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The Hawai'i Nurse - August 2022

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Hawaiʻi-ANA

Empowers nurses

to advocate for the

improvement of the

healthcare system in

the communities where

we live and work.

The official Newsletter of

Hawaiʻi - American Nurses Association

Quarterly publication distributed to approximately 9,400 RNs and LPNs in Hawaiʻi.

August 2022 | Vol. 3 No. 1

hawaii-ana.nursingnetwork.com

Join Hawaiʻi-ANA & ANA Today!

Only $15 per month.

October

22

Hawai’i-ANA

9am – 3pm | Hilton

Hawaiʻian Village

2022

Annual Conference

save

the date

Visit hawaii-ana.nursingnetwork.com

to find out more or to join!

BECOME A

MEMBER TODAY!

Links to Other Nursing

Organizations

Hawai’i Board of Nursing

Hawai’i Association of Professional Nurses

Hawaiʻi Nursesʻ Association-OPEIU Local 50

Hawai’i State Center for Nursing

Hawai’i Nurses Association

Philippine Nurses Association of America

American Association of Nurse Leaders Hawaii

Hawaiʻi - American Nurses Association will be hosting the 2022 Annual Conference

on Saturday, October 22nd from 8:00am - 4:00pm in-person at the Hilton Hawaiian

Village in the Tapa Room, and shared by live webinar across the islands. Theme:

“Together, We Can!”

This conference is open to all nurses in Hawaiʻi. Invitations are sent out to other nursing

organizations in Hawaiʻi for their members to join in the festivities, so please spread the word!

The conference will feature local and national nursing leaders. Focus will be on nurses’ ability

to be powerful voices in policy and government, how to get involved in legislative activities,

and how policy positively impacts your nursing practice and the care your patients receive. We

will offer continuing education*, networking opportunities, booths where vendors will provide

information on their products and services, great food, and much more!

Hawaiʻi-ANA Business Meeting will be open to Hawaiʻi-ANA members where the Board of

Directors will share our strategic and financial plans soliciting input from members for direction

of our Association. Results of the annual election of new Board and Nominating Committee

members will also be announced.

Join us Saturday, October 22nd, 2022 from 8:00am to 4:00pm in person or via Zoom

webinar for engaging opportunities to network with colleagues from around the state!

Register online.

*Northeast Multistate Division (NEMSD) is accredited as a Provider of nursing continuing professional

development by the American Nurses Credentialing Center’s Commission on Accreditation. Hawaii-ANA is a

member of the NEMSD. This activity is being provided by Hawaii-ANA as a member of NEMSD.

current resident or

Non-Profit Org.

U.S. Postage Paid

Princeton, MN

Permit No. 14

Hawai’i-ANA Annual Call for Nominations.2

Why I Became a Member ..........3

Our Mission & Purpose ............3

A Memoir of the 2022

ANA Membership Assembly ..... 4-6

Index

ANA Acts on Climate Change

and Key Nursing Issues .............8

Student Nurses Page ...............9

Hawai’i-ANA Membership .........10-11

ANA-ONLY Members ..............12

The power of nursing returns to

Washington, DC in force .........4

The New Graduate

RN Workforce Report ...........13-16

ANA’s Racial Reckoning Statement . . 7


Page 2 • Hawaiʻi Nurse August, September, October 2022

HAWAIʻI-ANA

ANNUAL CALL FOR

NOMINATIONS

Official Announcement of 2022 Call for Nominations

for Elected Positions, on behalf of Hawai’i-ANA

Nominating Committee and Board of Directors.

As required by the Hawaiʻi-ANA Bylaws 2021, notice is hereby given

to all Hawaiʻi-ANA members of the opening for nominations

for election to office of the following positions:

Vice President

Treasurer

Directors at Large (2 positions)

Nominating Committee (3 positions)

Please consider volunteering your time and talent. Your impact can

make a difference in the lives of many! Join your colleagues already

serving their communities and profession: the benefits are boundless!

Consider your

impact!

Expand your

professional

network!

Be a voice for

change in the

Legislature!

Mentorship!

Advocate for our

profession and our

community!

Learn new skills!

BOARD OF DIRECTORS

Executive Director: Linda Beechinor, DNP, APRN,

FNP-BC

President: Katie Kemp, BAN, RN, GERO-BC

President-Elect: Nancy Atmospera-Walch, DNP,

MPH, MCHES, LNHA, CCHN, CMC, BSN, RN

Vice President: Linda Beechinor, DNP,

APRN, FNP-BC

Secretary: Marion Poirier, M.A., RN

Treasurer: VACANT

Neighbor Island Director: Denise Cohen, PhD,

APRN, FNP-BC

Director-at-large: Bob Gahol, RN, BSN,

MBA, MPA, MMAS, MSS

Director-at-large: Taryn Amberson, MPH,

BSN, RN, CEN, NHDP-BC

Director-at-large: Robin Zachary, DNP, Ed.S, RN

Director-at-large: Tiffany Hooks, DNP,

FNP-C, RNC-OB

For more information on nominating yourself or a colleague please visit the Hawaiʻi-ANA website

NOMINATING COMMITTEE

Nominating Committee Chair: Pokiʻi Balaz, DNP,

EMBA, MSN, BSN, APRN-Rx, FNP-BC, NP-C

Member: Brian Fikes, MS, APRN, ACHPN-BC

Member: Soroya Acosta, BSN, RN-BC

Member: Doreen Nakamura, DNP, MBA, RN,

NEA-BC, CCM

Member: Michael Kaneshiro Chou, RN, PCCN, CMGT-BC

2022 Call for Nominations for Elected Positions

Dear Colleagues –

On behalf of Hawai’i-ANA Nominating Committee and the Board of Directors, we are pleased to announce that

the annual 2022 Call for Nominations for Elected Positions is now open.

Please consider volunteering or nominating for any of the following open positions. Open positions are listed below.

All terms are for 2 years, to begin at the close of the 2022 Hawaiʻi-ANA Annual Conference October 22, 2022.

Vice President

The Vice-President reports to the President and is responsible for the newsletter and social media;

membership growth and diversification; development, communications, and coordination of District activities;

other activities as assigned by the President; and, in the absence of the president, shall assume the duties of

that office. The Vice President is a member of the Executive Committee.

Treasurer

The Treasurer shall be accountable for the fiscal affairs of Hawai’i-ANA and shall provide reports and

interpretation of Hawai’i-ANA’s financial condition to the Board of Directors, the Annual Conference, and the

membership. The treasurer shall be chairman of the Finance Committee. The Treasurer is a member of the

Executive Committee.

Director-at-Large (two seats)

The Director-at-Large serves on the Hawai’i-ANA Board of Directors to represent the membership who

elected them. Duties are commensurate with assignments made by the Executive Committee, such as to chair

and participate in committee work of Hawaiʻi-ANA.

Nominating Committee (three seats)

The Nominating Committee member serves per the committee duties outlined in Article II, Section 2.3. of

the Hawaiʻi-ANA Bylaws 2021.

Timeline:

For more information on how to become a candidate in this election, go to the Hawaiʻi-ANA Website.

August 1, 2022 - September 21, 2022

September 22, 2022

October 1, 2022 - October 22, 2022

October 22, 2022

Nominations for positions are open

Slate of eligible candidates will be published to the membership

Voting is open to the membership

Results of the elections will be made available

In accordance with Hawaiʻi-ANA Bylaws 2021, nominations are open August 1, 2022 and will close September

21, 2022. The slate will be published to all members with information about each candidate. Voting will be by

secret ballot, beginning October 1, 2022 and closing October 22, 2022. The election will be conducted via an

independent third-party vendor to assure security. Results of the election will be announced at the Hawaiʻi-

ANA Business meeting on October 22, 2022.

PRODUCTION

Publisher

Arthur L. Davis Publishing Agency, Inc.

Editor and Publisher are not responsible nor liable for editorial or

news content.

Hawai’i Nurse is published four times a year, February, May,

August, and November, for the Hawai’i - American Nurses

Association, a constituent member of the American Nurses

Association. Hawai’i Nurse provides a forum for members to

express their opinions. Views expressed are the responsibility of

the authors and are not necessarily those of the members of the

Hawai’i-ANA.

Articles and letters for publication are welcomed by the editorial

committee. Hawai’i-ANA Editorial Committee reserves the right to

accept or reject articles, advertisements, editorials, and letters for

the Hawai’i Nurse. The editorial committee reserves the right to

edit articles, editorials, and letters.

Address editorial comments and inquiries to the following

address:

500 Lunalila Home Road, #27-E

Honolulu, HI 96825

executivedirector@hawaii-ana.org

No parts of this publication may be reproduced without

permission.

Subscription to the print version of the Hawai’i Nurse is included

with membership to the Hawai’i - American Nurses Association/

American Nurses Association. Complimentary electronic

copies are sent to all Hawai’i nurses and posted on the

Hawai’i - American Nurses Association website at hawaii-ana.

nursingnetwork.com. Address such requests to the Hawai’i-ANA

Office at the address above or email executivedirector@hawaiiana.org.

Circulation 9,400.

For advertising rates and information, please contact Arthur L.

