According to data from the U.S. Census

According to data from the U.S. Census Bureau, the racial makeup of the U.S. population in 2020 was comprised of 60.1% White (non-Hispanic) people, 18.5% Latino/Hispanic people, 13.4% Black (non-Hispanic) people, 5.9% Asian (not-Hispanic) people, 1.3% American Indian/Alaska Native (non-Hispanic) people, 2.3% Multiracial (non-Hispanic) people, and 0.2% Native Hawaiian or other Pacific Islander people. During the same time period, the racial makeup of the U.S. nursing population was 80.6% White (non-Hispanic) people, 5.6% Hispanic/Latino people, 6.7% Black (non-Hispanic) people, 7.2% Asian (non-Hispanic) people, 0.5% American Indian/Alaska Native (non-Hispanic) people, and 0.4% Native Hawaiian or other Pacific Islander people. By comparing these numbers, you will see that nursing’s diversity does not reflect the nation’s. In other words, nursing demographics are disproportionately White. When you consider this in relation to the strong connection between a culturally diverse nursing workforce and the ability to provide quality, culturally competent patient care, it becomes apparent that nursing still has a long way to go before it can be considered fully diverse. Research the population demographics for your city or in the zip codes that directly surround your place of employment. Use the U.S. Census Bureau website or the County Health Rankings & Roadmaps website to identify the racial demographics that comprise your city, town, or zip code. Locate the racial demographics of nurses at your place of employment. (Note: You may need to get the information from the human resources department.) Compare the demographics of your city, town, or zip code to those that comprise the nursing staff at your facility. Identify disparities in representation between the area population and the nursing staff. Draw conclusions as to where the organization falls short on diversity. Compose a proposal letter to the DEI (diversity, equity, and inclusion) committee, your direct manager, or the human resources department in which you identify the existing disparity and propose a means for correcting it. Your solution should simultaneously address the diversity of the nursing staff and the staff’s level of cultural competency. Explain why this difference in representation matters. Delineate how the solution will improve diversity and inclusion among the nursing staff and improve their level of cultural competency. Provide justification for your program and explain how it will benefit your employer. Possible benefits include: Improved patient safety Improved quality of care Higher patient satisfaction rates Higher staff satisfaction Eradication of systemic racism Cite at least 3 peer-reviewed scholarly sources to support your assignment.

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