25.08.2022 Views

Rhode Island Nurse August 2022

You also want an ePaper? Increase the reach of your titles

YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.

Volume 11 | No. 4<br />

The Official Publication of the American <strong>Nurse</strong>s Association <strong>Rhode</strong> <strong>Island</strong><br />

Aug., Sept., Oct. <strong>2022</strong><br />

The <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong><br />

Quarterly publication sent to 7,000 Registered <strong>Nurse</strong>s and LPNs in <strong>Rhode</strong> <strong>Island</strong><br />

Message from the President<br />

Inside<br />

Excellence in Nursing Awards<br />

Page 3<br />

I am a Nursing<br />

Conference Junkie<br />

Page 4<br />

Annual Meeting Summary<br />

Page 5<br />

Leigh Hubbard, MS, RN<br />

President, ANA-RI<br />

As fall draws near, I tend<br />

to reflect on the precious,<br />

limited time we have over the<br />

summer months, the official<br />

time of vacations, laughter,<br />

togetherness, 5K runs, cookouts,<br />

and camps. Many of<br />

us count the days until the<br />

weather turns and the tee<br />

shirts come out, when the<br />

school buses disappear, and<br />

the stickiness of melting icecream<br />

and salt and sand are endless.<br />

In this profession, many of us have limited time<br />

to enjoy this weather and these moments with our<br />

people due to the ever-present work of healthcare<br />

that must be done. My hope for all of you is that<br />

you did have slivers of time this season to unplug,<br />

to breathe, to enjoy moments of summer fun,<br />

despite the tasks at hand, namely ongoing (now<br />

baseline) COVID-19 patients, the monkeypox<br />

threat, staffing shortages, gun violence, heat<br />

related trauma and illness, to name a few.<br />

More importantly, I hope that, even during the<br />

work times, you were able to name at least one<br />

great moment each day. Perhaps a colleague<br />

acknowledged what an amazing feat it was to<br />

change the complicated dressing, or a family<br />

member provided you with a sincere thank you.<br />

Perhaps you witnessed a kid skip out of the<br />

hospital when discharged or caught an elderly<br />

couple in a loving embrace. Maybe the wind hit<br />

you in the perfect way as you walked to your car<br />

one morning after a long shift, or you were able<br />

to see the lightbulb go off over your mentee’s<br />

head as they learned the critical ‘why’ behind the<br />

task-oriented ‘what.’ These moments don’t need<br />

the summer heat to be found. They can be found<br />

year-round, every day, if we open our eyes and<br />

hearts to see them and to let the sparkle find its<br />

way into our lives.<br />

It’s understandable why we crave calm, and<br />

we are currently tripping over contact hours<br />

about resilience, mindfulness, and work-life<br />

balance, which is so difficult at times to gain<br />

and maintain. A quick review of our history as<br />

a species reveals, however, that we have never<br />

been in a world where calm and peace is the<br />

baseline. As a species we are born screaming,<br />

and we have always lived in a world with virtually<br />

constant threats. Thousands of years ago, it was<br />

the threat of being eaten, starving, or freezing<br />

to death. The threats have changed, but our<br />

genetically coded response to those threats has<br />

not. Our ability to withstand threat, to be resilient<br />

despite danger and uncertainty, comes from our<br />

ability to feel safe and cared for, and from our<br />

ability to recognize and nurture the humanity<br />

and community that surrounds us. It does not<br />

come from one week off, a 90-minute massage,<br />

or always leaving on time, or even getting eight<br />

hours of sleep every night. It does come from<br />

being certain of our place in the world, of our<br />

acceptance by those that surround us, and it<br />

comes from us providing that to others.<br />

What an easy thing to write or to say. It is<br />

much harder to do when we live and work in<br />

places where people are constantly hearing bad<br />

news, coping with medical nightmares, managing<br />

uncertainty, carrying the weight of oppression or<br />

childhood trauma, navigating addiction or chronic<br />

or acute illness, or unsure of where they will sleep<br />

or what they will eat tomorrow. Still, the ANA Code<br />

of Ethics Provision 1 demands that we …practice<br />

with compassion and respect for the inherent<br />

dignity, worth, and unique attributes of every<br />

person. In other words, we make our fellow<br />

humans feel welcomed, included, and like they are<br />

people worthy of our time and care.<br />

As we enter the fall and the manic holiday<br />

season, I challenge you to make it a habit to<br />

consciously identify at least one instance of<br />

humanity and/or inclusion a day (note examples<br />

above) and tell someone about it. AND I<br />

encourage you to provide the world with an<br />

example of humanity for others to witness. This<br />

could be looking a stranger in the eye, smiling,<br />

and saying hello. It could be acknowledging a<br />

new co-worker who seems to be struggling, or it<br />

could be telling your kid or dear friend that you<br />

accept them unconditionally, no matter what. It<br />

could be giving your leftovers to the person sitting<br />

on the corner or letting the minivan turn left at a<br />

busy intersection. It may be acknowledging how<br />

crappy it is to wait to be seen by the provider or<br />

for an important test result. These moments<br />

matter because they validate all involved as<br />

human beings, living in this time, as being worthy<br />

of this effort. For onlookers, these acts of<br />

humanity provide hope that the world, despite the<br />

ever-present, ever-changing stressors and threats,<br />

isn’t all bad and that in you, their RN (or friend,<br />

neighbor, or family member), they can find safety<br />

and trust.<br />

Each season brings with it a flavor that each<br />

may experience differently, depending on our<br />

history. I urge you to consider what unites us and<br />

to invite others into whatever calm or chaos you<br />

call life. Opportunities to connect may not quiet<br />

the storm but in community we find strength and<br />

support to rise to any challenge.


