texas 30th District congressional seat and won. Her election

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11

made her the first registered nurse elected to Congress.

Over the course of her nearly 30 years in Congress, Johnson has risen from junior status on the various committees where she served to now chairwoman of the powerful and influential Committee on Science, Space, and Technology. Over the course of those years, she has stirred controversy over some of her decisions—the most prominent of

12

which was her distribution of scholarships to relatives or to individual families with which she was familiar. This violated the anti-nepotism rule baked into the program to how the scholarships were to be awarded. Johnson worked to correct this situation.

U.S. Representative Johnson has served as the Democratic co-sponsor of the Helping Families in Mental Health Crisis Act 2016 to provide more proven

Salary Survey Special Issue 2021

and effective services to more individuals, offering them the tools and mechanisms to treat mental health issues and improve the lives of those affected by mental illness in the U.S. As Chairwoman of the House Committee on Science, Space, and Technology she has oversight responsibilities of some of the nation’s most significant resources. Representative Eddie Bernice Johnson is proud of her public service and believes that

she has served the people of the 30th District of Texas and the United States with the best that she has had to offer.

Given her history of breaking through glass ceilings, who knows where she might end up next?

James Z. Daniels is a consultant and writer who lives in Durham, North Carolina and frequently contributes to Minority Nurse.

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Public Health Nurses: The Heart of the Public Health Workforce

BY HEATHER KRASNA, MS

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Salary Survey Special Issue 2021

I

magine that instead of working to heal an individual patient, if your “patient” was your whole community. And, instead of saving one life at a time, your job was to keep whole populations healthy and out of the hospital in the first place. That is one way to describe the rewarding and important work of a public health nurse. For many nurses, public health nursing was not a career path that was discussed much in nursing school. Many nurses who have worked in clinical care may not be familiar with what a public health nurse does, or how their skills might fit. But for those who work in public health, especially in local or state health departments, public health nurses are considered one of the key professions within the workforce. In fact, when the first schools of public health were proposed back in 1915, nurses were listed as among the five crucial occupations needed in every health department, along with health commissioners, local health officers, scientists (including epidemiologists and engineers), and health inspectors.

With around 22% of local and state health department workers saying they are ready to retire, and the Biden Administration investing $7.4 billion in the public health workforce (including $500 million for school nurses as well as $3.4 billion to staff up local and state health departments), there are likely to be many opportunities in public health nursing. There are opportunities in a range of settings, including at the 2,600 local health departments in the United States, which employ about 136,000 people, and at the state and territorial health

departments, which employ about 91,540 staff; at federal government agencies like the U.S. Department of Health and Human Services; and nonprofit organizations, Native American tribal health departments, and other organizations. Nurses make up 18% of the entire workforce in local health departments, and 7.8% of state health department staff. The U.S. Department of Health employs around 4,440 nurses, too.

Many nurses who have worked in clinical care may not be familiar with what a public health nurse does, or how their skills might fit. But for those who work in public health, especially in local or state health departments, public health nurses are considered one of the key professions within the workforce.

So, if your patient is a community, what does that mean in terms of what a public health nurse actually does on a typical day? There is a broad range of work involved, including some direct care, but also assessing community health, designing and advocating for better health policies, leading and implementing health education programs, planning for disasters or emergencies, or conducting community outreach. They can work on a broad range of issues, from infectious disease to maternal and child health, and from environmental health to substance use disorder. Dur-

ing the Covid-19 pandemic, nurses have been significantly involved in contact tracing, testing, and immunization efforts, to prevent the spread of the disease (and keep patients healthy and out of the hospital, and thus protecting clinical nurses and other frontline health workers). Public health nurses also can become leaders and directors of health departments.

If you are exploring becoming a public health nurse, “I would suggest reaching out to other nurses in the field to have a conversation or possibly shadow them for a day or two,” says Jamie Jablonowski, MPH, BSN, RN, CIC, CPH, who is a public health nurse consultant at the United Nations.

Donna Bean, MPH, RN, an infectious disease nurse consultant for the State of Alaska, says her work as a public health nurse can include: “walking or driving though a community to perform a ‘windshield survey’ to assess built environments, food sources and availability, access to healthcare services and other community services; meeting with community leaders and organizations to get feedback on community needs; providing vaccinations in a rural school, conducting home visits to new mothers in urban areas, teaching hand hygiene to preschoolers,” and much more.

“While you can and will have relationships with individual patients, you also take on an

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entire community as a patient,” says Bean. “The length of the relationship with the patient and community also changes—you are an integral part of the health and wellbeing of a community, providing services, education, and connecting to resources as needed.”