Davis Publishing Agency, Inc., PO Box 216, Cedar Falls, Iowa

50613, (800) 626-4081, sales@aldpub.com. Hawai’i-ANA and

the Arthur L. Davis Publishing Agency, Inc. reserve the right to

reject any advertisement. Responsibility for errors in advertising

is limited to corrections in the next issue or refund of price of

advertisement.

Acceptance of advertising does not imply endorsement or

approval by the Hawai’i - American Nurses Association of

products advertised, the advertisers, or the claims made.

Rejection of an advertisement does not imply a product offered

for advertising is without merit, or that the manufacturer lacks

integrity, or that this association disapproves of the product or

its use. Hawai’i-ANA and the Arthur L. Davis Publishing Agency,

Inc. shall not be held liable for any consequences resulting from

purchase or use of an advertiser’s product. Articles appearing in

this publication express the opinions of the authors; they do not

necessarily reflect views of the staff, board, or membership of

Hawai’i-ANA or those of the national or local associations.


August, September, October 2022 Hawaiʻi Nurse • Page 3

Why I Became a Member...

“It makes me feel like I’m a part of something greater

and actually making a difference in my community

and my profession.”

“I love networking and meeting so many nurses

around the island”

“With a new mentoring program and combined

networking/education events, there is ample opportunity for

nurses in all career stages to connect and grow with others.”

Our Mission:

Hawaiʻi-ANA empowers nurses to

advocate for the improvement of the

healthcare system in the communities

where we live and work.

Our purpose is to:

1. advocate for nurses in the

workplace, legislature, and the

community

2. provide opportunities for

mentorship, leadership,

continued education, community

engagement, and promotion of

the nursing profession.

3. build a network of empowered

nurses to inspire change and

improve our healthcare system

and community.

“As an active-duty military spouse subject to frequent relocations,

Hawai’i ANA has helped me connect to my local and

interdisciplinary nursing community.”

“It feels great to serve my community”

Your Dream

Find

Job Now!

Nursing


Page 4 • Hawaiʻi Nurse August, September, October 2022

A Memoir of the 2022 American Nurses Association

(ANA) Membership Assembly by Hawaiʻi-ANA

President-Elect Dr. Nancy Atmospera-Walch

June was a very exciting month for the Hawaiʻi

- American Nurses Association as it is the month

where the three of its Executive Board Members

were excitedly planning their trip to Washington D.C.

to attend the first Face to Face ANA Membership

Assembly post-covid. Talking about covid,

unfortunately, President, Katie Kemp, could not join

Executive Director/Vice-President Dr. Linda Beechinor

and I, as covid got to her on the day we were all

going to fly out!

Upon arrival in Washington D.C. on June 8,

2022, my husband Gerhardt Walch and I invited

Dr. Beechinor and some of my dear friends from

Philippines Nurses Association of American (PNAA)

Metropolitan DC chapter: Dr. Christine Garcia-Pabico

(also Director, Pathway to Excellence Program at

American Nurses Credentialing Center) and her

husband, with Maricon Banzon-Dans (also Assistant

Director, Pathway to Excellence Program at ANCC), to

the prestigious Sulgrave Club. The evening went fast

as everyone had stories to share about their favorite

travel places while enjoying our sumptuous dinner

and a private tour after. What a beautiful beginning

for an exciting visit in the nation’s capital.

(LEFT) ANA President Dr. Ernest Grant with Hawaiʻi-ANA President-Elect Dr. Nancy Atmospera-Walch

(RIGHT) Hawaiʻi-ANA President-Elect Dr. Nancy Atmospera-Walch with Executive Director/

Vice President Dr. Linda Beechinor

The ANA Membership Assembly officially started

on June 9, 2022. Dr. Beechinor and I went down to

the meeting proudly wearing our Lei Poʻo (Haku Leis),

which immediately communicated to all that we are

the Hawaiʻi-ANA representatives. It is amazing how

many praises we received. Thanks to Dr. Beechinor

for hand-carrying them and we were able to wear

them for the entire Convention.

Welcome Remarks from ANA President Dr. Ernest

Grant were followed by a keynote address from U.S.

Congresswoman Lucille Royball-Allard (D-CA).

The power of nursing returns to Washington, DC in force

Jun 10th 2022

For the first time in three years, nurses, students,

and other leaders gathered today in Washington, DC

for ANA Hill Day on June 9, a related event to the ANA

Membership Assembly Meeting June 10-11. They will

bring nursing priorities to meetings with members of

Congress and their staff to build support for federal

legislation addressing workplace violence and burnout,

preventing unnecessary delays in patient care, and

removing barriers to APRN full practice authority.

Nearly 300 participants from across the country

are sharing their perspectives and expertise during

hundreds of scheduled visits on Capitol Hill and virtually.

Before setting out, participants attended a breakfast

briefing, where they learned more about ANA-supported

legislation and were welcomed by ANA President Ernest

J. Grant, PhD, RN, FAAN.

“We are here today to do what nurses do best:

advocate,” Grant said. “The meetings you will take part

in today will forge and strengthen the relationships

with your elected lawmakers and their staff that will

ensure that our voices are heard, and that the nursing

profession is given its well-deserved, hard-earned seat at

the table,” said Grant.

The three key issues that Hill Day attendees are

calling attention to are:

• Improving Seniors’ Timely Access to Care Act

(3018/H.R. 3173)

• Full practice authority for Advanced Practice

Registered Nurses (APRNs)

• Valuing the Nursing Workforce – Workplace

Violence Prevention for Health Care and Social

Service Workers Act (4182/H.R. 1195)

Grant participated in the ANA Hill Day version of a

“fireside chat” with U.S. Rep. Lucille Roybal-Allard (D-

CA), the first Mexican-American woman elected to

Congress and co-chair of the Congressional Nursing

Caucus. Roybal-Allard, whose health policy analyst is an

RN, who talked about the need to pass legislation that

would grant full practice authority to APRNs through the

Improving Access to Workers’ Compensation for Injured

Federal Workers Act (H.R. 6087), which would expand

the role of nurse practitioners and physician assistants in

providing services to injured federal workers under the

federal workers’ compensation program. The bill passed

the House in early June and is expected to pass the

Senate.

Roybal-Allard encouraged RNs to take steps in their

own communities to advocate for patients and the

profession. “Get to know your elected officials and their

staffs at the state and local level. They are the ones who

create the laws and policies that affect your profession.

Offer to help and educate them.”

What’s next

ANA and its organizational affiliates, comprised largely

of specialty nursing associations, are poised today to

share updates and explore areas for collaboration on key

issues.

In a ceremony later Thursday evening, ANA will honor

the recipients of the 2022 President’s and National Awards.

The 2022 ANA Membership Assembly, a meeting of

the association’s governing body, begins Friday, June

10 to address a range of issues, including the impact of

climate change on health, workplace violence, and nurse

staffing, as well as organizational-focused actions.

Stay up to date and join the conversation

For news on ANA Membership Assembly and related

activities, follow us on ANA’s Facebook and Twitter

channels. To follow Hill Day, search #ANAHillDay on

Twitter.


August, September, October 2022 Hawaiʻi Nurse • Page 5

Dr. Beechinor and Dr. Atmospera-Walch then

UBERed to the Capitol for this day called “ANA Hill

Day.” We met with Congressmen Ed Case (D-HI) and

Kaialiʻi Kahele (D-HI) and his Legislative Correspondent,

Kadara Marshall. We were not able to see US Senator

Brian Schatz, but we had a great meeting with his

assistant, Gabrielle Schecter. We also had a virtual

meeting with US Senator Mazie Hironoʻs assistant

Artin Haghshenas. With all of them Dr. Beechinor

and I advocated for their support on three issues:

1) Advanced Practice Registered Nurses (APRNs)

by supporting the removal of burdensome barriers

permanently for all four APRN roles, 2) We requested

their support of removing practice barriers for nurses

and improving access to care, and 3) Improving

Seniors’ Timely Access to Care Act of 2021. In each of

our visits, we showed our Aloha Spirit by gifting them

with our local and delicious shortbread cookies or

macadamia nut chocolates. The best part for us was

being able to eat in the Capitol Cafeteria which had just

opened again to the public.

In the evening of that second day, we attended a

Welcome Reception, and it was a great surprise to see

two very great friends from PNA: Dr. MJ Dia, PNAA

President, representing PNAA as an Organizational

Affiliate, and Dr. Nelson Tuazon, as a member of the

ANA NOMELEC Committee (pictured below)

And here I am as a 1st Attendee for being the

President- Elect of Hawaiʻi-ANA. “Go PNAA SPARK and

SHINE!”

The reception was followed by the Presidential

Award Ceremony. This year, President Grant awarded

seven magnanimous nurse leaders, recognizing their

significant contributions to the advancement of ANA’s

strategic activities on behalf of registered nurses and

the nursing profession. This year’s recipients were

honored for their outstanding efforts to advance

inclusivity, promote equity and diversity, and address

the issue of racism in the nursing profession. These

are some of the 2022 recipients:

● Karen Daley, PhD, RN, FAAN, Board

Member, American Nurses Foundation:

During her tenure as ANA President, Dr. Daley

had the vision to leverage the combined

strength of ANA, the American Nurses

Credentialing Center, and the American Nurses

Foundation (the Foundation) to create the

ANA Enterprise. She currently serves on the

Foundation Board, where she helped lead

dramatic growth in annual fundraising to

support research, education, and scholarships.

