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Frontier Nursing University Builds on Diversity, Equity and Inclusion Efforts

June 7, 2021 By Frontier Nursing University

In addition to the pandemic, the past year will also be remembered as a year of debate, demonstration, and calls to action regarding social justice and reform. It also was a year of continued research into our history at Frontier Nursing University (FNU), specifically in terms of diversity, equity, and inclusion (DEI). These historical findings are important to understanding our past and the roots of our challenges today. We are focused on continuing our current efforts and identifying other areas of improvement to make FNU a fully diverse, integrated, and antiracist university at all levels.

DEI Initiatives, Progress and Goals

FNU is contributing to the diversity of the midwifery and nurse practitioner workforce. However, we know our past includes a period of time when midwives of color were denied access to formal education at the former Frontier Nursing Service. It is in this spirit that we have expanded DEI efforts that were already underway for over a decade and realized the need to be even more intentional in our anti-racist work. This work has been essential for FNU to ensure sustainability, growth, and equitable services for our students, faculty, and staff. Even more importantly, this work must be done in order for us to truly fulfill our mission, achieve the goal of a diverse nursing and midwifery workforce, and improve health outcomes, especially for historically marginalized populations such as people of color. Although we have made notable progress, it is imperative that our DEI and anti-racism work continue to evolve and persist in order for our graduates to successfully serve their communities.

FNU is taking a systemic approach to thread DEI and anti-racism throughout the university. This approach is part of the FNU strategic plan and in concert with our mission and vision. We are actively expanding institutional capacity for DEI and anti-racism work. In this process, some changes are able to be made quickly, and others will unfold over time. This work must be strategically developed, implemented, and evaluated to achieve our DEI and anti-racism goals, and most importantly to ensure the sustainability of these initiatives.

One of FNU’s key strategic goals has been to create an environment that promotes DEI and promotes the success of all community members. FNU is actively recruiting diverse preceptors, Board members, students, faculty, staff, and administrators. FNU is also highlighting DEI as a core value in the culture of the university; ensuring DEI and health equity are emphasized in our curriculum; and increasing student and employee retention and satisfaction, especially those of color.

While our DEI initiatives began in 2006 and included many successes along the way, a major step was taken in 2018 when we created an administrative position for a Chief Diversity and Inclusion Officer who sits on the President’s Cabinet. This position, along with two supporting staff positions in the Office of Diversity, Equity, and Inclusion, centralized our DEI and anti-racist work and has helped to hold FNU accountable for measurable, meaningful progress. Much has been accomplished as a result. The list below highlights a few of the ongoing initiatives that illustrate the institutional commitment to our DEI efforts.

Approximately 12 years ago, the Diversity Impact Program was created. Along with other initiatives aimed at retention and support of students of color (SOC), the Diversity Impact Program included an annual conference open and free to students and faculty to explore and learn about DEI, health equity, and health outcomes. These conferences, which have been held for the past 10 years, include presentations from reputable leaders in nursing and DEI work and engage faculty and students in challenging discussions to stretch personal and professional growth. We are looking forward to the next conference which will be held virtually June 24-27, 2021. The theme for this year’s conference is “Dismantling Systemic Racism and Discrimination: Our Roles and Responsibilities.”
The Diversity Impact Program hosts quarterly speakers throughout the year on various topics aimed at increaseing awareness of DEI issues, health equity, and anti-racist work. The entire FNU community is welcomed to attend.
FNU has partnered with several external entities and knowledgeable individuals over the past year for consultation and ongoing relationships to help achieve our mission across the university, including needed changes to our curriculum.
Efforts to increase diversity have included recruitment of faculty and students from professional nursing organizations representing underrepresented groups via in-person attendance at conferences (prior to COVID-19) and ongoing marketing in nursing journals and diverse magazines.
DEI faculty and staff training designed by a nursing consultant with expertise in DEI and health equity issues is consistently dissmentated.
Implicit Bias Education and Training for the President’s Cabinet and Board of Directors have been provided by external consultants who are DEI experts.
The FNU Comprehensive Mentoring Program is designed to support and retain SOC by meeting their specific professional and academic needs (e.g., program-specific guidance, professional goals, etc.).
The Professional Organization Mentoring Program offers SOC the opportunity to be mentored by faculty members at professional nursing conferences to expand their educational and professional experiences. Mentees and mentors are expected to continue their relationship after the conference. The Office of DEI also sponsors the student’s membership for the selected professional organization.
In the 2020/2021 Health Resources and Services Administration Nursing Workforce Diversity Grant year, a total of ten SOC have received scholarships in the amount of $7,500 each. An additional ten students will receive scholarships before the end of the current grant period. These scholarships have been instrumental in abating the social determinants of education for SOC throughout the duration of this grant.
Tutoring and writing support for a select number of courses in the curriculum is offered to all students and has benefited SOC and increased learning and retention.
An emergency assistance fund for urgent financial relief is offered to all students, including our SOC facing financial barriers to assist in continuing their education. SOC have applied for and received funding.
The creation of the Mary Breckinridge Task Force (MBTF), which was charged with exploring the history and legacy of our founder, Mary Breckinridge, to uncover and understand the nuances of her beliefs and how these affected the formation and development of FNU, was paramount in 2020. We are committed to using what we have learned from the task force to move forward in our goal to become a truly inclusive university. The MBTF included a comprehensive set of recommendations for future DEI endeavors at FNU.
FNU launched a new course this spring called Introduction to Cultural Safety, created by FNU faculty member, Dr. Erin Tenney. While the focus of the course is on indigenous people, the tenets can be applied to all populations. The course is free and open to everyone. This cultural experience invites participants to learn more about themselves and the people they serve on a deep level that takes history, context and positionality into account. Register for the self-paced, 3.0 hour CE course here.