How is being a public health nurse different from being a clinical nurse? “Public health and clinical nursing are both grounded in nursing theory,” says Shirley Orr, MHS, APRN, NEA-BC, executive director of the Association of Public Health Nurses, “but the practice of public health and clinical nursing are very different.

Public health nursing interventions are focused at the population level and include data assessment and analysis, health policy and program development, community engagement, and advocacy for health and social justice… their primary emphasis is primary prevention.”

Covid-19 has shown the world the crucial importance of nurses and illustrated the importance of public health efforts to keeping populations healthy and protected from disease.

If you are exploring becoming a public health nurse, “I would suggest reaching out to other nurses in the field to have a conversation or possibly shadow them for a day or two,” says Jamie Jablonowski, MPH, BSN, RN, CIC, CPH, who is a public health nurse consultant at the United Nations. “There are so many options that many

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15

nurses are unaware of, and by reaching out to other nurses in unique positions, you can learn more about the options.

Examples I was unaware of as a new nurse were roles in global health, occupational health, infection control, and addiction.”

Orr agrees: “If you don’t know a public health nurse already, contact your local health department and ask to speak with the public health nursing supervisor. Public health nurses love to engage

with nurses from other areas to connect and form professional collaborations.”

Bean also suggests volunteering in a local health department to get a first-hand look at the work involved. To make the switch, Bean adds, “Consider a certificate or degree in public health. Most states require either a certification or higher level of education in public health, and/or experience in community or public health nursing.”

“The best part of being a

public health nurse is the opportunity to work on larger problems affecting the community. To have the opportunity to prevent disease, whether infectious or chronic, is a real privilege,” says Jablonowski.

Covid-19 has shown the world the crucial importance of nurses and illustrated the importance of public health efforts to keeping populations healthy and protected from disease. The health of our communities depends on public

health nurses, and now may be the best time to think about becoming one.

Heather Krasna, MS, is the assistant dean of career services at Columbia University Mailman School of Public Health and the author of 101+ Careers in Public Health and Jobs That Matter: Find a Stable, Fulfilling Career in Public Service.

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Salary Survey Special Issue 2021

The Frances Payne Bolton School of Nursing is searching for

Assistant/Associate Professors The Frances Payne Bolton School of Nursing (FPB) at Case Western Reserve University invites qualified candidates from historically marginalized groups, ethnic minorities, sexual and gender minorities, and disabled persons, to explore faculty opportunities.

Tenure Track Position: Candidates must have a Ph.D. degree in nursing science or a related discipline; postdoctoral training or independent, externally funded research experience; peer-reviewed publications and scientific expertise, especially in the areas of health disparities, community/population health, omics, sleep/fatigue and brain health/dementia care.

Non-Tenure Track Position: Candidates must have an earned doctorate and hold board certification as an Adult Gerontology Acute Care Nurse Practitioner.

Apply via email with a letter of interest and curriculum vitae to: Carol M. Musil, PhD, RN, FAAN, FGSA Dean and Edward J. and Louise Mellen Professor Email: mtr2@case.edu

To learn more about open faculty positions, please visit: https://case.edu/nursing/careers Frances Payne Bolton School of Nursing Case Western Reserve University 10900 Euclid Avenue Cleveland, OH 44106-7343

In employment, as in education, Case Western Reserve University is committed to Equal Opportunity and Diversity. Women, veterans, members of underrepresented minority groups, and individuals with disabilities are encouraged to apply.

Case Western Reserve University provides reasonable accommodations to applicants with disabilities. Applicants requiring a reasonable accommodation for any part of the application and hiring process should contact the Office of Inclusion, Diversity and Equal Opportunity at 216.368.8877 to request a reasonable accommodation.

Determinations as to granting reasonable accommodations for any applicant will be made on a case-by-case basis.

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Salary Survey Special Issue 2021

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Closing the Gender Gap in Nurse Leadership

BY MICHELE WOJCIECHOWSKI

Although more nurses are female, less are in leadership positions. Experts weigh in on why this is and how it can change.

20

Salary Survey Special Issue 2021

A

ccording to the U.S. Bureau of Labor Statistics, 87% of registered nurses in the United States are female. Yet, in the health care insurers and providers industry, women hold just 13% of CEO positions and only 33% of senior leadership positions, says a report from Oliver Wyman.