In addition, Dr. Daley represents the Foundation

on the National Commission to Address Racism

in Nursing, a collaborative of leading nursing

organizations examining the issue of systemic

racism in the profession.

● Rumay Alexander, EdD, RN, FAAN,

Scholar-in-Residence, American Nurses

Association:

Dr. Alexander spearheads ANA’s strategic

initiatives surrounding equity, diversity, inclusion

and racism in nursing across education,

practice, policy, and research. She was pivotal

in the launch of the National Commission to

Address Racism in Nursing. She also developed

a new definition of racism to set a foundation

for the work ahead and was instrumental in

the creation of the Commission’s Foundational

Report on Racism in Nursing. Her insightful

guidance informed the path forward for ANA’s

own Racial Reckoning journey.

• Beverly Malone, PhD, RN, FAAN, CEO,

National League for Nursing:

Dr. Malone brings her extensive experience

as a global health care leader, innovator, and

nursing champion to guide initiatives to improve

inclusivity and equity in the nursing profession.

She contributed expert considerations to ANA’s

racial reckoning journey, ensuring that it

focuses on acknowledgement, accountability

and the need for healing in the nursing

profession. Dr. Malone previously served two

terms as ANA president. In 2022, Dr. Malone

was featured as one of 25 outstanding women

for Women’s History Month by Diverse: Issues

in Higher Education.

Memoir continued on page 6

These are the nurses of American Nurses Association state associations at “ANA Hill Day” June 9, 2022, in front of the U.S. Capitol, the meeting place of

the United States Congress and the seat of the legislative branch of the U.S. federal government.

Can you identify the two nurses representing Hawaiʻi-ANA?


Page 6 • Hawaiʻi Nurse August, September, October 2022

Memoir continued from page 5

June 10, 2022 and an all-day meeting, meals, and

more meetings! I found myself thoroughly enjoying the

ANA Assembly and I am grateful that Dr. Beechinor was

with me, a first timer attendee. As a former active ANA

and Hawaiʻi Nurses Association (HNA) Board member

before it separated from ANA, Dr. Beechinor knew many

people. It was exciting as we were meeting the nurses

who want to lead ANA in the next year. The candidates

were impressive and for me, it was hard to decide as

I have not been active in attending the ANA national

conventions; thus, I really did not know the candidates.

But I was lucky as Dr. Beechinor knew a lot of them or

knew someone who knew them as she is a Veteran to

ANA.

I was invited to the ANA Foundation Leadership Donor

Luncheon and since my husband had another meeting

to attend, Dr. Beechinor took his place. It was a great

event as I learned that the Jeannine Rivet National

Leadership Award was made possible by the United

Health Foundation. It was great as I know the President

of the United Health Care in Hawaii, the business side of

the UHC Foundation, who also was one of the Philippine

Nurses Association of Hawaii Sponsors during its recent

Induction Gala.

The third day ended with a relaxing by Invitation only

ANA Wes-PAC Reception at their new office PH Roof

Garden: (2 photos below)

Hawaiʻi Flag joined the other Constituent States’ Flag.

Standing in the front and looking around as the 500

attendees were looking at us was just so emotionally

energizing and I knew Dr. Beechinor and I were floating

without wings.

I also participated in one of the Question and Answer

sessions, and all of a sudden, everyone was wanting to

have a picture with me. Actually, one said, “Can I have

a picture with the Hawaiʻi Celebrity?” I didn’t realize that

my simple statement on Abuse and Workplace Violence

made such an impact on the attendees. I met new and

wonderful people, and I’m looking forward to seeing

them again in the near future.

To add to the emotional day, I was saying GoodBye

to Dr. Grant. I met Dr. Ernest Grant in 2018 and saying

goodbye to him today knowing that he will not be with

us next year, was a very difficult act to do. The love for

him from everyone was palpable in the entire room, and

the farewell presentation from North Carolina ANA was

moving and filled with kind and loving statements.

There was a run off for the Secretarial position, and

even this was effortless. Time to find out who won the

election! I just VOTED & now, we will find out the result.

How wonderful to have the outcome on the same day.

And the WINNERS are:

• President: Jennifer Mensik Kennedy, PhD,

MBA, RN, NEA-BC, FAAN, of the Oregon Nurses

Association.

• Secretary: Amanda Oliver, BSN, RN, CCRN, of

ANA – Illinois.

• Directors-at-Large: Edward Briggs, DNP,

MS, APRN, of the Florida Nurses Association;

Jennifer Gil, MSN, RN, of the New Jersey State

Nurses Association.

• Director-at-Large, Staff Nurse: David Garcia,

MSN, BSN, RN, PCCN, of the Washington State

Nurses Association.

We got together for this photo with the

Representatives from our Island Constituencies: Virgin

Islands, Hawai’i, and Guam (above).

I was feeling so great, I told Dr. Linda that we were

going out to dinner and celebrate the exemplary ending

of the 2022 ANA Membership Assembly. We had another

delicious dinner at the impressive Private Cosmos Club,

pictured below.

However, going to the Cosmos Club was an ordeal as

the traffic was constipated (literally) due to the PRIDE

Parade. But we tolerated it as the ANA’s success was

worth celebrating!

The American Nurses Association (ANA) is the Queen

of every Nursing Organization in the world, with its 4.3

million RN members nationally.

The ANA Enterprise has three distinct components

that makes the engine of ANA running efficiently and

smoothly: ANA website

The American Nurses Association (ANA)

The American Nurses Foundation (ANF)

The American Nurses Credentialing Center (ANCC)

During the 2022 ANA Membership Assembly, it

was very visual on how the three organizations work

so independently and yet collaboratively that each

component’s contributions to the ANA Enterprise was

felt, seen, and heard. A very organized and impressive

organization and I am proud but humbled and grateful

that I am a part of this magnanimous organization that

is Making a Difference in this world for the health and

betterment of humanity.

June 12, 2022, Sunday. My elated feeling

continued, so I arranged a last get together Sunday

brunch with more friends from DC/Maryland. I

am so thankful, The Pacific Club has so many

reciprocity club members in DC and yes, we went

to another private club, The Georgetown Club.

My longtime friend, one of my Bridesmaids, and

the Godmother of my daughter, Ann McHale was

able to join us. You may remember her from The

Queen’s Medical Center. And we had one Lei Poʻo

(Haku Lei), for her, which was befitting as we had

a pre-birthday celebration. Her birthday is also our

Wedding Anniversary.

I have to close this article with joy and gratitude

for the unbelievable experience I had during the

short trip to our nation’s capital. Aloha, until we meet

again!

Saturday, June 11, 2022, which means we are on our

last day of the ANA Membership Assembly 2022. It also

means it is the Voting Day, and Yes, I voted! The voting

process was very impressive and organized, but what

impressed me the most was the neutrality of everyone

helping in the voting process. As I entered the Voting

Room, I was told very nicely to remove the campaign

button of one of the presidential candidates, which I had

placed onto my name tag. So, I have to say it again, that

the last three days have been busy but full of learning

and positive experiences for me as a 1st time attendee.

This was a very memorable day for me, and

Dr. Beechnior as Hawaiʻi-ANA was introduced and

acknowledged as the 51st ANA C/SNA and had our


August, September, October 2022 Hawaiʻi Nurse • Page 7

ANA’s Racial Reckoning Statement

Opening

This is a journey.

Throughout our history, the American Nurses

Association (ANA) has sought to lead nursing into the

future. Through acts of omission, when we failed to

act, and commission, when ANA’s actions negatively

impacted nurses of color, we have caused harm and

perpetuated systemic racism. This statement serves

as a starting point for a journey during which we

seek to acknowledge past actions that continue to

impact the profession today and as a starting point

of a new journey toward the future.

ANA begins this journey in conjunction with the

efforts undertaken by the National Commission to

Address Racism in Nursing (the Commission). This

statement focuses on ANA’s own actions, while the

Commission seeks to address racism in nursing

within the broader profession. We recognize that

as a leader, ANA holds accountabilities at both

the organizational and the broader professional

level. Through both efforts, we are striving for a

more inclusive, diverse, and equitable professional

organization and a nursing profession that meets the

needs of all people.

Our intention with this statement is to publicly

identify and acknowledge our past actions while

addressing the harms that continue today. The

section on ANA Reckoning is not meant to be a

complete listing of all ANA actions that have caused

harm. Historical exclusions of and transgressions

against Black nurses will be discussed in this

document. This harm has undoubtedly extended

to all nurses of color. In addition, there is much

debate about labels and terms to identify racialized

minorities. We have chosen to use the term “nurses

of color” to reflect all nurses representing race and

ethnic groups. It is our intention to be fully inclusive

in the use of this language.

In the end, it is our actions that will truly

reflect the sincerity of this apology and serve

as the underpinning for forgiveness. For it is

forgiveness that we seek — forgiveness from

nurses of color, the nursing profession and the

communities that have been harmed by our

actions. We fervently hope that this statement, its

subsequent work and the efforts of the Commission

will contribute to healing — individual healing for

nurses, reconciliation with the ethnic-minority

nurse associations and healing of the profession.

