the future of nursing and midwifery – where are we heading? leadership and issues in the workforce...
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The future of nursing and midwifery – Where are we heading?
Leadership and Issues in the Workforce for Aboriginal and Torres Strait Islander Nurses in Australia
Faye ClarkeCongress of Aboriginal and Torres Strait Islander Nurses
My qualifications
• Gunditjmara, Wotjobaluk, Ngarrundjeri
• Victorian Director for CATSIN • Community Health Nurse,
Baarlinjan Medical Clinic• GCTE 2007• GCDE 2011
Congress of Aboriginal and Torres Strait Islander Nurses
Baarlinjan Medical Clinic
Aims
• To define Australia’s Indigenous people• To describe the role of CATSIN in Australian
health care system• To demonstrate the need to increase the
recruitment and retention of Aboriginal nurses and leaders
• Barriers to developing leaders in nursing in the workforce and in the education setting
• Programs designed to assist in Australia• Where are we heading?
Aboriginal and Torres Strait Islander people
Indigenous Population By State
NSW
Vic
Qld
WA
SA
Tas
ACTNT
ABS, 2010
Life Expectancy
2009 ABS estimates of life expectancy for children born during 2005-07
ABS - 2009 Indigenous Non-Indigenous
Women 72.9 82.6
Men 67.2 78.7
Mortality causes:
CONGRESS OF ABORIGINAL AND TORRES STRAIT ISLANDER NURSES
OUR FORWARD DREAMINGThe numbers of Aboriginal and Torres Strait Islander peoples in nursing and midwiferyreflects the National Aboriginal and Torres Strait Islander population.
OUR REASON FOR BEINGTo increase the recruitment and retention of Aboriginal and Torres Strait Islander peoples in nursing and midwifery.
CATSIN’S Major Focus Areas
• To develop strategies aimed at increasing the numbers of Aboriginal and Torres Strait Islander peoples into nursing and midwifery, and to retain them in the profession
• To ensure non-Indigenous nurses and midwives have education and trainingin our history, health and culture
Number of Aboriginal and Torres Strait Islander Nurses
(Registered and Enrolled)
Year Total Nurses2001 7912006 11352011 2212
What is leadership?
• Cultural safety • Understanding • Commitment and passion • Persistence • Respect
How are leaders made?
• Emerging Nurse Leaders• Motivating Factors
Role modellingA causeA desire for a better future
Indigenous leaders
• Education and research• Support from regulatory authorities • Recognising the voice of community• Many nations • Aboriginal activism is good practice• Learning from elders
Barriers in the education sector
• Successfully completing university• Risks to success• Issues and difficulties • Tackling the barriers:
Tjirtamai
Barriers in the workforce setting
• Identification• Cultural safety• Stresses associated with nursing as a profession• Costs of further education• Horizontal hostility• Workload in Aboriginal health setting• Limited number of Aboriginal nurses creates
pressure• Training opportunities• Over-commitment
Working collaboratively
• Create a critical mass• Join forces with other Indigenous
organisations in health• Work with our non-Indigenous
colleagues• Improve training opportunities and
career paths• Mentoring• Be creative and always inspire
Conclusion• Australia’s diverse Indigenous population includes
Aboriginal and Torres Strait Islander people• CATSIN’s aim is to increase numbers of
Indigenous nurses and midwives• Indigenous people face many barriers in the
education setting • Indigenous nurses and midwives also face
barriers in the work place that can impact on their development as leaders
• Leadership programs are essential to develop our future workforce
CATSIN representatives at NZ SPNF
References• Aboriginal Australia Map, 2009, http://www.surrender.org.au/wp-content/uploads/2009/09/map_largeweb.jpg • Australian Nursing Federation, 2012, Ensuring Quality http://anf.org.au/documents/reports/Issues_Ensuring_quality.pdf • Australian Indigenous Health Infonet, (2012) Summary of Australian Indigenous health; http://
www.healthinfonet.ecu.edu.au/health-facts/summary; 9/11/12• Australian Institute of Health and Welfare (2009) ‘Numbers of Indigenous GP’s, registered nurses and health students all
rising’, www.aihw.gov.au/media-release-detail/?id=6442464820
• Australian Institute of Health and Welfare 2012. Nursing and midwifery workforce 2011. National health workforce series no. 2. Cat. no. HWL 48.
Canberra: AIHW.
• Duffield, et al, 2007, Staff satisfaction and retention, and the role of the Nursing Unit Manager, Collegian, Journal of the Royal College or Nursing
Australia, 16;1;11-17.
• Health Workforce Australia, 2012, Health Workforce Insights, Issue 5, http://www.healthworkforceaustralia.com.au/hwinsights/issue5/index.html
• Hill, J, 2012 http://redroomcompany.org/poet/jonathan-hill/• Six pak productions, Multicultural entertainment, http://www.sixpak.com.au/multi.html• The Courier-Mail, 2011 http://
www.couriermail.com.au/ipad/performers-mark-coming-of-the-light/story-fn6ck51p-1226085146869• Torres Strait Island map, 2012, www.tsirc.qld.gov.au• West, R, 2010, ‘Tjirtamai - ‘To Care for’: A nursing education model designed to increase the number of Aboriginal nurses in a rural and
remote Queensland community’ Contemporary Nurse: a Journal for the Australian Nursing Profession, 37: 1, • West, R, 2010, ‘Increased numbers of Australian Indigenous nurses would make a significant contribution to ‘closing the gap’ in Indigenous
health: What is getting in the way?’ Contemporary Nurse: a Journal for the Australian Nursing Profession, 37; 1, pp 107-108• Usher, K. (2010) ‘Indigenous higher degree research students making a difference to the Indigenous health agenda’,
Contemporary Nurse: a Journal for the Australian nursing profession, Dec.
• IT Support: Alana Ryan