Page 2 • <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Welcome Back<br />

It is with pleasure that RISNA (ANA-RI) renews their relationship with ALD Publishing<br />

to present you with our first quarterly digital newsletter. The newsletter will be<br />

published quarterly and will update you on local and national issues that are of<br />

concern to nurses and the nursing profession.<br />

Please let us know what would be of interest to you in upcoming editions.<br />

Email your suggestions and articles of interest to dpolicastro@risna.org.<br />

The <strong>Rhode</strong><br />

<strong>Island</strong> <strong>Nurse</strong><br />

The American <strong>Nurse</strong>s Association - <strong>Rhode</strong> <strong>Island</strong><br />

(ANA-RI), a constituent member of the American<br />

<strong>Nurse</strong>s Association (ANA), is the authority on<br />

matters concerning the profession of nursing and<br />

nursing practice in the State of <strong>Rhode</strong> <strong>Island</strong>.<br />

Updates from the Executive Director<br />

Executive Director<br />

Donna Policastro, RNP, ED<br />

Donna M. Policastro, RN<br />

Executive Director<br />

After over two years of<br />

isolation and multiple “ZOOM”<br />

meetings; it now seems that<br />

we have returned to some<br />

kind of normalcy. However, we<br />

must still remain vigilant.<br />

So, what has RISNA<br />

(ANA-RI) been up to for<br />

the last two years. Many<br />

members volunteered at<br />

COVID immunization clinics,<br />

volunteered at RIDOH and<br />

staffed our hospitals Covid units and ER’s. Many<br />

nurses took a pause and reprioritized their career<br />

goals and left the profession entirely.<br />

The 2020/21 licensing cycle in RI revealed that<br />

5500 registered nurses did not renew their license.<br />

What will the future look like for nursing care as we<br />

figure out how to replace the nurses that we have lost.<br />

On a positive note, two new baccalaureate<br />

programs have applied to the Board of Nursing<br />

for approval. Providence College will welcome 50<br />

students as will Johnson & Wales University in 2023.<br />

RISNA”s board has been engaged in increasing<br />

networking and education activities for our<br />

members and to attract new members. Please visit<br />

our website at www.risna.org for updates on events.<br />

The board of directors election will occur in late<br />

Fall. Please consider running for a board seat. This<br />

year, we will elect a President, Treasurer, Secretary<br />

and two Directors.<br />

The Legislative session will begin in January 2023.<br />

A Legislative Commission to study the benefits of reentering<br />

the <strong>Nurse</strong> License Compact will commence in<br />

October <strong>2022</strong>. RISNA has a “seat” on the commission<br />

and will provide an update in our next edition.<br />

Until then, enjoy the end of your summer.<br />

Respectfully submitted:<br />

Donna M. Policastro, RN<br />

Executive Director<br />

President<br />

Leigh Hubbard, MS, RN, ONC<br />

Vice-President<br />

Donna McDonald, RN, BSN<br />

Treasurer<br />

Annette Fonteneau, MSN, APRN,<br />

DCNP<br />

Secretary<br />

Julie Ann Greenhalgh<br />

Board of Directors<br />

Joanne Borademos, RN<br />

Jacqueline Insana, MSN, RN,<br />

PMH-BC, NPD-BC<br />

Ara Millette<br />

Sylvia Weber, MSN, RN<br />

Publisher<br />

<strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> is published quarterly every<br />

February, May, <strong>August</strong> and November by Arthur<br />

L. Davis Publishing Agency, Inc.<br />

For advertising rates and information, please<br />

contact Arthur L. Davis Publishing Agency,<br />

Inc., PO Box 216, Cedar Falls, Iowa 50613,<br />

(800) 626-4081, sales@aldpub.com. ANA-RI<br />

and the Arthur L. Davis Publishing Agency, Inc.<br />

reserve the right to reject any advertisement.<br />

Responsibility for errors in advertising is limited<br />

to corrections in the next issue or refund of price<br />

of advertisement.<br />

Acceptance of advertising does not imply<br />

endorsement or approval by the ANA-RI of<br />

products advertised, the advertisers, or the<br />

claims made. Rejection of an advertisement<br />

does not imply a product offered for advertising<br />

is without merit, or that the manufacturer lacks<br />

integrity, or that this association disapproves of<br />

the product or its use. ANA-RI and the Arthur<br />

L. Davis Publishing Agency, Inc. shall not be<br />

held liable for any consequences resulting from<br />

purchase or use of an advertiser’s product.<br />

Articles appearing in this publication express the<br />

opinions of the authors; they do not necessarily<br />

reflect views of the staff, board, or membership<br />

of ANA-RI or those of the national or local<br />

associations.<br />

American <strong>Nurse</strong>s Association - <strong>Rhode</strong> <strong>Island</strong><br />

1800D Mineral Spring Avenue, PO Box 299<br />

North Providence, <strong>Rhode</strong> <strong>Island</strong> 02904<br />

Tel: 401-331-5644 • Fax: 401-331-5646


<strong>August</strong>, September, October <strong>2022</strong> <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> • Page 3<br />

