About Us

Robben Island, South Africa. Photo Credit: Jackie Taylor

Nationally, Schools of Nursing faculty rarely reflect the distribution of demographic and other characteristics of the students, patients, or communities we serve. This problem is compounded by a severe national nursing faculty shortage.[1]  Nursing school faculty are 94.5% female and 87% white, with mean ages at professor, associate professor, and assistant professor ranks being 61.6, 57.6, and 51.4 years.[2]   At YSN our student body is 24% minority status among fulltime and 36% among part-time students (compared to 30% minority graduate nursing students nationally[3]).  Our faculty is *23% diverse  (6% African-American, 7% Asian, 0% Latina and *9% male), better* than the national averages of 13% minority faculty and 5.5% male faculty, but still not where we wish to be overall.  This situation is problematic at many levels, given the demonstrated link between having a diverse faculty and enhanced student outcomes[4] as well as reduced health disparities[5] and the foundational ethical obligation for equity and respected representation of all members of a community. 

Goal & Mission

The goal of the YSN Office of Diversity and Inclusion is to actively enhance diversity through evidence-based methods of recruitment, career development, and retention activities focused primarily on faculty but also on staff and our student body. Our mission is the creation of a pipeline of diverse nurse scholars, practitioners, and educators that will enrich and contribute directly to a diverse YSN and indirectly to the national academic nursing workforce.

By ‘diversity’ we mean groups historically under-represented in one’s field, which in nursing includes under-represented racial/ethnic minorities such as African Americans, Latinos, Native Americans, Alaska Natives, and Pacific Islanders. Men are also considered an under-represented group in nursing. Other characteristics such as sexual orientation (LGBQ), gender identity (non-cis or transgender), disability status, religion or spirituality, and financially and/or educationally disadvantaged (e.g., first-generation college) backgrounds or international country of origin also are relevant and enrich our community.

The YSN Office of Diversity and Inclusion aims to provide programming for career advancement for students, early career faculty, and postdoctoral fellows that include initiatives such as:

(a) a one week summer intensive for early career faculty that will require national application;

(b) a Visiting Diversity Scholar Program;

(c) scholarship and pilot research funding for minority students, postdoctoral fellows, and early career faculty;

(d) faculty recruitment activities;

(e) a speaker series engaging distinguished minority thought leaders; and

(f) faculty retention efforts.   

These efforts and programming will be utilized to support the mission of the YSN Office of Diversity and Inclusion, which is to create a pipeline of diverse nurse scholars, practitioners, and educators that will enrich and contribute directly to a diverse YSN and indirectly to the national academic nursing workforce.

Contact Us

The YSN Office of Diversity and Inclusion is physically located at:

Yale School of Nursing, Rooms 10306 & 10308
Yale University West Campus
400 West Campus Drive
Orange, CT 06477

Please contact us at:

Yale School of Nursing Office of Diversity and Inclusion
Yale University West Campus
P.O. Box 27399
West Haven, CT 06516

Phone: 203-737-6594

ysn.diversity@yale.edu

Fax: 203-785-6455

[2] Ibid. Worryingly, the average age of nurse faculty at retirement is 62.5 years.

[4] ACE/AAU Does Diversity Make a Difference? report.

[5] Sullivan Commission on Diversity in the Healthcare Workforce report.