Why is there such a disparity? “Stereotypical conventional American views of women still dominate the boardroom. For example, females receive the same education and training as their male colleagues; however, their role is too often to help assist and not to run a major company,” says Tracy JonesDarnell, EdD, RN, CNE, NE-BC, a faculty member for Walden University’s RN-BSN program.

“Although the trend of gender roles is making a change, there are still underlying assumptions that women can’t lead a major corporation in the manner in a which a man can.”

Besides this, nurses often enter the profession because they want to work closely with patients—and may think that moving up will end this.

Besides this, nurses often enter the profession because they want to work closely with patients—and may think that moving up will end this. “A CEO position still allows you to care for patients indirectly, but many nurses fail to see that.

Nursing education programs can help with this by providing students with an overview

of the many different career opportunities available to them,” says Robin Squellati, PhD, APRN-C, faculty member for Walden University’s MSN program.

One issue keeping women out of leadership positions is that they may not have the right type of education needed to be a CEO. One issue keeping women out of leadership positions is that they may not have the right type of education needed to be a CEO. For example, Squellati says, “Hospital CEOs have a degree in health administration, business, or law.

Unless a nurse has an MSN in administration, nurses are often not taught about finances, complying with regulations, hospital construction, or fundraising. Many hospitals want CEOs with a business background.” She adds that while hospitals used to be run by physicians, less than 5% of them are run by people with medical backgrounds.

As for how to change this, Cynthia Bacon, PhD, RN, CNE, an assistant professor at the University of North Carolina at Greensboro School of Nursing, where she is also on the faculty in the school’s Master of Nursing Administration Program, has some ideas. “Top hospital executives must lead health organizations in response to the dramatically changing health care environment. This requires not only leadership skills and experience, but also

support and mentorship from within and outside the nursing profession,” says Bacon. “I think the primary focus needs to be on the development of formal mentorship programs that aggressively target promising nurse leaders and immerse them into the traditional pathway that is available for men who are ushered into the CEO role. In this manner, nurses who aspire to CEO roles can benefit from the day-to-day mentoring and relationship building that occurs on the job that women aren’t usually privy to. This will in turn promote nurses’ access into the informal meetings and ‘old boy’ networks that are difficult for women to break into and build the contacts critical for their future succession into CEO roles.”

“Top hospital executives must lead health organizations in response to the dramatically changing health care environment. This requires not only leadership skills and experience, but also support and mentorship from within and outside the nursing profession,” says Bacon.

to see people in higher-level roles who look like them. They need to look to those people as role models for themselves.

Those elements can fuel the fire to navigate the same path, just as missing those elements can discourage highly qualified nurses from pursuing leadership roles.”

Despite what others may think to the contrary, Bacon believes that nurses are ideally suited for CEO roles—and having been a former hospital nurse leader as well as an expert on nursing leadership, she has the knowledge to back it up. “Nurses have all of the essential skills needed to be leaders beyond the Chief Nursing Officer in an organization’s C-suite. Because of their front-line patient care expertise, nurses have superior problem-solving skills and intimately understand the patient experience and the challenges inherent in delivering patient care. Nurse leaders have superior relationship building skills and can connect with clinicians within the interdisciplinary care team to move an organization towards its goals,” she says. “Nurses are transformational leaders who bring the voice of the patient to the forefront. This should always be the guiding voice for health care organizations.”

Michele Wojciechowski is a na-

In addition to specific education, nurses need more.

Makiltru Fontenette, RN, MSN, NE-BC, associate chief nursing officer at Houston Methodist Willowbrook Hospital says, “Nurses need the opportunity. They need a mentor. They need representation. They need

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tional award-winning freelance writer based in Baltimore, Maryland. She loves writing about the nursing field but comes close to fainting when she actually sees blood. She’s also author of the humor book, Next Time I Move, They’ll Carry Me Out in a Box.

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Salary Survey Special Issue 2021

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Taking a Seat at the Table Where Decisions Are Made: Chief Nursing Officers Discuss Their Journeys

BY JULIA QUINN-SZCESUIL

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Salary Survey Special Issue 2021

T

he journey from a new nurse to chief nursing officer (CNO) is challenging and life changing for any professional; for minority nurses, it is even more so. But the nursing industry needs CNOs who represent minority populations and bring a diverse viewpoint to patient care and nurse safety and ideas for moving the nursing industry forward.

While nurses are drawn to the field for the meaningful work they can do, a wide-ranging CNO role presents opportunities to implement and influence powerful changes that impact everything from working conditions to patient safety to national policy.