Due to these DEI efforts, the number of SOC at FNU has increased from 9% in 2010 to 27.8% in 2021. Despite the challenges of the COVID-19 pandemic, in 2020, FNU graduated a total of 841 students (208 SOC). Additionally, the current retention rate for SOC is 84%, exceeding our goal of 80%. The number of faculty of color is continuously rising, currently at 14%. Outside of the classroom, our faculty are active in their professional organizations and communities providing leadership and compassionate health care for families.

To further our mission to become an anti-racist University, in the Fall of 2020, a President’s Task Force on DEI was assembled. The task force is charged with identifying, implementing, and evaluating initiatives that will address DEI and antiracism within our community. The goal of the task force is to enhance FNU’s Culture of Caring to make equity, respect, and belonging a reality. The task force will work collaboratively with our community at large. The task force is expected to create a comprehensive action plan and facilitate the implementation of the plan. This group has begun meeting and includes members from the administration, faculty, staff, and students. We look forward to sharing more about the task force, their activities, and accomplishments as we move forward.

At FNU, we want everyone to embody a sense of belonging. While we still have much work to do, we are proud of the strides that we have made towards our goal of supporting SOC and contributing to a diverse workforce that better reflects the make-up of the families and babies receiving midwifery and nurse practitioner care in the U.S. DEI achievements at FNU have positioned the university to become a three-time winner of the INSIGHT Into Diversity Higher Education Excellence in Diversity (HEED) Award (2018, 2019, and 2020).

If any questions or concerns arise regarding the progression of DEI and anti-racism work at FNU, please contact the Office of DEI at diversity-inclusion@frontier.edu. Please visit the Diversity, Equity, and Inclusion in Nursing and Midwifery Page to receive updates, resources, and information on our DEI activities.

Sincerely,

Geraldine Q. Young, DNP, APRN, FNP-BC, CDCES, FAANP

NONPF Leadership Fellow

Chief Diversity and Inclusion Officer

Diverse Magazine Leader in Higher Education

FNU’s 10th Annual Diversity Impact Conference: Year of the Nurse and Midwife Increasing Diversity, Equity, and Inclusion

July 2, 2020 By frontieredu

On June 11-13, 2020 the Office of Diversity, Equity, and Inclusion (DEI) at Frontier Nursing University (FNU) hosted the 10th Annual Diversity Impact Conference. FNU started this tradition in 2010 alongside the launch of the Diversity Impact Program which was introduced with the primary goal of increasing diversity in enrollment while providing a more inclusive environment and stronger support system for all students. Since the launch of the Diversity Impact Program, we have seen FNU’s enrollment of students of color rise from 9 percent to 24 percent, numbers we are extremely proud of, but hope will continue to grow.