RISNA News<br />

Sylvia Weber, RN, MSN, PCNS<br />

Since early childhood I<br />

was always sensitive to my<br />

surroundings and would be<br />

the one who would intervene<br />

when peers would be<br />

aggressive or cruel towards<br />

any living being. This, and<br />

my mothers favorite saying,<br />

“it’s a great life if you don’t<br />

weaken,” was the foundation<br />

for the path I followed and<br />

committed to.<br />

A defining experience occurred when I was six<br />

years old when relatives from Europe, who were<br />

survivors of the Holocaust, came to the United<br />

States and stayed with family until they were able<br />

to create a life here. After I went to bed I would<br />

pretend I was sleeping. I stayed awake because I<br />

wanted to hear them share their experiences. It was<br />

this experience that led me to make a commitment<br />

that as long as I lived I would so something every<br />

day to make this a better world for all, no matter<br />

how small or large it was, a smile, a greeting, a chat,<br />

support, etc. As I followed this path I learned about<br />

many principles/concepts. One is the concept of<br />

innocence, the ability to approach each situation<br />

with “new eyes” while taking into account lessons<br />

previously learned. I also learned that in Western<br />

thought we tend to believe in a beginning and<br />

an end instead of eternity which allows us to be<br />

near sighted rather than look at our impact on all<br />

generations, all of life, present and future.<br />

When the time came for me to explore the<br />

career path I wanted to follow, these and other<br />

experiences, led me to look at professions that<br />

brought compassion, healing and knowledge into<br />

the world to help others. I was drawn to nursing as it<br />

is based on these principles/concepts.<br />

During my career I continued to have<br />

experiences that broadened and expanded my<br />

knowledge of the underlying principles/concepts<br />

that enhanced my life and work. As Dolores<br />

Krieger, RN, PhD said, “think deeply and care<br />

deeply.” This occurred at Pumpkin Hollow Retreat<br />

Center in New York State. It was also there that I<br />

learned a wonderful metaphor that’s an underlying<br />

principle for me, that of the brook: The brook is<br />

always changing and its path is not always smooth.<br />

It comes to rocks and other obstacles to eventually<br />

find a way around or over the obstacle, and it<br />

keeps on flowing.<br />

Equally true is the principle of consciousness.<br />

As James O’Dea stated in an Institute of Noetic<br />

Science publication in the winter of 2008-2009,<br />

“consciousness can be limited and divisive or can<br />

lead to a new humanity, the capacity to heal, to<br />

forgive, to deepen the bonds of friendship and love<br />

and become an integrated whole/oneness.”<br />

My experiences as a nurse also expanded my<br />

view of spirituality. There are many ways people<br />

express their spirituality, organized religion being<br />

one. It includes our relationship with and within the<br />

universe. It’s also our sense of purpose, direction<br />

and why we believe we are here. It’s our feelings<br />

of connectedness with our selves, with others,<br />

with all of life. When we have a clear sense of our<br />

spiritual path, our sense of purpose, and are true<br />

to it, our possibilities are limitless. We understand<br />

that when one door closes, another opens. We<br />

understand that opportunities are not better or<br />

worse, they are different. We understand that we<br />

are more comfortable with the concept of surrender<br />

as not giving up but rather of turning it over from<br />

the physical plane to the spiritual plane while<br />

still doing what’s in our control on the physical<br />

plane. We understand that surrender is letting go<br />

of our attachment to the outcome. It is true that<br />

we may not get what we want and we understand<br />

that we are starting a process of change and of<br />

transformation. The process of our experiences are<br />

as important as the outcome.<br />

As a result, to me, nursing is more than a<br />

profession, it is who we are and how we live and<br />

walk in this world.<br />

have thousands<br />

We<br />

nursing jobs!<br />

of<br />

Find your dream job now.


Page 4 • <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

I am a Nursing Conference Junkie<br />

Leigh Hubbard, MS, RN<br />

President, ANA-RI<br />

I remember my Nursing<br />

Research course in my<br />

Bachelor’s program at<br />

UMass Dartmouth. It<br />

was a mandatory course<br />

within the curriculum, but<br />

I remember thinking, this<br />

is silly – I want to care for<br />

people, not do research!<br />

I tucked the info from<br />

that course into a corner<br />

of my brain and got to<br />

work. For the first few years I busied myself with<br />

getting into the practice of nursing, refining my<br />

assessment skills, trying not to do harm, learning<br />

how to be a good colleague, and teaching<br />

those coming on after me. As I became more<br />

comfortable with the basics, I felt a tug toward<br />

improving the systems and workplaces that I<br />

was a part of. I remember thinking, what would<br />

happen if we changed this a bit, or refined this<br />

process, or asked nurses about this scenario?<br />

There was a desire to learn what other similar<br />

institutions were doing – how were they handling<br />

staffing deficits and medication errors? How<br />

were they coping with the unexpected death of<br />

a patient? How were other institutions reducing<br />

post-surgical complications or admission rates?<br />

I began using my institution’s library (Because<br />

back then there was an actual place where<br />

nursing journals were sitting on shelves) and<br />

looking for information. It was in the front and<br />

back of those journals I discovered invitations<br />

to attend conferences. Then I remembered my<br />

research class.<br />

I attended my first conference in Boston in<br />

2008. It was an adolescent health conference,<br />

with a track in sexual health, which was the<br />

area of nursing I was practicing at that time. I<br />

paid a few hundred dollars, requested the time<br />

off of work, and took the train from Providence<br />

to Boston. I heard incredible speakers and met<br />

incredible people. I learned of alternative ways to<br />

ask questions in a way that carried less judgment<br />

and would help put my youthful patients at<br />

ease. I learned about assessment tools I hadn’t<br />

seen before, and I learned of up-and-coming<br />

technology and medications that were going to<br />

be emerging in the near future. It was an injection<br />

East Bay Community Action Program (EBCAP) is seeking experienced<br />

Registered <strong>Nurse</strong>s, <strong>Nurse</strong> Practitioners, and Physician Assistants<br />

to join our agency at various locations. All positions are offering sign-on<br />

bonuses of up to $2,500 for select positions!<br />

We are seeking highly professional and motivated individuals who enjoy<br />

working with clients in a community health setting. Come join our expanding<br />

dynamic multidisciplinary team and provide comprehensive patient care<br />

using a care team model. To learn more about career opportunities,<br />

visit www.ebcap.org/careers or email careers@ebcap.org.<br />

For Full Time Employees Working 30 – 40 hours per week, EBCAP provides<br />

a comprehensive compensation and benefits package that includes heavily<br />

subsidized medical and dental insurance plans (BCBSRI), supplemental<br />

vision insurance, voluntary medical and dependent care flexible spending<br />

accounts, up to 3% company matching 403(b) retirement plan, employer-paid<br />

life insurance & long term disability, generous paid time off that includes<br />

vacation/holidays/personal days/sick time, mileage reimbursement, tuition<br />

reimbursement, opportunities for center-paid training/CEUs, employee<br />

assistance programs, and more!<br />

EBCAP is an equal opportunity/affirmative action employer committed to providing a diverse work environment.<br />