“The leadership journey for minority nurses is different from non-minority nurses. When nurses of color see a chief nursing officer that looks like them, it sends a message that they, too, can become an executive.”

“While it is important we increase diversity and inclusion within the nursing workforce, it is also important to extend these efforts to include nursing leadership roles,” says Jacqueline Herd, DNP, RN, NEA-BC, executive vice president and CNO at Grady Health System in Atlanta and a board member of the American Organization for Nursing Leadership. “The leadership journey for minority nurses is different from nonminority nurses. When nurses of color see a chief nursing officer that looks like them, it

sends a message that they, too, can become an executive.”

Becoming a Decision Maker Many of today’s CNOs say they relish their role, especially as it allows them to protect nurses and patients while providing a platform to help other minority nurses achieve leadership roles.

“As a young nurse, I marveled at all the great work being done by Black nurses all across the country. These women demonstrated for me that it was possible. The NBNA was a key ingredient in the success I enjoy today.”

Minority CNOs in particular are aware just how their presence helps other minority nurses envision a similar path. Gwendolyn OglesbyOdom, EdD, MSN, BSN, RNBC, NEA-BC, who is the CNO of Advocate Trinity Hospital in Chicago, is familiar with the experience of being the only person of color in a room. Connecting with other women of color who held nursing leadership roles changed everything.

Joining the local chapter of the National Black Nurses Association gave Oglesby-Odom valuable experience in public speaking and offered opportunities for community service work. More importantly, she saw something else. “That was where I received knowledge and support from nurses who looked like me,” she says. “As a young nurse, I marveled at

all the great work being done

by Black nurses all across the country. These women demonstrated for me that it was possible. The NBNA was a key ingredient in the success I enjoy today.”

Herd offers reassurance to nurses who wonder if an administration role will distance them from the hands-on work they love so much. “Nursing leadership allows you to care for your patients in a different way, but it also allows you to advocate for nursing,” she says.

Herd agrees, noting that minority leaders grasp the scope of existing barriers. “As nurse leaders, our role is to identify, inspire, mentor, and encourage minority nurses throughout their leadership journey,” she says. “We can advocate for pro-

grams that increase diversity in nursing, understand the challenges nurses may experience in their leadership journey, and bridge those gaps.”

Helping Nurses, Patients, and Communities As nurses assume leadership roles, they see the impact their decisions and choices have on their communities. Patricia Rosenberg, RN, MSN, the CNO at Touro Infirmary in New Orleans, says an opportunity to develop and implement a medication clinic in Detroit years ago set her on her CNO path. The clinic focused on recidivism of patients who were noncompliant with their psychiatric medications. “As a nurse practitioner at the time I was seeing the impact that this recidivism was having on not only the patients, but the families,” she says. “After the successful launch of this program, I began to understand what you could accomplish for patients on the administrative side of nursing. I have

Patricia Rosenberg, RN, MSN

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leadership positions, it is important to remember why you became a nurse and share your passion with aspiring nurse leaders.”

up against every day because I have been there.”

Oglesby-Odom agrees, saying that nurses pursuing a leadership path need to focus

Charting the Course

Gwendolyn Oglesby-Odom, EdD, MSN, BSN, RNBC, NEA-BC

been hooked ever since as a servant leader.”

Herd offers reassurance to nurses who wonder if an administration role will distance them from the hands-on work they love so much. “Nursing leadership allows you to care for your patients in a different way, but it also allows you to advocate for nursing,” she says.

“As nurses move into executive

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The road to CNO requires a purposeful approach. Rosenberg says once she realized her path, she gained education and experience strategically. “I was very intentional about obtaining my master’s degree and working as a clinical nurse specialist so that I could have a greater degree of autonomy when working with my patients,” she says, as well as joining several professional organizations and conducting research. She deliberately adapted a collaborative leadership style. “I learned quickly there is a huge difference between leading versus managing and wanted to become a servant leader,” she says. “I know what my staff are

Salary Survey Special Issue 2021

and networking through many avenues. As leaders share their experiences, others learn from their stories. “It’s great for getting your spirit fed as a leader,” she says, “and it also allows you to avoid the pitfalls that you might not see otherwise.”

And a nurse’s early training and years of experience offer the foundation CNOs build on. “Focus on excellence,” says Oglesby-Odom. “Get the education you need; get the certifications you need, but know it’s not about the money or the title. Understand your why.

It has to be about your passion for the patients and teams you’re working with.”

Julia Quinn-Szcesuil is a freelance writer based in Bolton, Massachu-

Jacqueline Herd, DNP, RN, NEA-BC

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