The first Diversity Impact Conference was introduced with the hopes of engaging students in culture and thought that differs from their own as a means to expand awareness and understanding of those that differ from them. At our conference, we highlight issues involving race, culture, and the LGBTQ community through speakers, discussions, and small group activities. Due to COVID-19, we chose to continue this event on a digital platform this year, which may have looked a little different, but still provided a great weekend of community and enlightenment.

This year’s conference theme, ‘Year of the Nurse and Midwife 2020: Increasing Diversity, Equity, and Inclusion’ followed the lead of the World Health Organization (WHO) which designated 2020 as the Year of the Nurse and the Midwife. The rise of COVID-19 has highlighted to the world the importance of quality nursing and midwifery care, and at FNU, we believe that in order to provide the best quality nursing and midwifery care to all people, cultural respect and inclusion are essential.

The conference began Thursday, June 11 with introductions from the Chief Diversity and Inclusion Officer (CDIO) Geraldine Young. The Office of Diversity, Equity, and Inclusion staff, the Diversity Impact Adhoc Committee, moderators, academic leadership, and support were introduced along with a briefing from the CDIO, including a moment of silence for those affected by the COVID-19 Pandemic and racism. Introductions were followed by a welcome address from FNU president, Susan Stone emphasizing the school’s goals of encouraging and promoting diversity, equity, and inclusion and emphasizing the effects of White Privilege.

Following Dr. Stone’s address was premier speaker Kenya Beard, Dean of Nursing and Health Sciences at Nassau Community College. Dr. Beard is a nurse educator with over 30 years of nursing experience in acute and long-term care settings. Students across the state seek her assistance to prepare for and pass the NCLEX-RN, as she has improved the NCLEX-RN pass rate for several nursing programs in New York. Dr. Beard received her EdD from Dowling College and her MS in Adult Health from Stony Brook University.

In her session “Addressing Health Disparities: The Role of Healthcare Providers & Educators,” Dr. Beard discussed how structural racism impacts health equity, healthcare disparities, and social determinants of health (SDOH). She left attendees with meaningful ways to facilitate race-related discourse.

On Friday, our keynote speaker, Milagros Phillips AKA ‘The Race Healer’, addressed the conference with a comprehensive speech titled “What is Race Literacy – 4 Dimensions of Racial Conditioning”. This impactful speech focused on the ways in which we may be conditioned by race and described how coming face to face with our own biases can transform our work and liberate our hearts.

Other thought-provoking speakers included Ronald Hickman Jr. on “Everyday Biases: We all Have Them and Can Manage Them”, Laura Manns-James on “Microaggressions in Nursing Education and Health: Why They Matter and What We Can Do About Them” and Katrin Moskowitz on “The “Ask Me How I Am Project”: The Discussion of Mental Health and Suicide Among Health Care Workers.”

Throughout the weekend students also engaged in virtual networking sessions, breakout small groups, tabletop discussions, and optional virtual lunches with faculty and staff. As a bonus to the virtual experience, we also included an online scavenger hunt that encouraged participants to engage with FNU on social media and share their conference experiences.

Winners of the Virtual Scavenger Hunt, a free T-shirt, and other goodies are:

Kelly Wilson
Cassie Henry
April Karyn Haneline
Adrienne Christner
Gretchen Grey
Sydney Boone
Alisha Cigalotti
Nancy Carter

Congratulations and thank you for participating!

The conference ended Saturday evening following a fantastic weekend of community, respect, knowledge, and self-evaluation. A huge thanks to all of our speakers, faculty, and staff that helped to make this event possible. Next year, we hope once again to be able to engage in this time of personal and professional growth in person but are also overwhelmed with the success and positive feedback from our virtual experience.

Here is what some of this year’s participants had to say about our virtual Diversity Impact Conference:

“Thank you for organizing such a wonderful event. I have laughed, cried, and learned so much. I don’t even think that I have processed everything yet, but I know that I am a better person because I attended this event. Thank you.” – Angela Bailey, FNU Chief Advancement Officer

“Thank you so much for all of the hard work that you put into making the virtual Diversity Impact Conference happen this year. Every single speaker and activity was informative and inspirational… This was my first year attending, but it will certainly not be my last.” – Melinda M. Hancock

“The conference is a big success. A big thank you.” – Diane John, FNU faculty

“Dr. Beard’s session was so insightful. I learned to be more aware of implicit bias and to stand up for others and my patients to ensure the best care for all (even if it causes a “disagreement” with a doctor!). Also, thank you to Dr. Stone for an amazing presentation.” – Kelly Wilson

Thank you to everyone who joined us, we hope to see you again for our Diversity Impact Conference 2021! To learn more about FNU’s Diversity Impact program, visit Frontier.edu/Diversity.