ANA wants this statement to reflect genuine

reconciliation and acknowledgment and hopes that

it is a step toward forgiveness. Ultimately, we seek

to contribute to the healing of nursing.

ANA Reckoning

There is much that can be said about ANA’s

history and failure to include and represent the

views and needs of nurses of color. The examples

below are not to be considered as a complete

reckoning of ANA’s past, but they are representative

of times and actions when ANA failed.

To begin, we must acknowledge that from

1916 until 1964, ANA purposefully, systemically

and systematically excluded Black nurses.

ANA’s predecessor organization, the Nurses’

Associated Alumnae of the United States and

Canada, was open to alumnae associations of

schools of nursing, including Black hospitals and

nurse training schools (Hine, 1989). The Nurses’

Associated Alumnae became the American Nurses

Association, and in 1916, the membership rules

shifted away from an alumnae-based membership

to that of a state- and district-based membership.

This resulted in Black nurses being denied

membership in some state nurses associations.

Despite significant advocacy and pressure from

the National Association of Colored Graduate

Nurses (NACGN), this discrimination persisted.

In 1946, the ANA House of Delegates voted to

adopt a statement that urged the “removal, as

rapidly as possible, of barriers that prevent the

full employment and professional development

of nurses belonging to minority racial groups”

(Carnegie, 1991, p. 76). And in 1948, the ANA

House of Delegates established an “Individual

Membership Category” that was open to all nurses

who were not accepted through a state or district

association. However, it was not until 1964 that a

final district in Louisiana dropped its discriminatory

rule for membership (Carnegie, 1991). This timeline

reflects the failure of ANA leaders to aggressively

pursue changes in its discriminatory membership

rules and allow for full membership regardless

of race. While membership within ANA was hard

fought by NACGN, the full inclusion of Black

nurses within ANA leadership and decision-making

remains unrealized and elusive for all nurses of

color.

One representative incident from 1939 involved

Estelle Massey Riddle Osborne, president of

NACGN from 1934-1939. In 1939, President

Osborne was invited by ANA President Julia C.

Stimson to meet with ANA’s Advisory Council

to discuss the status of Black nurses in the

profession. The site of the meeting was the St.

Charles Hotel in New Orleans, where Black guests

were required to use the service entrance and

freight elevator. President Osborne called on

ANA and President Stimson to adamantly protest

this discrimination. Instead of protesting the

discriminatory policy, President Stimson offered to

enter the hotel with President Osborne through the

service entrance. In the end, President Osborne

decided against attending and ANA failed to step

into a space of advocacy and support (Hine, 1989).

President Osborne was the first Black nurse to

earn a master’s degree in the U.S. and became the

first Black nurse elected to the ANA board in 1948.

However, after her four- year term, there were no

Black nurses elected to the board again until 1970

(Carnegie, 1991). This lack of representation on

the policy level for 22 years concerned many Black

nurses, and when it was brought up at ANA’s 1972

convention, it was communicated that the only

obligation of ANA from the dissolution of NACGN

was the awarding of the Mary Mahoney Award.

In 1965, ANA approved a position paper on

nursing education that recommended the minimum

preparation for “beginning professional nursing

practice should be a baccalaureate degree” (ANA,

1976). The stated rationale for this change was

the increasing complexity of nursing activities and

patient care. One result of ANA taking this position

was the disenfranchisement of institutions and

schools of nursing that were available to students

of color and the exclusion of nurses who graduated

from those programs. ANA sought to advance

the educational level of nurses without ensuring

that all nurses would have the same access to

the education necessary to achieve the desired

educational level for entry into the profession.

There continues to be a need to examine how

this policy advances nursing today and to

examine strategies for ensuring that educational

opportunities are equally available to all students,

especially students of color.

In 1970, Dr. Lauranne Sams organized a meeting

with 200 Black nurses for the primary purpose of

organizing a Black nurse association. The group

reported the following concerns (Carnegie, 1991):

1. Concern over the absence of Black nurses in

leadership positions at ANA.

2. Limited opportunities for Black nurses to support

and shape ANA policies.

3. Persistent tokenism.

4. Limited recognition of Black nurses’ contributions

to the profession.

5. Lack of significant increases in the number of

Black registered nurses.

6. No recognition of achievement with awards (other

than the Mary Mahoney Award).

7. Limited appointments of Black nurses to

committees and commissions.

In 1973, in her first address to the newly created

National Black Nurses Association (NBNA), Dr. Sams

considered the question of why a Black Nurses

Association was needed:

“No, I am speaking about all the past deficits and

discriminatory practice which have continuously

disgraced and limited the full potential, the

development, the selfhood, and the self

determination of Black folk. I am speaking about

today, Here and Now.”

In telling the history of the formation of the

NBNA, the article From Invisibility to Blackness: The

Story of the National Black Nurses’ Association by

Gloria R. Smith notes that there was a desire on

the part of the Nurses’ Associated Alumnae of the

United States and Canada and ANA for Black nurses

to be members, but these professional associations

granted them few privileges “other than paying

dues” (1975, p. 225).

Although by 1964 there were no tangible rules

preventing membership for nurses of color, it

was evident that exclusionary practices and a

failure to represent all nurses remained. Similar

to the concerns raised by Black nurses, in 1974,

led by Dr. Ildaura Murillo- Rhode, a group of 12

Hispanic nurses who were also members of ANA

came together to consider establishing a Hispanic

Nurses Caucus within ANA because “ANA was not

being responsive to the needs of Hispanic nurses”

(National Association of Hispanic Nurses, 2022).

Ultimately, this core group and their organizing

efforts led to the establishment of the National

Association of Hispanic Nurses (NAHN). Today,

“NAHN members advocate, educate, volunteer,

seek partnerships, and conduct programming

in the Latino community to improve outcomes,

elevate literacy, heighten education, and influence

policy. We also work collaboratively with others

to improve health equity and to create a future in

which everyone regardless of race or ethnicity has

opportunities to be healthy.”

ANA recognizes that issues of racism persist

today and continue to harm nurses of color.

Findings from the Commission’s 2021 national

survey on racism in nursing (n = 5,600) noted that

racist acts are principally perpetrated by colleagues

and those in positions of power. Over half of

nurses surveyed (63%) said they had personally

experienced an act of racism in the workplace with

the transgressors being either a peer (66%) or a

manager or supervisor (60%). Fifty-six percent of

respondents also noted that racism in the workplace

has negatively impacted their professional wellbeing.

During listening sessions with nurses of color

convened by ANA and the Commission, persistent

themes of stereotyping, prejudice, discrimination,

exclusion, oppression, tokenism, inequity, and

insistence on conformity and assimilation were

found (National Commission, 2021). The impact of

these experiences is demoralization, exhaustion,

spirit murder (murder of the soul), invisible

workload, silence, invisibility and self-doubt.

The power in nursing is primarily held by middleage

to old-age white women who have just

recently begun to consider racism in nursing

care. There are racist principles that have

been carried down through history and never

challenged.”

(Anonymous Quote, National Commission to

Address Racism in Nursing, 2021)

Seeking Forgiveness

As leaders of ANA, we apologize for the named

and the unaccounted-for harms. Our past actions

have caused irreparable physiological, psychological

and socioeconomic harm, not only to nurses of

color but to all patients, families and communities

that depend on ANA as the national leader of the

nursing profession. We failed to live up to the

professional values established through the Code

of Ethics for Nurses (ANA, 2015) and our social

contract that guides the relationship between the

Racial Reckoning Statement continued on page 8


Page 8 • Hawaiʻi Nurse August, September, October 2022

Racial Reckoning Statement continued from page 7

nursing profession and society and their reciprocal expectations (ANA, 2010).

In addition, as ANA sought to “professionalize” nursing, we failed to support a

robust education approach that included the appropriate preparation to care

for ALL our patients, especially patients of color.

More specifically, we apologize to all nurses of color. Not only is the

profession richer for your having persisted, but the people you cared for and

continue to care for today have been better served. ANA failed to uphold your

work and support you as you advanced in nursing and worked to improve the

profession. Having failed you, ANA also failed in supporting and caring for

communities of color and other marginalized people.

We apologize to the ethnic-minority nurse associations that have ably

represented the needs of their nurses and communities. Early in the

profession’s history, there was a stated desire for one association to meet

the needs of all nurses. ANA only represented the needs of some nurses and

some patients. Nurse leaders of color stepped into the breach. ANA’s failure

to lead resulted in a fragmentation of the profession that contributed to a

fragmentation in nursing care for minoritized communities.

Moving Forward

As important as it is to reconcile ANA’s history, our path points toward

the future and actions that should be taken as a means of holding ANA

accountable, continuing reconciliation to repair the breach and becoming a

restored association. Each of the actions below will lead to additional actions

and efforts as ANA continues the journey.

Therefore, the ANA Board of Directors will:

• Continue to reckon with and apologize for past harms that are made

known to ANA.

• Engage in direct reconciliation with each of the ethnic-minority nurse

associations.

• Develop and implement a diversity, equity and inclusion impact analysis

that is considered in all policies and positions of the association.

• Initiate an oral history project dedicated to amplifying the contributions

by nurses of color to ANA and the nursing professions.

