Judith MacDonnell RN PhD York University June 19, 2013

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Walking the Talk: A Suppor@ve Workplace Culture Findings offer few examples of organizations with enabling environments for managers, administrators, resource personnel to engage with providers re the complexities of diversity and abuse, especially for racialized groups “…they seemed to be walking the talk… They had not only policies but they had approaches and… ways of sensitizing the individuals in a management role to be able to follow through….When you keep an open environment or you create a culture where people are not afraid to come out and say ‘These are the abuses that I’m experiencing’ then I think that’s a good culture.”
Implica@ons Timely; value of qualitative approach and gender-‐based analysis to explore life/work tensions for diverse nurses Point to the everyday nature of gendered and racialized violence, importance of context to understand the effectiveness of existing resources Contradictions: in/visibility of gender/racialized differences, nurses’ experiences vs accountability Problematic management practices/healthcare reform directions Supports NSHWN (Shields & Wilkins, 2006); research on nurses’ work, racialization in nursing (e.g., Das Gupta, 2009; Giddings, 2005; Hagey et al. 2001) Urgency for understanding complexities of abuse/violence Suggest need for comprehensive and multifaceted support
Page 1 and 2: Judith MacDonnell RN PhD York
Page 3 and 4: Purpose of “Nurses at Risk”
Page 5 and 6: Racializa@on Individuals and gr
Page 7 and 8: Ins@tu@onalized PaAerns/Impacts
Page 9 and 10: Implica@ons of Current PaAerns
Page 11 and 12: Examples of Gaps in Support D
Page 13 and 14: Leadership Capacity Best practi
Page 15 and 16: Professional, Union and Regulato
Page 17: Effec@ve Mentoring Organizations

Judith MacDonnell RN PhD York University June 19, 2013

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