Getting to Know FNU’s New Chief Diversity and Inclusion Officer

March 30, 2020 By Frontier Nursing University

A few weeks ago, Frontier Nursing University (FNU) introduced our new Chief Diversity and Inclusion Officer (CDIO), Dr. Geraldine Young, DNP, APRN, FNP-BC, CDE, FAANP. Dr. Young has practiced for 20 years in the nursing field, and advocating for diversity and inclusion in nursing education has been at the forefront of her work. She holds a DNP from the University of Alabama at Birmingham in addition to an MSN from Alcorn State University and a BSN from the University of Mississippi Medical Center.

“It is truly an honor and a pleasure to be selected as the Chief Diversity and Inclusion Officer at Frontier Nursing University!” said Dr. Young.

We sat down with Dr. Young to learn about her passion for diversity and inclusion, her strategy for enhancing these initiatives at FNU, and the challenges she expects to face in her new position as CDIO.

What has been your career path so far and how has it led you to your current role as chief diversity and inclusion officer?

I hold a Doctor of Nursing Practice (DNP) from the University of Alabama at Birmingham, an MSN from Alcorn State University, and a BSN from the University of Mississippi Medical Center. I am a board-certified family nurse practitioner (FNP) and a certified diabetes educator.

My distinguished career, spanning 20 years, has demonstrated a great passion for improving health outcomes, especially in disenfranchised populations. An early career trajectory began with five years as a registered nurse; this led to 15 years as a family nurse practitioner, 10 of which have been spent as one of the first DNPs in Mississippi and nursing faculty, nine as a certified diabetes educator, and five as family medical practice owner.

I made an effortless decision to migrate to Kentucky to become the inaugural Director for Graduate Nursing Programs at Kentucky State University to expand the ability to help others in rural, underserved areas. Before leaving Mississippi, FNU was introduced to me by a fellow colleague. As an advanced practice registered nurse (APRN), the thought of FNU (a nursing university that exclusively focused on graduate level nursing education for APRNs and founder of my degree pathway as a family nurse practitioner) was instantaneously intriguing. When the opportunity presented itself, there was no hesitation to seize the chance to be employed at FNU!

How has your professional background influenced your passion for diversity and inclusion?

Serving as a leader in improving diabetes outcomes in the southeastern United States has been a career pinnacle. Leadership in the Health Resources and Services Administration’s Health Disparities Collaboratives and the Centers for Medicare and Medicaid Services’ (CMS’s) Mississippi Health First Project transformed the model for healthcare practices and diabetes self-management education (DSME) in Mississippi for minority and underserved populations. This leadership led to recognition from the CMS and the American Association of Diabetes Educators for program excellence in DSME.

My firm commitment to clinical-practice excellence is evidenced by developing a private practice in Mississippi. This practice focused on improving health outcomes and diabetes management and had over 2,500 visits annually, 10 percent of which are for veterans and 30 percent of which are for underserved populations. Direct clinical outcomes were not the only benefits of this practice. In a dynamic partnership with Jobs for Mississippi (a program that provides at-risk youths with positive work experiences to prevent them from becoming dropouts), this practice also provided professional role modeling, culminating in its participation in the AmeriCorps job-placement service, which specifically targets at-risk youth. This practice attained state and national recognition, including a joint telehealth project with the University of Mississippi Medical Center to increase access to quality care.

Where did your passion for diversity and inclusion begin?

My passion for diversity and inclusion emerged in the role of family nurse practitioner, serving various patient populations in underserved, rural areas in Mississippi. During this time, the belief that “no patient is noncompliant” was attained. It is crucial for healthcare professionals to remove bias towards patients that appear to be noncompliant. Healthcare services should reflect individualization based on a patient’s circumstances and uncover means of improving their health outcomes. This motto continues today for any population that I service including students, faculty and staff.