Therefore, the American Nurses Association will:

• Continue to serve as a partner in and support the National Commission

to Address Racism in Nursing as it strives to create antiracist practices

and environments.

• Advocate for and follow established guidance on the reporting of race

and ethnicity in professional journals and publications.

• Advocate for appropriate representation and inclusion in textbooks and

other educational material.

• Actively engage in a program of diversity, equity and inclusion within the

association.

• Provide transparency into the race and ethnic makeup of the ANA Board

of Directors, leadership and staff.

• Deliberately work to build diversity within ANA’s volunteer and

governance structure.

Conclusion

We, as ANA, are on a journey — a journey of reckoning and reconciliation,

forgiveness, and healing. This journey will take some time, but it is one

that ANA is fully committed to. We invite others to join us as ANA seeks to

strengthen who we are as a professional association and the broader nursing

profession through inclusion, diversity and equity as we strive for antiracist

nursing practices and environments.

“As nurses we need to unlearn much of what we thought we knew about

racism — and get comfortable being uncomfortable about our profession

and our own way of being — need to see nursing through a new lens and

be open to what we might see versus stating that racism does not exist.”

(Anonymous Quote, National Commission to Address Racism in Nursing, 2021)

References

American Nurses Association. (2015). Code of ethics for nurses with interpretive

statements. American Nurses Association.

American Nurses Association. (2010). Nursing’s social policy statement: The essence

of the profession. American Nurses Association.

American Nurses Association. (1976). One strong voice: The story of the American

Nurses Association. American Nurses Association.

Carnegie, M.E. (1991). The path we tread: Blacks in nursing, 1854-1990. National

League for Nursing Press.

Hine, D.C. (1989). Black women in white: Racial conflict and cooperation in the

nursing profession 1890–1950. Indiana University Press.

National Association of Hispanic Nurses. (2021). History. https://www.nahnnet.org/history.

National Commission to Address Racism in Nursing. (2021). Defining Racism. finaldefining-racism-june-2021.pdf

(nursingworld.org).

National Commission to Address Racism in Nursing. (2021). Summary Report:

Listening Sessions on Racism in Nursing. final-racism-in-nursing-listeningsession-report-june-2021.pdf

(nursingworld.org).

National Commission to Address Racism in Nursing. (2022). Survey Shows Substantial

Racism in Nursing. (nursingworld.org).

Sams, L. (1973, September). Presidential Address. National Black Nurses Association.

Cleveland; Ohio.

Smith, G.R. (1975). From invisibility to blackness: The story of the National Black

Nurses Association. Nursing Outlook, 23(4), 225-229.

ANA Acts on Climate Change and Key Nursing Issues

Jun 14th 2022

MEDIA CONTACTS:

Shannon McClendon, shannon.mcclendon@ana.org

Keziah Proctor, keziah.proctor@ana.org

SILVER SPRING, MD – The representatives of ANA’s Membership Assembly,

the governing and official voting body of the American Nurses Association

(ANA) have acted on compelling and critical issues that greatly impact the

nursing profession and the health of global populations. More than 300 nurses,

observers, and other leaders attended a two-day governance meeting in

Washington, DC, June 10-11. Eligible representatives elected national leaders

including the next national president and acted on nurse staffing, verbal abuse

and workplace violence, and climate change.

Nurse staffing: Recognizing that the COVID-19 pandemic has exacerbated

long-standing nurse staffing issues, the Assembly considered changes to

existing ANA policy related to nurse-to-patient ratios. Participants stressed

the need for enforceable staffing standards and shared their successes

and challenges in implementing various models. Assembly representatives

approved a recommendation that ANA supports safe patient standards

including ratios that are acuity and setting-specific as per nursing

assessment and enforceable, and that ANA will engage with its constituent

and state nurse associations (C/SNAs) to develop further details regarding

standards, implementation, and enforcement. Assembly representatives

also called on ANA to collaborate with organizational affiliates and C/

SNAs to begin to develop evidence-based staffing standards for all nursing

disciplines for publication.

• Addressing verbal abuse and workplace violence: Often, healthcare

stakeholders’ approach to workplace violence (WPV) in health care

focuses on responses to, and prevention of, physical assaults in hospitals.

Discussions often overlook verbal abuse, which can be a risk factor for

physical violence. In addition, practice and policy recommendations

developed for inpatient settings may not be appropriate for or helpful in

community settings, such as schools, community health centers, public

health facilities, and similar places where WPV can occur. Assembly

representatives called on ANA to engage key stakeholders to identify,

develop and advance strategies resulting in a comprehensive culture of

safety and zero-tolerance approach to verbal abuse and violence in all

care settings, advance workplace violence prevention priorities in nursing

practice and public policy, and advocate for better data collection to inform

policy development.

• Impact of climate change on health: Citing statements from

International Council of Nurses, the World Health Organization, and the

American Academy of Nursing, along with editorials from several health care

journals on the danger of climate change on global health, representatives

proposed that ANA, as the leading nursing organization, should take a

strong leadership position in addressing the impacts of climate change on

human and population health and help prepare nurses to engage patients in

conversations about climate change and its health impacts; impacts which

disproportionately affect the most vulnerable populations. To help address

the public health crisis caused by climate change, Assembly representatives

approved the recommendation that ANA, C/SNAs and individual member

division (IMD) include climate crisis and its consequential impact on human

and population health as an essential component of their policy platform.

Voting representatives also endorsed that ANA revise and establish as an

official position the 2008 House of Delegates Statement on Global Climate

Change and Human Health. Finally, the representatives called on ANA, C/

SNAs and the IMD to promote nursing knowledge on the relationship

between climate change and human and population health.

# # #

The American Nurses Association (ANA) is the premier organization representing

the interests of the nation’s 4.3 million registered nurses. ANA advances the

profession by fostering high standards of nursing practice, promoting a safe

and ethical work environment, bolstering the health and wellness of nurses, and

advocating on health care issues that affect nurses and the public. ANA is at the

forefront of improving the quality of health care for all. For more information,

visit www.nursingworld.org.


August, September, October 2022 Hawaiʻi Nurse • Page 9

STUDENT NURSES PAGE

Hawaiʻi Student Nurses Association (HSNA) is a

member of the National Student Nurses Association

(NSNA).

HISNA has six chapters in these Hawaiʻi

undergraduate nursing programs:

- Chaminade University of Honolulu

- Hawaiʻi Pacific University

- Nancy Atmospera-Walch School of Nursing

(NAWSON) at UH Manoa

- University of Hawaiʻi Hilo

- University of Hawaiʻi Maui College

- University of Hawaiʻi Kapiʻolani Community College

Are you an undergraduate nursing student but not

a member of Hawaiʻi Student Nurses Association?

Join HISNA Today!

*If your school does not have a chapter of HISNA, please

contact Linda Beechinor, Executive Director at Hawaiʻi-

ANA for assistance (executivedirector@hawaii-ana.org or

text/call (808) 779-3001.

All student nurses in Hawai’i can become Student

Subscribers to American Nurses Association for FREE

Join Hawai’i-ANA as a Student Subscriber

These Student Nurses in Hawai’i are

ANA Student Subscribers:

Kiana Meyers

Stephanie Shirota

Samuel Fullmer

Amanda Lauren Barlan

Ka’Imionalani Cobb-Adams

John Mendonca

Whitney Mitchell

Ashley Gusman

Daniel Gardner

Joda P. Derrickson

Sheila Mae Cabasag

Alana Galloway

Patricia Poston

Jillian Raiger

Jennifer Olson

Sequoia Dahlberg

Kacie Shimizu

Laurie Soon

John Eharis III

Uiyeol Yoon

Janina Abdelahad

Janeen Payne

Kathryn Moreno

Alexis Kalani

April Miles

Autumn Devlin

Fatima Reed

Angelique Mara

Matthew Whisenant

Bree Watanabe

Christa Clerico

Joan Cayaban

Evan Manning

Brianna Ganal

Louis Langi

Jennifer Freeman

Jennifer Proctor

Raisa Strom-Okimoto

Melinda Belmodis

Jessica Cocson

Aliyana Haag

Alexis Cortes

Ewa Beach

Hilo

Honolulu

Mililani

Kailua

Honolulu

Kalaheo

Kahului

Honolulu

Honolulu

Pearl City

Honolulu

Honolulu

Honolulu

Honolulu

Lihue

Aiea

Ewa Beach

Mililani

Ewa Beach

Honolulu

Wahiawa

Wailuku

Hilo

Honolulu

Makawao

Waipahu

Honolulu

Honolulu

Honolulu

Makawao

Waipahu

Honolulu

Honolulu

Kaneohe

Honolulu

Honolulu

Aiea

Kapaa

Lahaina

Honolulu

Aiea

Hawaiʻi-ANA respects the insights and contributions of students as the nurse leaders of tomorrow.

We’re here to support you in your journey, every step of the way. There’s no need to wait for

licensure to start benefiting from Hawaiʻi-ANA and ANA – as a Student Subscriber, you’re ahead of

the game with access to:

Welcome to the Profession Kit

The Welcome to The Profession Kit is a comprehensive collection of digital resources created

specifically for you by fellow health professionals who have been in your position.

Developed especially for new nursing graduates and early career nurses, this digital kit is an

online resource hub designed to help you find your first job, enhance your employability, and

grow your nursing career.