of professionalism, innovation, and inspiration.<br />

As my nursing career evolved, I sought<br />

out conferences and ways to physically<br />

connect with others instead of just reading<br />

a paper and doing a continuing education<br />

quiz. When I met my mentor, the Director of<br />

one of my programs, they shared this tidbit:<br />

“Submit abstracts. You have things that you<br />

are doing that other institutions should know<br />

about. And don’t submit alone – always include<br />

a colleague. We never do anything alone in<br />

nursing.” I thought, no… everyone knows this<br />

stuff. Everyone is doing this. What I’m doing<br />

isn’t special. And also, Writing an abstract is<br />

hard! What if it gets rejected? Ultimately, she<br />

encouraged me to submit a 250 word abstract<br />

about our program’s successful perioperative<br />

transfusion reduction initiative. I logged onto<br />

the website, followed the instructions, wrote<br />

our story, found a few trusted colleagues to<br />

edit and then incorporated their feedback. I hit<br />

the ‘submit’ button and waited two months. I<br />

remember receiving the email informing me that<br />

our abstract was accepted! I was so excited and<br />

also validated in the work we were doing for our<br />

patients – now we would be able to share with<br />

others and potentially positively impact care on a<br />

larger scale!<br />

My institution offered a professional<br />

development benefit, so had I attended, the<br />

conference would have been paid for but the<br />

hotel and flight would have been on me, and I<br />

would have had to take PTO to attend. Because<br />

I had an accepted abstract, however, my<br />

institution was willing to pay for the conference,<br />

hotel, and flight. I was sold. With this<br />

conference I not only got a dose of innovation<br />

and inspiration but I also had the financial<br />

support of my institution. I was tasked with<br />

being an ambassador for our organization and<br />

presenting this great information, but I wasn’t<br />

left to do this on my own. I received help<br />

organizing my presentation, working on timing,<br />

and considering and preparing for questions<br />

the audience may ask. The conference itself<br />

was thrilling, as was presenting to a group of<br />

supportive peers.<br />

I now submit abstracts regularly. Some don’t<br />

get accepted and some do. Some are related to<br />

outcomes and data, and others are related to<br />

nursing collaboration with other disciplines, or<br />

how to manage angry patients, or care for people<br />

who use drugs. More recently I worked with a<br />

systems designer and researcher and submitted<br />

an abstract to the Design Research Society<br />

International conference. It was an entirely<br />

different experience attending a conference<br />

as one of the only healthcare professionals in a<br />

huge room with creatives and designers, many of<br />

whom were designing tech, systems, and policy<br />

for healthcare. I met people who worked for<br />

the United Nations, aiming to reduce antibiotic<br />

resistance in rural India in females with urinary<br />

symptoms, people designing adaptive equipment<br />

Founded in 1971, CODAC is RI’s oldest and largest non-profit, outpatient provider of<br />

treatment for Opioid Use Disorder. With 7 community-based locations, as well as 3<br />

correctional facilities, CODAC is well-positioned to deliver services wherever they are<br />

needed across the state.<br />

CODAC is Hiring for Medication <strong>Nurse</strong>s (LPNs)<br />

We are looking for dedicated nurses who are looking to make a difference in a patient’s<br />

life. Our medication nurses are responsible for dosing patients who are struggling with<br />

opioid addiction, as well as providing support and guidance as they journey to recovery.<br />

We offer a competitive salary, comprehensive benefits and a generous time off package.<br />

Hours are 5am to 2pm, Monday -Friday, and occasional weekends. Flexibility to float<br />

between sites is required. Applicants must have a valid RI Nursing license and be fully<br />

vaccinated against Covid-19.<br />

Check us out at: www.codacinc.org<br />

Interested candidates can contact Jessica Perry at 401-461-5056 or<br />

jperry@codacinc.org<br />

for people who had suffered a stroke, people<br />

designing for wellness and aiming to end stigma<br />

surrounding mental health disorders through a<br />

redesign of algorithms associated with stock<br />

imagery. Fascinating!<br />

I have never been to a conference that I<br />

felt wasn’t worth going to, and the network<br />

of people that I have met have come in handy<br />

long after the closing keynote speaker. From<br />

those relationships, I have hosted nurses from<br />

other hospitals who want to see what we are<br />

doing, and I have visited hospitals and spoken<br />

with nurses who have extended the offer. I’ve<br />

emailed simple questions and received examples<br />

of policies that I’ve used when developing new<br />

programs or researching alternative ways of<br />

doing. I’ve connected my colleagues with my<br />

connections and fostered interstate institutional<br />

collaborations. This, to me, is how great ideas<br />

are spread, when we remove the silo and have<br />

opportunities to connect and learn outside of our<br />

usual four walls.<br />

If you say to yourself, “I don’t have time,<br />

and I don’t have anything to add….,” it’s likely<br />

not true, but that’s okay – just attend. Attend a<br />

regional conference and use that professional<br />

development stipend which is a benefit likely<br />

offered by your employer. Or think about the<br />

things you do, the workarounds or the gaps in<br />

care or practice that you have solved. Talk with<br />

your manager or nurse educator about what it<br />

would take to measure the effects of an action<br />

or to write up the improvement. You may think,<br />

“I don’t know what conference to attend…”<br />

If you subscribe to a journal, seek out their<br />

annual conference or check the ANA website<br />

for upcoming conferences. Google it! Specialty<br />

organizations usually have, at minimum, annual<br />

offerings, but many have local or regional miniconferences<br />

that may be available.<br />

If you think, “I can’t take the time off…” when<br />

planned for (and many of these are scheduled<br />

up to a year in advance), it’s easier to request<br />

the time, and if you let your manager know how<br />

your attendance will improve your practice or the<br />

practice on your unit, then they are likely to work<br />

to support you if possible.<br />

If you are scared to go alone, know that nurses<br />

are pretty good at talking to people and making<br />

others feel welcomed. By getting slightly outside<br />

of your comfort zone, by stretching, you will<br />

grow. Through this personal growth, learning,<br />

and networking, we find common ground,<br />

solutions to problems, and return to our daily<br />

work professionally revitalized. **<br />

Have you been to a conference you found<br />

particularly exciting/valuable?<br />

We would love to hear from you ! Use THIS<br />

LINK and in the Subject: “Conference Junkie”<br />

Happy Conferencing!<br />

Leigh Hubbard’s nursing work includes<br />

Managing a LGBTQ and sexual health clinic,<br />

surgical services, program development<br />

and management, regulatory readiness, and<br />

ambulatory care and management. She has<br />

worked in surgical intensive care, neurosurgery,<br />

oncology, and women’s health. She finds great<br />

joy in smoothing transitions within healthcare<br />

through process improvement and helping to<br />

guide RNs and other healthcare staff members<br />

through unsure, challenging circumstances.<br />

She feels that “professional growth spurts”<br />

abound when a person or team innovate and find<br />

connection.<br />

Leigh Hubbard is also the President of the<br />

American <strong>Nurse</strong>s Association in <strong>Rhode</strong> <strong>Island</strong><br />