Diversity, equity, and inclusion are the keys to the future success of the health care delivery system and the improvement of health outcomes for minority and underserved populations. All perspectives need a voice. I have always been willing to be that voice.

Membership in the American Association of Colleges of Nursing Essentials Task Force further strengthens this passion as I am on the frontline of nursing education addressing issues of health disparities and inequities that exist in our nation.

How do you define diversity and inclusion at Frontier Nursing University?

FNU encompasses an atmosphere built on a culture of caring, with a mission to promote diversity, equity, and inclusion. FNU elicits the equitable perspectives of students, faculty, and staff regardless of race, gender, sexual preference or identity, disability and/or religion. FNU’s goal is to improve health outcomes through the production of conscious, competent nurse-midwives and nurse practitioners in underserved and rural areas across the U.S.

FNU is a national leader in diversity, equity, and inclusion and a two-time winner of the INSIGHT Into Diversity Higher Education Excellence in Diversity Award 2018 and 2019.

What are you most excited about with your new position?

I have been involved with diversity, equity, and inclusion efforts in the background for many years. Now, I have the opportunity to propel this role forward in my influential nursing career as the Chief Diversity and Inclusion Officer at FNU. In this role, I can expand the impact of diversity, equity, and inclusion efforts at FNU to improve the health outcomes of diverse patient populations in underserved and rural areas in the U.S.

What strategies do you feel will have the most positive impact on the FNU community?

Administration is tremendously supportive of diversity, equity, and inclusion initiatives at FNU. This support transcends the level of comfort needed to productively perform in the role of Chief Diversity and Inclusion Officer. Embodying transformational leadership characteristics, implementing the team-based approach to confronting diversity, equity, and inclusion issues, and soliciting the perspectives of students, faculty, and staff will be instrumental in disseminating a powerful culture of diversity, equity, and inclusion at FNU. This approach will also ensure the direct involvement and ownership of the entire FNU community in the continuous transformation process.

What are the biggest challenges that you will face in your new role?

As the Chief Diversity and Inclusion Officer, I expect the following challenges:

Upholding accountability for implicit bias in the FNU community
Increasing the integration of atypical, diverse populations and perspectives into the FNU community
Providing support for the changes

These challenges are expected to resolve as constituents become more informed and proactive within the diverse and inclusive FNU community.

What is a fun fact about you?

I love to travel! I have been to Washington, D.C., approximately 10 times in the past three years for the purpose of advancing the nursing profession. I feel like D.C. is my home away from home.

Frontier Nursing University Welcomes Dr. Geraldine Young as New Chief Diversity and Inclusion Officer

March 23, 2020 By Frontier Nursing University

Dr. Geraldine Young, DNP, APRN, FNP-BC, CDE, FAANP, has been appointed as the new Chief Diversity and Inclusion Officer (CDIO) at Frontier Nursing University (FNU).

Dr. Young, whose service in the nursing profession spans over 20 years, holds a Doctor of Nursing Practice (DNP) from the University of Alabama at Birmingham (2010), an MSN from Alcorn State University (2005), and a BSN from the University of Mississippi Medical Center (2001). She is also a board-certified family nurse practitioner (FNP) (2005) and a certified diabetes educator (2011).

“We are so proud to welcome Dr. Geraldine Young to Frontier Nursing University,” said FNU President Dr. Susan Stone, CNM, DNSc, FAAN, FACNM. “She is an incredibly strong advocate for diversity, equity and inclusion and brings a wealth of experience and leadership to FNU. We are excited to have her lead our diversity and inclusion initiatives and build upon the progress that we have made.”

Dr. Young is a National Organization of Nurse Practitioner Faculties (NONPF) Leadership Fellow and Fellow of the American Association of Nurse Practitioners (FAANP). She has been deemed a content expert for one of the leading credentialing bodies for NPs, the American Nurses Credentialing Center (ANCC). She serves on an array of national committees to advance nurse practitioner education, including the NONPF Curricular Leadership Committee (co-chair) and Conference Committee. She is also a member of the American Association of Colleges of Nursing Essentials Task Force.

As a member of the Essentials Task Force, Dr. Young is ensuring cultural diversity and inclusion are at the forefront of nursing education to address the health disparities and inequalities that exist in our nation. She has effectively delivered models of clinical practice to improve the outcomes of underserved and minority populations with diabetes in conjunction with the Health Resources and Services Administration (HRSA) and the Centers for Medicare and Medicaid (CMS).