Exclusive Online Student Community

Join a vibrant online community where thousands of nursing students just like you are navigating

nursing school and facing similar challenges. As a Student Subscriber, you have exclusive access to

the student community which offers a unique experience built on networking, sharing, and trust.

Member-Only Content

As a Student Subscriber, you’ll enjoy access to member-only digital content on nursingworld.

org. Additionally, you’ll have access to the full suite of ANA digital publications such as American

Nurse Today and ANA SmartBrief. As well as full ANA Position and Policy papers on important

nursing issues, such as safe patient handling and the opioid epidemic.

Advocacy Alerts and ANA’s Legislative Blog

When nurses speak, Washington listens! As the premier organization for all RNs, ANA brings

nurses together to advance their careers and the profession through legislation and advocacy.

Get involved to learn the key issues facing nurses right now. Also get access to ANA’s advocacy

blog, anacapitolbeat.org.

Access to Resources

For example, the vital Code of Ethics for Nurses, the ANA Career Center, and The Healthy Nurse, and

Healthy Nation Grand Challenge.

In addition, Hawaiʻi-ANA offers

o this monthly newsletter “The Hawaiʻi Nurse” that goes out to over 9000 nurses in Hawaiʻi, and you

can receive it as a student subscriber!

o to connect nurses and nursing students in Hawaiʻi, to address state and national issues of interest

to our profession

o this Student Nurse Page: dedicated to student issues

o opportunity to publish student papers: we solicit scholarly papers quarterly for publication and

distribution throughout Hawaiʻi

o attendance and participation in Hawaiʻi-ANA Board meetings, annual events during Nurses’ Week,

annual Membership Assembly, and other volunteer community activities that include networking and

continuing education programs throughout Hawaiʻi.

Jessica Ely

Andy Tran

Christian Okawa

Lyka Faye Dumbrigue

John Jacob Ferrer

Mary Hall

Alexander Pogzeba

Janeen Payne

Christy Ujimori

Jessica Burke

Honolulu

Honolulu

Honolulu

Waipahu

Honolulu

Anahola

Wailuku

Wahiawa

Waianae

Kapaa

Yun Han

Hailey Tuesday

Jannet Brown

Lili Younce

Harlee Fujimoto

Deva Siblerud

Jennifer Glade

Celeste Pasion

Menierva Lynn Lagundi

Juaquina Soland

Honolulu

Honolulu

Mililani

Honolulu

Lihue

Lihue

Mililani

Honolulu

Honolulu

Ewa Beach


Page 10 • Hawaiʻi Nurse August, September, October 2022

HAWAI’I-ANA MEMBERSHIP

BE PROUD OF YOUR MEMBERSHIP IN YOUR STATE PROFESSIONAL ASSOCIATION.

If your name is here, you enjoy the benefits of joint membership with ANA and Hawaiʻi-ANA, with 343 other RNs in Hawaiʻi.

If your name is here you can vote in Hawaiʻi-ANA Elections in October, 2022.

JOIN HAWAIʻI-ANA if your name is NOT here.

Melissa Harauchi

Patricia W. Nishimoto

Jailu Navarrete

Marion F. Poirier

Mary G. Boland

Alice Tse

Jennifer Herrington

Valerie Janikowski

Jennifer O. Galicinao

Ruth Honda

Susan Anderson

Lori Kaneshige

Jennifer Zafrani

Paula Sanders

Rosie Elento

Julie Bagchi

Anne Scharnhorst

Shelley Ann Repercio

Mary Frances Oneha

Catherine Marin

Leeah Javier

Kirsten Fisher (nee Bennet)

Jaimelee Peleiholani

Laura Blue

Thyra Wilbur

Ali Bernhardt

Roberta Losik

Carol Petith-Zbiciak

Kimberly Gibu

Len Tanaka

Christine Kramer

Monica Joiner

Anita Becker

Katherine Kemp

Mililani

Honolulu

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Mililani

Honolulu

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Ewa Beach

Lanai City

Honolulu

Honolulu

Honolulu

Honolulu

Mililani

Kailua Kona

Ewa Beach

Dallas

Wailuku

Ewa Beach

Honolulu

Pahoa

Wahiawa

Honolulu

Hilo

Waianae

Beavercreek

Aiea

Kailua Kona

Wailuku

Mililani

Honolulu

Honolulu

Honolulu

Honolulu

Honolulu

Marie Hammond

Nancy Atmospera-Walch

Tara Wilson

Christina Ranan

Francisco Conde

Feliciana Sales

Linda Price

Rachel Cabel

Andrea Montgomery-Kylie

Mazie-Rose Coloma

Valerie Parayno

Karen Kalanta

Lynne Faulkner

Liza Oasay

Elsa Talavera

Suzette Wright-Maximo

Dana Ramos

Lani Tsuneishi

Jill Slade

Michele Hadano

Michelle Higgins

Jennifer Wold

Laura Jambura

Martina TaylorCampbell

Holly Fontenot

Janice Ferguson

Joan Takamori

Peter Gampon

Rhoberta Haley

Theresa Abraham

Claudine Tomasa

Aileen Siliado

Stephanie Higa

Veronica Mitchell

Hilo

Honolulu

Hilo

Hilo

Honolulu

Pukalani

Kailua

Kahului

Ewa Beach

Honolulu

Hilo

Kapolei

Kailua

Pearl City

Mililani

Ewa Beach

Kahuku

Honolulu

Kapolei

Waipahu

Wahiawa

Kailua

Dallas

Honolulu

Honolulu

Honolulu

Honolulu

Honolulu

Honolulu

Kahului

Kailua

Kekaha

Hilo

Waipahu

Kimberly Hayashi

Jaymilette Moken

Patti Dellaport

Christy Rios

Rachel Coolidge

Elizabeth Pavlik

Laila Kemmerly

Sheri Richards

Wainani Ballard

Zachary Johnson

Lydia Brandes

Alison Diehl

Melveen Camba

Kimberly Chow-Rule

Cortez Fabia

Perie Danao

Jayson O’Donnell

Ruthie Clearwater

Liza Dernehl

Shannon Kunimura

Valerie Gourley

Kawailehua Paikai

Patrick Shine

Katherine Jeffrey

Gayle Bovee

Linda Fukuhara

Ma. Lourdes Brexy Abara

Marlo Lyman-Kekaualua

Susan Minnich

Hulali Trask

Trevor Lidge

Patricia Hensley

Alexandra Gesin

Christian Joseph Gaerlan

Honolulu

Kent

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Mililani

Kailua

Madison

Aiea

Kaneohe

Hilo

Honolulu

Kula

Fredericksbrg

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Ewa Beach

Honolulu

Waipahu

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Keaau

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Kaneohe

Kailua

Kapolei

Hilo

Pahoa

Hilo

Pearl City

Ewa Beach

Hilo

Kaneohe

Keaau

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Keaau

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Wendy Lai

Chelsey Williams

Nhi Quach

Nancy Capuano

Shelly Lynne Jaynes

Heideman

Margaret Plyler

Maria Fe McGehee

Sorayda Comiso

Emily Levitt -gopie

Young Schoen

Nicasio Baldonado

Kayoko Miura

Melito Orosco

Molly Moore

Katherine Davis

Robin Kalohelani

Darlena Chadwick

Matthew Jenkins

Hilda Vigil

Lynn Dagan

Karen Sawyer

Siarah Roberts

Kara Gormont

Priscilla Morales

Arlene Milam

Daryle Ann Ho

Kimberly Matsunaga

Chutima Forkner

Mohamed Elshehaby

Haley Deforest

Jeny Bissell

Alaina Abbott

Katie Risley

Honolulu

Kailua

Honolulu

Honolulu

Wailuku

Hanapepe

Kaneohe

Kaneohe

Mililani

Honolulu

Honolulu

Honolulu

Honolulu

Honolulu

Honolulu

Ewa Beach

Kapolei

Lihue

Ewa Beach

Mililani

Hilo

Lihue

Honolulu

Kihei

Mililani

Honolulu

Honolulu

Honolulu

Kapolei

Wailuku

Kihei

Kalaheo

Honolulu


August, September, October 2022 Hawaiʻi Nurse • Page 11

HAWAI’I-ANA MEMBERSHIP (continued)

Hawai’i-ANA Members continued from page 9

Deborah Michiko Fried

Donna Torres

Melanie Tsukamoto

Sapi Purcell

Amelia Greenidge

Kelly Johnson

Dawn Styner

Denise Cohen

Jo Wakayama

Brenda Jackson

Jennifer Booker

Kathleen Burger

Barbara Karodia

Kathleen Sullivan

Abbie Neves

Maureeb Camacho

Natalie Kitamura

Yuka Hazam

Vanessa Lyons

Lisa Ushiroda-Garma

Charlotte Baylon-Jones

Katherine Converse

Elizabeth Seymour

Kathleen Acierto

Teri Fonoti

Shellie Norman

Ethel Koga

Tracy Ingram

Helen Hudson

Janel Manos

Mary Volenec

Andrea Manaea

Ray Morikawa

Christine Prentice

Gary Yoshimoto

Nora Phillips

Verona Chiutena

Barbara Insisiengmay

Dida Dodhi

Anna Schulte

Hilo

Aiea

Aiea

Laie

Kahului

Honolulu

Kailua Kona

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Karla Hall

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Pablito Gahol

Cheryl Kaaialii

Welcoming 24 New

Members of Hawaiʻi-ANA,

between 05/10/2022 and

07/10/2022:

Moanikaimalinamaealani Bertelmann

Jill Bowman

Julie Bremholm

Verona Chiutena

Analiza Corpuz

Rachelle Cortez

Mohamed Elshehaby

Chutima Forkner

Kimberly Gibu

Joycelyn Gilliam

Helwa Hamdallah

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Opportunities for

Members:

Attend Hawaiʻi-ANA Board and Committee Meetings:

all members are welcome to attend. Introduce yourself

and learn about the many opportunities available to you

as a member of Hawaiʻi-ANA.

