13 Ways Institutions Can Support Black Nurses Seeking Leadership Roles

When I worked as an assistant nurse manager in the pediatric emergency room, four out of the six assistant nurse managers were underrepresented women. This is a rarity. Our nursing leadership played an instrumental role in the community we served and provided mentorship to other underrepresented nurses.

Studies consistently report advantages to diversity among nursing leadership, including:

Yet, the number of underrepresented nurses, specifically Black nurses , in leadership roles remains low. Even fewer Black nurses are in higher-level and executive leadership positions.

What can nursing institutions do to better support Black nurses seeking leadership roles? We spoke with four nurses who provided some answers.

These nurses also discuss their personal experiences and the challenges they faced as Black nurses aspiring to nursing leadership roles, and they offer advice on career advancement.

To even apply to a nursing leadership position, many Black nurses feel they have to:

“I have been in two major leadership positions in my career and I feel that I had to go above and beyond in my role to be considered for those leadership positions,” says Jamil Norman, Ph.D., with nearly two decades of nursing experience.

Tameka McDaniel, DNP, is the assistant director of nursing education services at Nightingale College and has been a nurse for 16 years. She recounts her path to leadership as a string of rejections.

After applying to leadership positions, she said she later found out the position was offered to a nurse “of a different ethnicity with less education and experience.” She experienced further rejection when applying to leadership roles in nursing education.

“As a Black nurse, I feel the constant pressure to prove myself, to have more education and experience than the competition,” McDaniel says.

It wasn’t until McDaniel was hired at Nightingale College, where diversity is deeply rooted in its mission, that she finally felt for the first time that her race and culture weren’t a deciding factor in her upward movement.

Many Black nurses have similar stories. Phyllis Morgan, Ph.D., FNP-BC, holds more than 29 years of experience in nursing. She recounts her path to leadership as challenging.

“There are microaggressions that have existed for years that have hindered Black nurses being promoted,” Morgan says.

Although diversity and inclusion are on the agenda of every nursing organization and stakeholders, Black nurses still experience significant hurdles in getting leadership positions.

Racism, microaggressions, nepotism, and implicit bias are frequent reasons Black nurses do not get hired into leadership roles. Nurses who hold leadership positions often report experiencing discrimination and being the only minority in senior leadership.

“Statistics have unfortunately revealed that the higher up you are in a role, the less likely you are to see someone else who looks like you at your level,” says Charles Lapsley, MSN, RN.

This causes Black nurses to feel leadership roles are out of reach or to not pursue them at all.

“When people don’t see themselves represented in leadership, the door seems closed, meaning there isn’t an opportunity for entry,” McDaniel says.

Similarly, another obstacle faced by Black nurses is not being recognized or considered by management as an option for leadership opportunities. Due to the lack of Black nurses already in leadership positions, Black nurses are less able to benefit from the professional or social capital gained through having a relationship with someone near the top.

More needs to be done to support Black nurses seeking leadership positions. Although nursing institutions are not the only solution, they are a crucial starting point.

Nursing institutions must be intentional in supporting Black nurses seeking leadership roles. Norman has 16 years of experience as a nurse and knows it is a tremendous feat to promote diversity, equity, and inclusion.

This is why Norman says hiring managers and nurse executives should consider partnering with ethnic minority nursing professional organizations. These partnerships are one proven strategy to improve diversity in senior leadership.

“Black nurses need to feel valued and providing these opportunities can help to narrow the gap of racial inequality,” Norman says.

Lapsley says it’s important to understand that unique opportunity exists within every culture, including Black culture.

“We need to be willing to bring issues forward and determine actionable ways to address concerns,” he says.

Data also reveals colleges and universities need to prioritize diversity in nursing, even during these unprecedented times. If they are to keep up with the demographic changes happening today, they must catch up.

Lapsley didn’t get his current position the first time he applied. He is the director of Trauma, Emergency Services, Critical Care, and the Firefighters Burn Center at Regional One Health in Memphis, Tennessee. He describes his experience as bothersome.

“Rejection can often have an effect on one’s ego and, in full transparency, it did bother me,” Lapsley says.

Lapsley felt prepared for the role when he applied. He met the education requirements, participated in special projects, facilitated committees, and had the overall support of key stakeholders.

But after completing the initial interview process, he says it was clear that he was not the person they were looking for. This didn’t deter Lapsley from going after the position again and securing the role the second time around. He advises Black nurses to do the same.

“I believe it’s important to never give up on what you are passionate about,” Lapsley says.

Going for a position, not once but twice, shows your perseverance and passion. Many may disagree, but if you know you are right for the position, why not keep pursuing it?

Seeking out mentorship in nursing is important and becoming a mentor to other Black nurses is a key way to support fellow nurses in their rise to leadership positions. But this is contingent on Black nurses holding positions of leadership.

“It is vital to have Black nurses in leadership to serve as role models and mentors for other Black nurses seeking leadership roles,” Morgan says.

Additionally, Norman believes it is important to be active in professional organizations and seek out specialization opportunities.

She advises Black nurses to seek out nursing certifications and advanced education. Being involved and informed helps to foster professional relationships.

“You want to be an expert in your field,” Norman advises.

It is important for Black nurses to go for leadership positions and to remember the bigger picture. There are so few in leadership roles, so it is imperative to remind ourselves we are creating a path for future underrepresented nurse leaders.

This cannot be achieved alone. We need the support of nursing institutions and stakeholders to make diversity and inclusion a talking point and reality.