“It is truly an honor and a pleasure to be selected as the Chief Diversity and Inclusion Officer at Frontier Nursing University,” Dr. Young said. “I, along with my colleagues, look forward to transforming Frontier Nursing University to the next level by continuing to strengthen an environment that promotes diversity, inclusion, and equity and promotes the success of all community members.”

In 2017, FNU established the position of Chief Diversity and Inclusion Officer (CDIO), which is a member of the President’s Cabinet. Dr. Maria Valentin-Welch was FNU’s first CDIO and, behind her leadership, the Diversity and Inclusion Office has now grown to include the CDIO, Diversity and Inclusion Coordinator Chris Turley, and Assistant Director of Diversity and Inclusion Devon Peterika.

FNU has received the prestigious Higher Health Professions Higher Education Excellence in Diversity (HEED) Award from INSIGHT Into Diversity magazine in both 2018 and 2019. The Health Professions HEED Award is the only national honor recognizing U.S. medical, dental, pharmacy, osteopathic, nursing, veterinary, allied health, and other health schools and centers that demonstrate an outstanding commitment to diversity and inclusion across their campuses.

FNU’s commitment to emphasizing and valuing diversity and inclusion was formally instituted in 2006 when we began intense efforts to recruit minority students to our programs. FNU’s initial efforts were funded through the support of an Advanced Nurse Education grant from the HRSA. In 2010, FNU held its first annual Diversity Impact Conference. Held each summer since then, the Diversity Impact Conference opens the door for nurse practitioner and nurse-midwifery students plus faculty and staff to foster collaborative discussions, address health disparities, and find proactive solutions to improve minority health among underrepresented and marginalized groups. Today, the goal of a diverse health care workforce continues with efforts to recruit and educate faculty, staff, students, and preceptors and integrate diversity, equity, and inclusion efforts throughout all of FNU operations with a goal that it should be fully integrated into the university’s culture. FNU’s diversity, equity, and inclusion efforts are currently funded with a Nursing Workforce Diversity Grant from the HRSA.

These diversity initiatives span all facets of the university, but one of the most telling and important data points is the percentage of students of color enrolled at FNU. In 2009, that number was 9 percent. Starting in 2010 with the HRSA funding, FNU’s diversity, equity, and inclusion initiatives have resulted in the percentage of students of color enrolled to grow to 24 percent in 2019.

Frontier Nursing University Receives 2018 Health Professions HEED Award

October 18, 2018 By frontieredu

Versailles, Ky. – Today, Frontier Nursing University (FNU) received the 2018 Health Professions Higher Education Excellence in Diversity (HEED) Award from INSIGHT Into Diversity magazine, the oldest and largest diversity-focused publication in higher education. As a recipient of the annual Health Professions HEED Award — a national honor recognizing U.S. medical, dental, pharmacy, osteopathic, nursing, veterinary, allied health, and other health schools and centers that demonstrate an outstanding commitment to diversity and inclusion — FNU will be featured, along with 34 other recipients, in the December 2018 issue of INSIGHT Into Diversity magazine.

“We are deeply honored to receive the prestigious HEED Award,” said FNU President Dr. Susan Stone. “We believe in the benefits of a diverse university and in the positive impacts our diverse graduates can make in communities across the country. Our graduates serve people of all races and cultures and are increasingly coming from diverse backgrounds. It is imperative that our students, faculty and staff have cultural awareness and competency in order to effectively advance our mission of servant leadership. We have demonstrated our ongoing commitment to diversity by implementing programs and structure to ensure we reach our goals. The HEED Award is a validation of those efforts and provides additional inspiration to maintain our commitment to achieving and exceeding our diversity and inclusion goals.”

Since the implementation of the FNU PRIDE Initiative (Promoting Recruitment and Retention to Increase Diversity in Nurse-Midwifery and Nurse Practitioner Education) in 2010, which spearheaded many targeted recruitment activities, FNU has increased the student of color enrollment from 9% in 2010 to 23% in 2018. This success has been achieved through a comprehensive marketing effort targeting prospective students from underrepresented groups. Advertisements, conferences, events, and public relations have been focused on reaching and recruiting new students from underrepresented groups.