Log into our webpage under

Upcoming Events at Events Page

Click on the Meeting of your choice to register for the

event and acquire the zoom link, such as the next

Board of Directors Meeting:

Saturday, September 10, 2022 at 9:00am HT

Committees you can participate in:

- Advocacy Committee

(policy/legislative & coalitions)

- Student Nurses Committee

- Mentorship Committee

(new graduates, senior students,

mentors, etc.)

- Events Planning Committee

- Marketing Committee (website,

social media, newsletter, advertising)

- Districts & Membership Engagement

Committee (DME: works with Student

Nurses Committee to link Schools of

Nursing in each District)

- Continuing Education Planning

Committee

- Finance Committee

Contact Linda @ executivedriector@ana.org or text/

call (808)779-3001 for assistance with any networking

opportunities.

Joycelyn Gilliam

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Page 12 • Hawaiʻi Nurse August, September, October 2022

ANA-ONLY MEMBERS

If your name is on this list of 93 RNs, you are a member of ANA-Only, and you are not a member of your state nurses

association at Hawaiʻi-ANA. As a member of ANA-Only you cannot vote in elections or represent Hawaiʻi-ANA.

Want to join Hawaiʻi-ANA jointly with ANA? Just email Linda at executivedirector@hawaii-ana.org and say you

“want to be a joint member of ANA and Hawaiʻi-ANA.” We will help you (bonus: it is less $$!).

Kris Aceret

Paula Hulme

Richard Ramirez

Joint membership with ANA and Hawaiʻi-ANA

costs $15 a month or $180 annually

and provides these benefits:

Cindy Arce

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Save $100 on ANCC certification (initial or renewal)

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Advocacy to strengthen nursing’s voice

Opportunities to network with over 240,000 ANA members

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Mae Kimberly Corpuz

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American Nurse journal

OJIN - The Online Journal of Issues in Nursing & ANA SmartBrief

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Want to join Hawaiʻi-ANA jointly with ANA? Just email Linda at executivedirector@hawaii-ana.org and say you

“want to be a joint member of ANA and Hawaiʻi-ANA.”


August, September, October 2022 Hawaiʻi Nurse • Page 13

The New Graduate RN Workforce Report

ANSWERS TO FREQUENTLY ASKED NEW GRADUATE RN QUESTIONS

The New Graduate RN Workforce Report on the Hawai’i State Center for Nursing’s

website Released April, 2022.

To subscribe to Hawaiʻi State Center for Nursing (HSCN) newsletters: click here.

How many New Grads are in Hawai‘i’s

Workforce and Where Do They Work?

We estimate that as of July 2021, there were

approximately 15,070 RNs employed in a variety of

roles throughout Hawai‘i (Hawai‘i State Center for

Nursing, 2021a). Of these, 11% were new graduates.

Why is this information important to you?

The Center’s strategic plan through 2023 places emphasis on research as a vehicle

through which the Center will be data-driven and evidence-based in its decision-making

related to:

• program development, revision, and implementation;

• participation in statewide initiatives related to nursing and healthcare workforce

development;

• support of public policy with implications for the practice of nursing.”

Hawaiʻi State Center for Nursing (2022, April 29). Workforce Reports. Retrieved from

https://www.hawaiicenterfornursing.org/data-reports/

New graduates are not equally likely to work in all

settings. When we examine the composition of the

RN workforce in each of five major types of practice

settings, we find that new graduates account for

nearly 20% of the workforce in post-acute/longterm

care settings but 10% or less of the workforce

in any other setting. Similarly, when we examine

the distribution of RNs’ employment setting by their

new graduate status, we find that new graduates

are notably more likely to work in post-acute/longterm

care settings and less likely to work in acute

care hospitals than non- new graduate RNs. Taken

together, these data indicate that new graduates are

overrepresented in post-acute/long-term care settings.

Report continued on page 14


Page 14 • Hawaiʻi Nurse August, September, October 2022

Report continued from page 13

What’s the Educational Background of the

New Grad Workforce?

A prevailing belief about the new graduate RN

workforce is that Hawai‘i’s schools of nursing are the

primary contributors of new graduates to the local

workforce. Our current Supply Survey data validate

this belief. Nearly 75% of the new graduate RNs

currently working Hawai‘i received their initial nursing

education from a local school.

The current statewide nursing shortage (Hawai‘i

State Center for Nursing, 2021d) warrants renewed

focus on addressing the barriers that limit in-state

schools’ ability to expand enrollment in their prelicensure

RN programs and graduate enough new

nurses to meet workforce demand. We have written

several times over the last four years that the two

primary constraints on local schools’ capacity to

educate new nurses are the nursing faculty shortage,

especially for University of Hawai‘i System schools,

and a limited supply of curriculum-appropriate clinical

placements. If these crucial resources continue to

be limited, we are concerned that local schools will

be unable to sustain the RN workforce, especially as

the number of people in the population with greater

healthcare needs grows, such as kūpuna and people

with long-lasting effects of COVID-19.

Despite being affected by constrained resources,

Hawai‘i’s in-state schools of nursing graduated an

average of about 430 new prospective RNs from ADN,

BSN, and GEPN programs each year between 2018

and 2020 (Hawai‘i State Center for Nursing, 2022b).

Students from BSN or GEPN programs account for

69% of these new graduates. This is consistent with

the 71% of new graduate RNs who told us on our

Supply Survey that they were initially educated in a

BSN or GEPN program. The high proportion of new

graduates entering practice with a BSN or graduate

degree has contributed to Hawai‘i having one of the

most highly educated RN workforces in the country

since 2017 (Campaign for Action, 2019).

To access electronic copies of the

Hawai’i Nurse, please visit

http://www.NursingALD.com/publications

How Long Does It Take for New Grads to Enter

the Workforce?

One of the most important issues for employers,

schools, and new graduates is how long it takes

new graduates to enter the workforce after

graduation. While the job market is the primary

driver of new graduates’ time to initial employment,

having difficulty scheduling or passing the NCLEX-

RN or lengthy license application review times can

also delay new graduates’ initial job attainment. To

address this possibility, we asked new graduates

how long it took them to get licensed after

graduation.

More than 40% of new graduates reported that

they were licensed less than three months after

they graduated. Within six months of graduation,

more than 80% of new graduates had licenses

in-hand. These data suggest that there are no

significant barriers keeping new graduates from

getting their licenses and becoming eligible to

enter practice quickly after graduation. Without

barriers to licensure, employers can expect an

influx of new graduates to the workforce twice

per year in March and August, about three

months after December and May graduations,

respectively.

We also asked new graduates to report

how long after graduation it took them to get

their first nursing jobs. By three months after

graduation, 36% of new graduates were working

in their first nursing job. By six months after

graduation, 65% of new graduates had entered

the nursing workforce.

The amount of time it took new graduate RNs

to enter the workforce varied considerably by their

initial employment setting. New graduates whose

first jobs were in non-acute settings had a shorter

time to initial employment than those whose

first jobs were in hospitals. The majority of new

graduates whose first jobs were in post-acute/longterm

care (74%), ambulatory (82%), or home health/

hospice settings (88%) were employed within six

months after graduation. In contrast, 54% of new

graduates who took their first jobs in hospitals were

working within six months of graduating. Almost 20%

of new graduates whose initial nursing jobs were in

hospitals took a year or longer to enter the nursing

workforce.

Why Aren’t There Jobs for New Grads in Hawai‘i?

Strong competition for new graduate jobs in

acute care sometimes creates the impression that

the job market in Hawai‘i is inhospitable to new

graduates. In reality, there are ample opportunities

for new graduates to get to work quickly, though

those opportunities may not exist in hospitals.

New graduates who went to work in home

health had the shortest time to initial employment;

75% of new graduates in home health were in

the workforce within three months of graduating.

Among new graduates who chose jobs in postacute/long-term

care or ambulatory settings, about

40% were in the workforce less than three months

after graduation.

These data demonstrate that local new graduates

can get hired in Hawai‘i within a few months of

graduation if they are willing to take their first jobs

in non-acute care settings. Despite most non-acute

settings offering a faster path to initial employment,

hospitals are the most in-demand setting for new

graduates’ first jobs. Hospitals have fewer jobs to

offer than there are new graduates who want them,

a fact which is sometimes interpreted as hospitals

not wanting to hire new graduates. We address that

interpretation in the next section.

Why Don’t Hospitals Want to Hire New

Graduates?

