Nursing Feed
Provincial programs seeks to reduce nursing vacancies
Nursing graduate Melissa Mastroianni stands outside Windsor Regional Hospital - Met Campus, where she has started a permanent position on the oncology ward, on June 14. Photo by Dax Melmer.
For recent UWindsor nursing graduate Melissa Mastroianni (BScN 2024), enticing job opportunities know no boundaries — literally.
Mastroianni could have chosen to live in Windsor and work in Detroit, but opted to stay at the oncology unit at Windsor Regional Hospital before she graduated in May.
An “externship” that offers nursing students $20.60 an hour while providing hands-on experience introduced her to the department.
“I really fell in love with the environment on the oncology floor,” says Mastroianni. “There’s nurses that have worked there for 20 years and you can see that they’re still affected by what they do and that they care so much.”
The provincial government funds the externships as well as a $25,000 signing bonus — both measures aimed at reducing nursing vacancies. The programs have significantly lowered the nursing vacancy rate at Windsor Regional, from a high of 12.5 per cent in 2021 to 2.7 per cent by April 2024.
Employers from both sides of the border have considerable incentives for nursing professionals. Detroit hospitals offer competitive pay on a strong U.S. dollar, full-time positions, and flexible schedules; Windsor hospitals also offer signing bonuses, and much longer maternity leave policies.
The externship program, which became permanent in 2021, has helped to recruit and retain numerous nursing students. Additionally, the Community Commitment Program for Nurses has attracted both new graduates and experienced nurses from the U.S. by offering substantial bonuses for committing to full-time positions in Ontario.
While the allure of working in Detroit hospitals has inherent benefits, Windsor Regional has successfully leveraged the provincial programs to bolster its nursing staff, demonstrating a viable model for addressing nurse shortages in other Canadian hospitals in similar situations.
Read the full original news article in the Globe and Mail, “How a pair of provincial efforts helped stem Windsor’s nursing exodus,” by health reporter Kelly Grant.
Unique pilot project pairs ER nurses with police
A unique pilot program in Canada is pairing ER nurses with police officers to address the pressure on healthcare systems and improve response to mental health crises. This collaboration allows nurses to accompany police on mental health-related calls, providing immediate medical and psychological support on the scene.
This approach not only aims to alleviate the burden on emergency departments but also ensures that individuals in crisis receive timely and appropriate care, potentially reducing the need for hospitalization and improving overall outcomes.
UWindsor Faculty of Nursing alumnus, Abbas Haidar (BScN 2018), is part of the program that reflects a broader trend in healthcare and law enforcement to build trust and enhance safety through integrated, community-based approaches. By training both police and nurses in de-escalation techniques and situational awareness, the program seeks to prevent violence and improve interactions between law enforcement and the community.
Nursing professor Laurie Freeman hopes to study the program, and notes that she couldn’t find its equal in any published research.
View "The Globe and Mail" full article
News article courtesy Kelly Grant, Health Reporter at "The Globe and Mail"
Community Partnership
Expert on inequities in health care aims to empower Black and racialized students
UWindsor alumna Bukola Salami highlighted the role of race and racism in the educational experience as part of Faculty of Nursing’s “Dean’s Intentional Conversations” speaker series.
Newly appointed vice-president of Canadian Nurses Association and UWindsor nursing alumna Bukola Salami (BScN 2004) delivered a presentation on leadership and mentorship for Black and racialized students and youth as part of the Faculty of Nursing’s “Dean’s Intentional Conversations” speaker series on June 12.
According to Dr. Salami, Black and racialized people face challenges such as racism, discrimination, microaggressions, and employment inequality. These factor into negative economic outcomes for Black and racialized youth that inhibit their participation in society.
Salami detailed her experiences and discussed methodologies on leadership in the profession. She encouraged racialized individuals to set a positive mindset and tone, manage mental health, create a network of mentors and trusted colleagues, engage actively in support groups, understand administrative policies in place, and understand their rights.
Academically and professionally, Salami emphasized the importance of appreciating opportunities, and the value of grant-writing and research publications for the advancement of knowledge, academic and professional growth, improvement of patient care, policy influence, collaborative opportunities, and professional responsibility.
Salami explained how the role of mentorship builds confidence, self-esteem, influences career paths, and provides a sense of belonging for Black and racialized youths while empowering them with leadership skills, and positive cultural identity.
She elaborated on how good leadership is based on a long-term vision focused on people and processes. Strong guidance promotes patient and staff satisfaction and aims to improve retention of healthcare personnel.
Participants were encouraged to focus on their long-term goals in a systematic manner and ensure that their efforts align with a strategy.
The full presentation is available for download as a PDF file from the nursing website.