FNU has also held annual three-day Diversity Impact Student Conferences since the PRIDE Initiative began. The purpose of the Diversity Impact Conference is to ensure that nurse practitioners and nurse-midwives understand the challenges and opportunities offered by diversity in rural and underserved healthcare systems. Moreover, Diversity Impact advances solutions to problems posed by contemporary health care policy.

To further demonstrate its ongoing commitment to diversity and inclusion, FNU created the position of Chief Diversity Inclusion Officer (CDIO) in 2017 and named Dr. Maria Valentin-Welch to that office. Dr. Valentin-Welch was named one of the Top 25 Women in Higher Education by Diverse Magazine earlier this year.

“The Health Professions HEED Award process consists of a comprehensive and rigorous application that includes questions relating to the recruitment and retention of students and employees — and best practices for both; continued leadership support for diversity; and other aspects of campus diversity and inclusion,” said Lenore Pearlstein, publisher of INSIGHT Into Diversity magazine. “We take a detailed approach to reviewing each application in deciding who will be named a Health Professions HEED Award recipient. Our standards are high, and we look for schools where diversity and inclusion are woven into the work being accomplished every day across their campus.”

About Frontier Nursing University:

The mission of FNU is to provide accessible nurse-midwifery and nurse practitioner education to prepare competent, entrepreneurial, ethical, and compassionate leaders in primary care to serve all individuals with an emphasis on women and families in diverse, rural, and underserved populations. FNU offers graduate Nurse-Midwifery and Nurse-Practitioner distance education programs that can be pursued full- or part-time with the student’s home community serving as the classroom. Degrees and options offered include Doctor of Nursing Practice (DNP), Master of Science in Nursing (MSN) or Post-Graduate Certificates. To learn more about FNU and the programs and degrees offered, please visit Frontier.edu.

About INSIGHT Into Diversity

INSIGHT Into Diversity magazine is the oldest and largest diversity publication in higher education today and is known for its annual Higher Education Excellence in Diversity (HEED) Award, the only award recognizing colleges and universities for outstanding diversity and inclusion efforts across their campuses. In addition to its online job board, INSIGHT Into Diversity presents timely, thought-provoking news and feature stories on matters of diversity and inclusion across higher education and beyond. Articles include interviews with innovators and experts, as well as profiles of best practices and exemplary programs. Readers will also discover career opportunities that connect job seekers with institutions and businesses that embrace a diverse and inclusive workforce. Current, archived, and digital issues of INSIGHT Into Diversity magazine are available online at insightintodiversity.com.

Meet FNU’s New Chief Diversity and Inclusion Officer (CDIO) Dr. Maria Valentin-Welch, DNP, MPH, CDP, CNM, FACNM

January 2, 2018 By frontieredu

Dr. Maria Velentin-Welch

Frontier Nursing University (FNU) is seeing yet another one of its diversity initiatives realized through Dr. Maria Valentin-Welch in her new role as Chief Diversity and Inclusion Officer. Maria’s new position, which she assumed on October 1, is designed to guide the institution on matters of equity, diversity and inclusion.

Dr. Valentin-Welch has over 30 years of teaching experience, including her role at Frontier as an assistant professor since 2013. Through extensive work with marginalized and underserved populations, Maria has garnered several awards and accolades. She completed her Doctor of Nursing Practice (DNP) at FNU in 2015. Her DNP capstone project was a national online tutorial pilot program for ethnically diverse student nurse-midwives.

Frontier spoke with Maria about her passion for diversity and inclusion, how she will strategize those initiatives at FNU, and the challenges she expects to face in her inaugural post as CDIO.

What has been your career path so far and how has it led you to your current role as Chief Diversity and Inclusion Officer?

“A medical encounter shaped my understanding of the need for diversity in the medical world. There was a man that was restrained; he was trying to pull his IV because he was trying to get to his true hospital. I advocated for this man, explained the situation…I was told, ‘Well, we don’t have a translator, so we didn’t understand him,’ which was unacceptable. We found a translator, and the man proceeded to have his IV removed and was transferred to the hospital where he belonged. This experience really taught me how to be a voice for the voiceless, and to be an advocate for those who need advocacy.”