Among graduates from nursing schools in Hawai‘i,

75% indicated that they wanted their first employment

setting to be in a hospital. In contrast, only 31% of

new graduates reported that they actually obtained

employment in a hospital following graduation. This

corresponds to the share of new graduates that

hospitals in the Hawai‘i NRP (HNRP) Collaborative

reported hiring. Between 2018 and 2021, hospitals

that were members of the HNRP hired an average

of about 90 new graduates each year (Hawai‘i State

Center for Nursing, 2021c). If we estimate that

hospitals that were not members of the HNRP hired

another 30 nurses annually, then hospitals hired about

31% of the 400 new graduates who completed ADN or

BSN programs each year during the same time frame.


August, September, October 2022 Hawaiʻi Nurse • Page 15

Hospitals’ willingness and ability to hire new

graduates varies as a function of several factors such

as the availability of resources to provide transition

to practice support, relative need for generalists vs.

specialty RNs (which new graduates are not), and

relative demand for nurses vs. other types of nonnursing

health professionals. Though these and other

factors influence the acute care new graduate RN

job market, we argue that the single most influential

factor driving hospitals’ limited hiring of new graduates

is that hospitals employ a smaller share of the entire

RN workforce as compared to 15 years ago.

As models of healthcare emphasize disease

prevention, health maintenance, and aging-in-place,

demand for nurses in ambulatory and home health

settings has increased. Simultaneously, the average

patient length of stay in hospitals has become

shorter which has increased demand for nurses in

post-acute/long-term care settings and created a

corresponding decrease in the share of nurses that

work in hospitals. According to historical Supply

Survey data, the proportion of the total RN workforce

that reported a primary employment setting in a

hospital decreased from 62% in 2007 to 42% in

2021. As more nursing care is delivered in nonacute

settings, hospitals employ less of the total

RN workforce, and by extension, less of the new

graduate workforce.

A good question may be why do so many new

graduates want to work in hospitals as compared

to other settings? There are some good reasons for

this, such as:

• Most of nursing students’ clinical hours are

conducted in hospitals. This promotes new

graduates’ familiarity with hospitals as a

practice setting and (erroneously) establishes

an expectation that most nursing practice

happens in hospitals.

The patient load for nurses employed in

hospitals is generally much smaller than that of

nurses who work in most post-acute/long-term

care settings. Having fewer patients to care for

during any given shift makes for a less stressful

and more manageable practice environment,

especially for new nurses.

• Hospitals are more likely than other settings to

offer new graduate NRPs which help to ease

new graduates’ initial transition into practice.

Nurses who complete a new graduate NRP are

more likely to remain in their jobs for at least

a year than nurses who do not receive formal

transition to practice support.

Nurses who work in hospitals are paid more per

year on average than nurses who work in other

settings, sometimes by an extraordinary margin

(Hawai‘i State Center for Nursing, 2022a).

While some of these advantages are unique to

acute care and cannot easily be replicated in other

settings, it is important for non-acute employers to

recognize the specific advantages that hospitals

have in the new graduate job market. If non-acute

employers can implement programs or initiatives that

can increase the desirability of their own settings,

then they can draw some of the new graduate

employment demand away from hospitals. Doing so

would benefit new graduates and employers in all

settings over the status quo.

Before we close this section, we want to note

that hospital hiring has been unusually high in 2021

and 2022. Members of the HNRP hired nearly 290

new graduates for the 2021-2022 NRP year, most of

whom were hired by hospitals. This is the largest

number of new graduates hired by HNRP facilities

in a single year since at least 2015 (Hawai‘i State

Center for Nursing, 2021c). The recent spike in

hospitals’ hiring of new graduates is in response to

a statewide nursing shortage stemming largely from

the COVID-19 pandemic.

As a result, we expect that future Supply Survey

data will reflect a higher proportion of new graduate

hires into acute care than the historical data would

forecast.

How Many Local New Grads Has Hawai‘i Lost to

Out of State Jobs?

When our stakeholders express their concern

about the local job market being unfriendly to

new graduates, we are often asked to quantify the

number of local graduates who have left the islands

for jobs in other states or countries. Unfortunately,

we do not have the data necessary to answer this

question.

The major limitation of our Supply Survey is that

nurses complete it when they renew their Hawai‘i

nursing license. If a graduate from a local school

never got a Hawai‘i license or decided not to renew

a Hawai‘i license because they started working in

another state, they do not have access to our Supply

Survey. Additionally, in 2021, we had an unusually

low response rate as compared to prior survey years

(Hawai‘i State Center for Nursing, 2021b). Ordinarily,

our sample is large enough that we have enough

data to compare local graduates who left the state

to those who stayed in Hawai‘i. Those comparisons

do not provide a definitive estimate of the number

of local graduates who have left the state, but we

can formulate a profile of them so we can better

understand their decision to leave. The unusually

small sample size in the 2021 study prevented us

from being able to make those comparisons this year.

Though we do not have the data we need to

develop a profile of the local new graduates who

left the state this year, we did have enough data in

2019. We provided a thorough discussion of what we

knew about the local nurses who left the state in our

Education Capacity Report for Academic Year 2018-

2019 (Hawai‘i State Center for Nursing, 2020, pp.

22–26). Two findings from that report are especially

relevant here.

First, in 2019 about 90% of local new graduates

reported a primary residential location in Hawai‘i.

If we extrapolate that proportion to the number of

new graduates from in-state schools, Hawai‘i loses

about 40 prospective RNs to other states or countries

annually. Whether the loss of 40 new graduates

is cause for alarm is a matter of perspective, but it

is the case that most of our local graduates remain

in Hawai‘i. Second, local new graduates who left

the state were much more likely to be employed in

hospitals as compared to new graduates who stayed

in Hawai‘i. These data suggest that new graduates

who had a non-negotiable preference to work in

acute care were willing to take jobs out of state

rather than delaying their entry to the workforce

as did many of their counterparts who remained in

Hawai‘i.

Do Most New Grads Receive Formal Transition

to Practice Support?

NRPs provide new graduate nurses with formalized

support, mentorship, and education during their

transition from their role as student to their role as

practicing clinicians. As a result, NRPs are widely

regarded as playing an important role in increasing

first- and second-year retention rates for new

graduate nurses.

In 2021, less than 30% of new graduate RNs

reported that they had either completed or were

currently participating in an NRP. The low overall

rate of NRP participation among new graduates

is explained by the absence of formal NRPs in

non-acute settings. As of October 2021, all of the

members of the HNRP Collaborative were acute

care hospitals (Hawai‘i State Center for Nursing,

2021c). While the Center has worked with postacute/long-term

care to identify and reduce barriers

to implementing NRPs, formal new graduate RN

residencies remain largely a resource provided by

hospitals. As a result, 60% new graduates whose

first or current nursing jobs were in hospitals were

more likely to have completed or currently be

enrolled in an NRP. In contrast, only 6% of RNs

whose first or current jobs were in non-acute

settings have participated in an NRP.

Are Most New Grads Likely to Leave Their Jobs?

Much of the interest in establishing new graduate

NRPs stems from concerns over high rates of firstyear

attrition. Because the transition from student to

nurse is challenging, in the absence of formal support

many new graduates find the nursing profession

overwhelming. Many leave their first employers

within a year in search of more support. In the

worst cases, some new graduates leave the nursing

Report continued on page 16


Page 16 • Hawaiʻi Nurse August, September, October 2022

Report continued from page 15

profession altogether. Because of the high rate at

which new graduates in Hawai‘i are employed in nonacute

settings that do not have formal NRPs, we are

interested in whether an unusually high proportion

of new graduates are contemplating leaving their

current jobs.

Another worrisome finding is that new graduate

nurses’ intention to leave their current position

varies markedly by their primary practice setting.

Specifically, new graduates employed in postacute/long-term

care settings were much more

likely than nurses in any other setting to have

plans to leave their current jobs within a year. In

contrast, new graduates working in acute care

hospitals were more likely than nurses in any other

setting to indicate having plans to remain in their

current jobs.

Though we do not have the data to test a causal

relationship between NRPs and new graduates’

intention to stay in their current jobs, our data do

suggest that the statewide workforce would likely

benefit from an expansion of NRPs into post-acute/

long-term care settings.

Are New Grads More Diverse & Representative

than More Experienced Nurses?

As compared to nurses who graduated prior

to 2017, new graduate RNs are more likely to be

men, of mixed ethnic ancestry, Native Hawaiian,

or Hispanic/Latinx, but by small margins. Despite

small and important improvements, men and

Native Hawaiians continue to be substantially

underrepresented compared to the residential

population of the state.

We asked nurses to report how likely they were to

leave their current positions within the next 12 months

(equivalent to the middle of 2022). In comparison to

the rest of the RN workforce, new graduate RNs

expressed less optimism and more uncertainty about

their career intentions for the next year. While more

than 60% of experienced RNs reported that they were

likely or very likely to stay in their current job through

the middle of this year, fewer than 45% of new

graduates reported the same.

Perhaps the most alarming finding related to new

graduates’ 12-month plans was that 33% of all new

graduates were uncertain of whether they would

remain in their current role for the next year. New

graduates’ lack of certainty about changing jobs

creates a challenge for employers who are unable to

plan for turnover that they do not know is coming.

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