and the Strategic Design Fellow at RISD Center<br />

for Complexity. She is a founding member of<br />

Mainstay RI, a small think tank dedicated to<br />

opioid overdose care redesign. She is an active<br />

member of Grace Episcopal Church in Downtown<br />

Providence, where she sings soprano in the choir<br />

with her two children.


<strong>August</strong>, September, October <strong>2022</strong> <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> • Page 5<br />

ANA-RI Annual Meeting Summary


Page 6 • <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

GOVERNANCE Column<br />

Inspiring Words from RISNA Governance Chair,<br />

Joanne Borodemos, RN<br />

Nursing Politics 101: Public Opinion is On Our Side<br />

Current Professional Nursing Issues are more<br />

complex than just “staffing ratios” and we need<br />

local Legislative and policy solutions immediately to<br />

correct them. Our role as a patient advocate and our<br />

ethical code demand that public policy formulation<br />

is part of our work. <strong>Nurse</strong>s must produce and lobby<br />

for these laws and policies as the role of nursing has<br />

been compromised in every setting and our patients<br />

need us. No knight in shining armor is coming to<br />

save us from the evil profiteers.<br />

“Health Care Delivery systems are held together,<br />

and enabled to function by the nurses”<br />

– Lewis Thomas<br />

“America’s <strong>Nurse</strong>s are the beating heart of our<br />

medical system “ – Barack Obama<br />

“<strong>Nurse</strong>s are ranked the most trusted profession 20<br />

years in a row” – Gallup poll<br />

Once upon a time, nurses simply went wherever<br />

we were needed without interference – the<br />

battlefield, the homes, the schools, the factories.<br />

The hospitals were staffed exclusively by nurses and<br />

physicians. We were highly regarded, respected and<br />

appreciated. The need for nursing care, comfort and<br />

support, teaching, and patient advocacy has not<br />

waivered. Our social contract with our patients and<br />

communities still stands!!<br />

What has changed, is that somehow the<br />

corporate world we live in now has had the<br />

audacity to move nurses to the “cost side” of<br />

the equation and corporate CEOs and insurance<br />

companies have an incentive to cut back on nursing<br />

services everywhere to save money for them, even<br />

though there would be no revenues for hospitals<br />

at all without us. At the same time they hold us<br />

hostage to corporate priorities based on surveys<br />

and consumerism and more aggravation. They<br />

constantly interfere with our responsibilities, but we<br />

do our job in spite of them. We know this cannot go<br />

on.<br />

<strong>Nurse</strong>s, for example, once served an important<br />

role in physician offices. The nurse triaged patient<br />

phone calls and concerns. The nurse was a second<br />

pair of eyes and ears, did the much needed patient<br />

teaching, provided support and comfort to the<br />

patient and families, made follow-up phone calls<br />

to check on the patient, provided referral to other<br />

services when needed, and as always watched<br />

and advocated for the patients. Everyone working<br />

in the physician office now is there for billing<br />

purposes. They will schedule you the “first available”<br />

appointment in two months or send you to the ER to<br />

sit and wait for seven hours or three days…<br />

Healthcare has become chaotic, fragmented,<br />

inadequate and increasingly unsafe, and people<br />

are dying because of these unchecked changes<br />

imposed on nurses and healthcare. It is a miracle<br />

that some survive this obstacle course.<br />

No longer protected or empowered by Common<br />

Law and tradition, we require legislation now to<br />

codify and protect the role of nurses in healthcare.<br />

The law must guarantee our independence,<br />

authority, autonomy and self-direction as a<br />

profession. We must be able to practice at our full<br />

potential.<br />

Our political voice in our state must become<br />

louder. We must increase our solidarity and our<br />

visibility or nothing will change. RISNA represents<br />

all nurses in our state. Unions cannot address all the<br />

complexities of our profession, and not all nurses<br />

belong to a union. We are in the process of writing<br />

critical legislation for the next session of the general<br />

assembly.<br />

We also have our own RISNA Political Action<br />

Committee for local politics. Let’s fire it up! The PAC<br />

can donate to local political candidates who support<br />

nurses. We can also use the PAC as our collective<br />

voice to issue opinions and speak out publicly,<br />

endorse candidates and support causes that nurses<br />

believe in, or oppose those we strongly do not<br />

support. We can have a powerful voice because the<br />

people trust us and need us to take care of them.<br />

Public opinion is behind us.<br />

Ideally we encourage membership to ANA-RI, if<br />

you cannot do that, please at least join our RISNA<br />

PAC. A donation of 10 dollars or more to the PAC<br />

will also connect you to the RISNA PAC newsletter<br />

which will focus on state candidates, issues and<br />

legislation pertaining to Nursing and Healthcare<br />

in our state. We will also update you on our critical<br />

upcoming legislative projects regarding nurse<br />

practice through this newsletter.<br />

I would love to speak to any RI <strong>Nurse</strong>s who have<br />

ideas, questions or would like to be more involved.<br />

Please email JoanneBorodmos@gmail.com so we<br />

can connect. Nursing is a team sport!<br />

Please consider joining your professional association<br />

and donating to our PAC; just go to www.risna.org!<br />

<strong>2022</strong> ANA Membership Assembly<br />

Thundermist Health Center is a federally qualified<br />

community health center in <strong>Rhode</strong> <strong>Island</strong>. The health center<br />

serves three communities with locations in Woonsocket,<br />

West Warwick, and South County. Thundermist has been<br />

improving the health of patients and communities for more<br />

than 50 years.<br />

We are accepting applications for the following<br />

nursing positions:<br />

• <strong>Nurse</strong> Manager<br />

• Registered <strong>Nurse</strong><br />

• <strong>Nurse</strong> Care Manager<br />

Learn more about these positions at https://us62e2.<br />

dayforcehcm.com/CandidatePortal/en-US/THUNDERMIST<br />

Thundermist is dedicated to the goal of building and maintaining a<br />

diverse and inclusive workforce committed to caring for patients in a<br />

manner that is respectful of cultural difference.<br />

Donna McDonald, Vice President of ANA-RI<br />

with Senator Jack Reed (D)


