Equity, diversity and inclusion: exploring Canadian nurses' perceptions.

Why you should read this article: • To increase your awareness of racism and discrimination in the workplace • To read about research on Canadian nurses' perceptions in relation to equity, diversity and inclusion (EDI) • To reflect on what you can do as a nurse manager to make the workplace more equitable. Background: Canadian nurses have a long history of promoting social justice through their work, yet patients continue to experience discrimination in Canadian healthcare services. Advancing nurses' commitment to work towards equitable, diverse and inclusive nursing care requires an understanding of their perceptions and experiences in relation to equity, diversity and inclusion (EDI). Aim: The overall aim of the study was to enhance understanding of the perceptions and experiences of nurses in Alberta, Canada, in relation to EDI. Method: This article reports the quantitative results. A cross-sectional quantitative design was used. An anonymous online survey was developed incorporating a sociodemographic questionnaire and the Perceived Discrimination Scale, the Workplace Prejudice/Discrimination Inventory Scale and the Perceived Ethnic Discrimination Questionnaire – Community Version. A total of 104 nurses completed the survey. Results: Respondents who belonged to any racialised group were more likely to perceive discrimination than those who did not belong to any racialised group. Age, gender and number of years of nursing practice had no relationship with perceived discrimination, indicating that nurses from racialised groups may continue to experience discrimination throughout their careers. Conclusion: The study provides evidence that some groups of nurses in Canada experience racism and discrimination in the workplace. This has implications for their mental health and well-being and for their career progression. Nurse leaders should consider how to ensure equitable access to career development opportunities for nurses who are underrepresented in leadership. In addition, processes should be implemented in healthcare organisations that provide support to nurses from racialised groups throughout their careers. [ABSTRACT FROM AUTHOR]