<strong>August</strong>, September, October <strong>2022</strong> <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> • Page 7<br />

Opening<br />

This is a journey.<br />

Throughout our history, the American <strong>Nurse</strong>s<br />

Association (ANA) has sought to lead nursing<br />

into the future. Through acts of omission, when<br />

we failed to act, and commission, when ANA’s<br />

actions negatively impacted nurses of color, we<br />

have caused harm and perpetuated systemic<br />

racism. This statement serves as a starting<br />

point for a journey during which we seek to<br />

acknowledge past actions that continue to impact<br />

the profession today and as a starting point of a<br />

new journey toward the future.<br />

ANA begins this journey in conjunction with the<br />

efforts undertaken by the National Commission<br />

to Address Racism in Nursing (the Commission).<br />

This statement focuses on ANA’s own actions,<br />

while the Commission seeks to address racism<br />

in nursing within the broader profession.<br />

We recognize that as a leader, ANA holds<br />

accountabilities at both the organizational and the<br />

broader professional level. Through both efforts,<br />

we are striving for a more inclusive, diverse, and<br />

equitable professional organization and a nursing<br />

profession that meets the needs of all people.<br />

Our intention with this statement is to publicly<br />

identify and acknowledge our past actions<br />

while addressing the harms that continue today.<br />

The section on ANA Reckoning is not meant<br />

to be a complete listing of all ANA actions that<br />

have caused harm. Historical exclusions of<br />

and transgressions against Black nurses will<br />

be discussed in this document. This harm has<br />

undoubtedly extended to all nurses of color. In<br />

addition, there is much debate about labels and<br />

terms to identify racialized minorities. We have<br />

chosen to use the term “nurses of color” to reflect<br />

all nurses representing race and ethnic groups. It<br />

is our intention to be fully inclusive in the use of<br />

this language.<br />

In the end, it is our actions that will truly reflect<br />

the sincerity of this apology and serve as the<br />

underpinning for forgiveness. For it is forgiveness<br />

that we seek — forgiveness from nurses of color,<br />

the nursing profession and the communities that<br />

have been harmed by our actions. We fervently<br />

hope that this statement, its subsequent work<br />

and the efforts of the Commission will contribute<br />

to healing — individual healing for nurses,<br />

reconciliation with the ethnic-minority nurse<br />

associations and healing of the profession.<br />

ANA wants this statement to reflect genuine<br />

reconciliation and acknowledgment and hopes<br />

that it is a step toward forgiveness. Ultimately, we<br />

seek to contribute to the healing of nursing.<br />

ANA Reckoning<br />

There is much that can be said about ANA’s<br />

history and failure to include and represent<br />

the views and needs of nurses of color. The<br />

examples below are not to be considered as a<br />

complete reckoning of ANA’s past, but they are<br />

representative of times and actions when ANA<br />

failed.<br />

To begin, we must acknowledge that from<br />

1916 until 1964, ANA purposefully, systemically<br />

and systematically excluded Black nurses.<br />

ANA’s predecessor organization, the <strong>Nurse</strong>s’<br />

Associated Alumnae of the United States and<br />

Canada, was open to alumnae associations of<br />

schools of nursing, including Black hospitals and<br />

nurse training schools (Hine, 1989). The <strong>Nurse</strong>s’<br />

Associated Alumnae became the American<br />

<strong>Nurse</strong>s Association, and in 1916, the membership<br />

rules shifted away from an alumnae-based<br />

membership to that of a state- and districtbased<br />

membership. This resulted in Black nurses<br />

being denied membership in some state nurses<br />

associations. Despite significant advocacy and<br />

pressure from the National Association of Colored<br />

Graduate <strong>Nurse</strong>s (NACGN), this discrimination<br />

persisted. In 1946, the ANA House of Delegates<br />

voted to adopt a statement that urged the<br />

“removal, as rapidly as possible, of barriers that<br />

prevent the full employment and professional<br />

development of nurses belonging to minority<br />

racial groups” (Carnegie, 1991, p. 76). And in<br />

1948, the ANA House of Delegates established<br />

ANA’s Racial Reckoning Statement<br />

an “Individual Membership Category” that was<br />

open to all nurses who were not accepted through<br />

a state or district association. However, it was<br />

not until 1964 that a final district in Louisiana<br />

dropped its discriminatory rule for membership<br />

(Carnegie, 1991). This timeline reflects the failure<br />

of ANA leaders to aggressively pursue changes<br />

in its discriminatory membership rules and allow<br />

for full membership regardless of race. While<br />

membership within ANA was hard fought by<br />

NACGN, the full inclusion of Black nurses within<br />

ANA leadership and decision-making remains<br />

unrealized and elusive for all nurses of color.<br />

One representative incident from 1939 involved<br />

Estelle Massey Riddle Osborne, president of<br />

NACGN from 1934-1939. In 1939, President<br />

Osborne was invited by ANA President Julia C.<br />

Stimson to meet with ANA’s Advisory Council<br />

to discuss the status of Black nurses in the<br />

profession. The site of the meeting was the St.<br />

Charles Hotel in New Orleans, where Black guests<br />

were required to use the service entrance and<br />

freight elevator. President Osborne called on<br />

ANA and President Stimson to adamantly protest<br />

this discrimination. Instead of protesting the<br />

discriminatory policy, President Stimson offered<br />

to enter the hotel with President Osborne through<br />

the service entrance. In the end, President<br />

Osborne decided against attending and ANA<br />

failed to step into a space of advocacy and<br />

support (Hine, 1989).<br />

President Osborne was the first Black nurse to<br />

earn a master’s degree in the U.S. and became the<br />

first Black nurse elected to the ANA board in 1948.<br />

However, after her four- year term, there were no<br />

Black nurses elected to the board again until 1970<br />

(Carnegie, 1991). This lack of representation on the<br />

policy level for 22 years concerned many Black<br />

nurses, and when it was brought up at ANA’s 1972<br />

convention, it was communicated that the only<br />

obligation of ANA from the dissolution of NACGN<br />

was the awarding of the Mary Mahoney Award.<br />

In 1965, ANA approved a position paper on<br />

nursing education that recommended the minimum<br />

preparation for “beginning professional nursing<br />

practice should be a baccalaureate degree” (ANA,<br />

1976). The stated rationale for this change was<br />

the increasing complexity of nursing activities and<br />

patient care. One result of ANA taking this position<br />

was the disenfranchisement of institutions and<br />

schools of nursing that were available to students<br />

of color and the exclusion of nurses who graduated<br />

from those programs. ANA sought to advance<br />

the educational level of nurses without ensuring<br />

that all nurses would have the same access to<br />

the education necessary to achieve the desired<br />

educational level for entry into the profession.<br />

There continues to be a need to examine how<br />

this policy advances nursing today and to<br />

examine strategies for ensuring that educational<br />

opportunities are equally available to all students,<br />

especially students of color.<br />

In 1970, Dr. Lauranne Sams organized a meeting<br />

with 200 Black nurses for the primary purpose of<br />

organizing a Black nurse association. The group<br />

reported the following concerns (Carnegie, 1991):<br />

1. Concern over the absence of Black nurses in<br />

leadership positions at ANA.<br />

2. Limited opportunities for Black nurses to<br />

support and shape ANA policies.<br />

3. Persistent tokenism.<br />

4. Limited recognition of Black nurses’<br />

contributions to the profession.<br />

5. Lack of significant increases in the number of<br />

Black registered nurses.<br />

6. No recognition of achievement with awards<br />

(other than the Mary Mahoney Award).<br />

7. Limited appointments of Black nurses to<br />

committees and commissions.<br />

In 1973, in her first address to the newly<br />

created National Black <strong>Nurse</strong>s Association<br />

(NBNA), Dr. Sams considered the question of why<br />

a Black <strong>Nurse</strong>s Association was needed:<br />

“No, I am speaking about all the past deficits<br />

and discriminatory practice which have<br />

continuously disgraced and limited the full<br />

potential, the development, the selfhood,<br />

and the self determination of Black folk. I am<br />

speaking about today, Here and Now.”<br />

In telling the history of the formation of the<br />

NBNA, the article From Invisibility to Blackness:<br />

The Story of the National Black <strong>Nurse</strong>s’<br />

Association by Gloria R. Smith notes that there<br />

was a desire on the part of the <strong>Nurse</strong>s’ Associated<br />

Alumnae of the United States and Canada and<br />

ANA for Black nurses to be members, but these<br />

professional associations granted them few<br />

privileges “other than paying dues” (1975, p. 225).<br />

Although by 1964 there were no tangible rules<br />

preventing membership for nurses of color, it<br />

was evident that exclusionary practices and a<br />

failure to represent all nurses remained. Similar<br />

to the concerns raised by Black nurses, in 1974,<br />

led by Dr. Ildaura Murillo- <strong>Rhode</strong>, a group of 12<br />

Hispanic nurses who were also members of ANA<br />

came together to consider establishing a Hispanic<br />

<strong>Nurse</strong>s Caucus within ANA because “ANA was not<br />

being responsive to the needs of Hispanic nurses”<br />

(National Association of Hispanic <strong>Nurse</strong>s, <strong>2022</strong>).<br />

Ultimately, this core group and their organizing<br />

efforts led to the establishment of the National<br />

Association of Hispanic <strong>Nurse</strong>s (NAHN). Today,<br />

“NAHN members advocate, educate, volunteer,<br />

seek partnerships, and conduct programming<br />

in the Latino community to improve outcomes,<br />

elevate literacy, heighten education, and influence<br />

policy. We also work collaboratively with others<br />

to improve health equity and to create a future in<br />

which everyone regardless of race or ethnicity has<br />

opportunities to be healthy.”<br />

ANA recognizes that issues of racism persist<br />

today and continue to harm nurses of color.<br />

Findings from the Commission’s 2021 national<br />

survey on racism in nursing (n = 5,600) noted<br />

that racist acts are principally perpetrated by<br />

colleagues and those in positions of power. Over<br />

half of nurses surveyed (63%) said they had<br />

personally experienced an act of racism in the<br />

workplace with the transgressors being either<br />

a peer (66%) or a manager or supervisor (60%).<br />

Fifty-six percent of respondents also noted that<br />

racism in the workplace has negatively impacted<br />

their professional well-being. During listening<br />

sessions with nurses of color convened by<br />

ANA and the Commission, persistent themes of<br />

stereotyping, prejudice, discrimination, exclusion,<br />

oppression, tokenism, inequity, and insistence<br />

on conformity and assimilation were found<br />

(National Commission, 2021). The impact of these<br />

experiences is demoralization, exhaustion, spirit<br />

murder (murder of the soul), invisible workload,<br />

silence, invisibility and self-doubt.<br />

“The power in nursing is primarily held by middleage<br />

to old-age white women who have just<br />

recently begun to consider racism in nursing care.<br />

There are racist principles that have been carried<br />

down through history and never challenged.”<br />

(Anonymous Quote, National Commission to<br />

Address Racism in Nursing, 2021)<br />

Seeking Forgiveness<br />

As leaders of ANA, we apologize for the<br />

named and the unaccounted-for harms. Our past<br />

actions have caused irreparable physiological,<br />

psychological and socioeconomic harm, not only<br />

to nurses of color but to all patients, families and<br />

communities that depend on ANA as the national<br />

leader of the nursing profession. We failed to live<br />

up to the professional values established through<br />

the Code of Ethics for <strong>Nurse</strong>s (ANA, 2015) and<br />

our social contract that guides the relationship<br />

between the nursing profession and society<br />

and their reciprocal expectations (ANA, 2010).<br />

In addition, as ANA sought to “professionalize”<br />

nursing, we failed to support a robust education<br />

approach that included the appropriate<br />

preparation to care for ALL our patients,<br />

especially patients of color.<br />

More specifically, we apologize to all nurses<br />

of color. Not only is the profession richer for your<br />

Racial Reckoning Statement continued on page 8


Page 8 • <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> <strong>August</strong>, September, October <strong>2022</strong><br />

Racial Reckoning Statement continued from page 7<br />

having persisted, but the people you cared for<br />

and continue to care for today have been better<br />

served. ANA failed to uphold your work and<br />

support you as you advanced in nursing and<br />

worked to improve the profession. Having failed<br />

you, ANA also failed in supporting and caring<br />

for communities of color and other marginalized<br />

people.<br />

We apologize to the ethnic-minority nurse<br />

associations that have ably represented the<br />

needs of their nurses and communities. Early<br />

in the profession’s history, there was a stated<br />

desire for one association to meet the needs of all<br />

nurses. ANA only represented the needs of some<br />

nurses and some patients. <strong>Nurse</strong> leaders of color<br />

stepped into the breach. ANA’s failure to lead<br />

resulted in a fragmentation of the profession that<br />

contributed to a fragmentation in nursing care for<br />

minoritized communities.<br />

Moving Forward<br />

As important as it is to reconcile ANA’s history,<br />

our path points toward the future and actions<br />

that should be taken as a means of holding ANA<br />

accountable, continuing reconciliation to repair<br />

the breach and becoming a restored association.<br />

Each of the actions below will lead to additional<br />

actions and efforts as ANA continues the journey.<br />

Therefore, the ANA Board of Directors will:<br />

• Continue to reckon with and apologize for<br />

past harms that are made known to ANA.<br />

• Engage in direct reconciliation with each of<br />

the ethnic-minority nurse associations.<br />

• Develop and implement a diversity, equity<br />

and inclusion impact analysis that is<br />

considered in all policies and positions of the<br />

association.<br />

• Initiate an oral history project dedicated to<br />

amplifying the contributions by nurses of<br />

color to ANA and the nursing professions.<br />

Therefore, the American <strong>Nurse</strong>s Association<br />

will:<br />

• Continue to serve as a partner in and<br />

support the National Commission to<br />

Address Racism in Nursing as it strives<br />

to create antiracist practices and<br />

environments.<br />

• Advocate for and follow established<br />

guidance on the reporting of race and<br />

ethnicity in professional journals and<br />

publications.<br />

• Advocate for appropriate representation and<br />

inclusion in textbooks and other educational<br />

material.<br />

• Actively engage in a program of diversity,<br />

equity and inclusion within the association.<br />

• Provide transparency into the race and<br />

ethnic makeup of the ANA Board of<br />

Directors, leadership and staff.<br />

• Deliberately work to build diversity within<br />

ANA’s volunteer and governance structure.<br />

Conclusion<br />

We, as ANA, are on a journey — a journey of<br />

reckoning and reconciliation, forgiveness, and<br />

healing. This journey will take some time, but it<br />

is one that ANA is fully committed to. We invite<br />

others to join us as ANA seeks to strengthen<br />

who we are as a professional association and<br />

the broader nursing profession through inclusion,<br />

diversity and equity as we strive for antiracist<br />

nursing practices and environments.<br />

“As nurses we need to unlearn much of what<br />

we thought we knew about racism — and get<br />

comfortable being uncomfortable about our<br />

profession and our own way of being — need<br />

to see nursing through a new lens and be<br />

open to what we might see versus stating that<br />

racism does not exist.”<br />

(Anonymous Quote, National Commission to<br />

Address Racism in Nursing, 2021)<br />

References<br />

American <strong>Nurse</strong>s Association. (2015). Code of ethics<br />

for nurses with interpretive statements. American<br />

<strong>Nurse</strong>s Association.<br />

American <strong>Nurse</strong>s Association. (2010). Nursing’s social<br />

policy statement: The essence of the profession.<br />

American <strong>Nurse</strong>s Association.<br />

American <strong>Nurse</strong>s Association. (1976). One strong<br />

voice: The story of the American <strong>Nurse</strong>s<br />

Association. American <strong>Nurse</strong>s Association.<br />

Carnegie, M.E. (1991). The path we tread: Blacks in<br />

nursing, 1854-1990. National League for Nursing<br />

Press.<br />

Hine, D.C. (1989). Black women in white: Racial<br />

conflict and cooperation in the nursing<br />

profession 1890–1950. Indiana University Press.<br />

National Association of Hispanic <strong>Nurse</strong>s. (2021).<br />

History. https://www.nahnnet.org/history.<br />

National Commission to Address Racism in Nursing.<br />

(2021). Defining Racism. final-defining-racismjune-2021.pdf<br />

(nursingworld.org).<br />

National Commission to Address Racism in Nursing.<br />

(2021). Summary Report: Listening Sessions<br />

on Racism in Nursing. final-racism-in-nursinglistening-session-report-june-2021.pdf<br />

(nursingworld.org).<br />

National Commission to Address Racism in Nursing.<br />

(<strong>2022</strong>). Survey Shows Substantial Racism in<br />

Nursing. (nursingworld.org).<br />

Sams, L. (1973, September). Presidential Address.<br />

National Black <strong>Nurse</strong>s Association. Cleveland;<br />

Ohio.<br />

Smith, G.R. (1975). From invisibility to blackness: The<br />

story of the National Black <strong>Nurse</strong>s Association.<br />

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


<strong>August</strong>, September, October <strong>2022</strong> <strong>Rhode</strong> <strong>Island</strong> <strong>Nurse</strong> • Page 9

Hooray! Your file is uploaded and ready to be published.

Saved successfully!

Ooh no, something went wrong!