How has your professional background influenced your passion for diversity and inclusion?

“While working with homeless pregnant women, I felt like I wanted to do more with my hands, and that was my inspiration, my calling, into nurse-midwifery. Also my love for education has influenced my passion for diversity and inclusion. I have always been a teacher in my heart. I have taught and precepted many students…teaching is in my blood.

Another changing encountered occurred during my first visit at Frontier. In 2012 I came to Frontier’s Diversity Impact Weekend for the Pride Program as a keynote speaker, and there I not only fell in love with Frontier, but I also fell in love with the students who encouraged me to go back to school and go back to teaching. Now, I am an alumni of Frontier; I went to their doctorate program, and my capstone project was on tutoring and mentoring students of color. So, all of this was instrumental in bringing me to this point in my life.”

Learn more about Maria’s journey to Chief Diversity and Inclusion Officer in this video.

Where did your passion for diversity and inclusion begin?

“My passion for diversity and inclusion began really by being raised in New York City. It was a wonderful, diverse area to be brought up in, and it taught me that we are more alike than we are different. Another encounter in my life that really brought passion of diversity in my life was being moved from New York to Boston, Massachusetts in the seventies during the busing times. A historical era with a lot of racism and hatred in Massachusetts which has definitely improved since. However, that time period was really sad and showed me how ugly division can be.

A school incident took place that taught me that I am neither white, nor black, nor ‘other.’ I am Maria, and no one can label me. I am myself and that goes for every single person; we are all each personally unique and individual.”

Learn more about Maria’s passion for diversity and inclusion in this video.

How do you define diversity and inclusion at Frontier Nursing University?

“When our differences come together in a respectful and appreciative way for what each of us bring to the table, that’s when we reach diversity and inclusion. Diversity and inclusion in a nutshell is the power of unity, and FNU will be more powerful for including it in its strategic plan.

Diversity is like a beautiful tapestry made up of each and every one of us. We are all different in so many ways, beautiful ways. However, when our differences are united in a positive way, we create a powerful, enhanced atmosphere that otherwise would be lacking due to missing parts. So, diversity and inclusion is the glue of unity.”

Learn more about how Maria defines diversity and inclusion in this video.

What are you most excited about with your new position?

“I am most excited about the programs I hope to establish for students. Initially, these programs that I’ll be implementing will be pilot programs for our nurse workforce diversity grant students. We’ll work out the kinks and basically expand them to all students.

I’m also excited about bringing diversity to the forefront of Frontier. Our Community of Inquiry model will be stronger for it.”

What strategies do you feel will have the most positive impact on the FNU community?

“The strategies that I feel will have the most positive impact on Frontier are building these excellent student services, as well as diversity and inclusion training strategies and tactics to enhance our courses by threading diversity and inclusion issues along the way. We want to thread the subject matter even further throughout the curriculum. We will be stronger individually and as a whole because of the introductions of these plans.”

Learn more about Maria’s planned strategies as CDIO in this video.

What are the biggest challenges that you will face in your new role?

“Uniting folks while our nation is receiving messages of division and promoting actions of division and lack of compassion – to me, that will be my biggest challenge. However, I feel midwifery and nursing have always held an important role in not only listening to people, but also advocating for what is right. Frontier is better and stronger than the division being promoted across the nation.”

Learn more about the challenges Maria anticipates in her new role in this video.

What is a fun fact about you?

“My intersectionality is a fun fact. What is intersectionality? Intersectionality is a diversity term that basically explains that an individual has many hats that they bring to the table, not just what you see in front of you. So I’m not just a latina, female professor of a certain age. I’m also a mother, a wife, grandmother, and – here’s the fun fact – I’m even a great-grandmother of three great-grandchildren!”

Learn more about Maria in this video.

Best of luck in your new role, Maria! We are fortunate to have your influence here at FNU!

FNU Hires Chief Diversity and Inclusion Officer

September 28, 2017 By frontieredu

New Position Added to Executive Leadership Team

Frontier Nursing University (FNU) has hired Dr. Maria Valentin-Welch,DNP, CNM, MPH, FACNM, as its first chief diversity and inclusion officer to lead the University on matters of equity, diversity and inclusion. Dr. Valentin-Welch is a certified nurse-midwife and has served as a course coordinator at FNU since 2013. She will assume the new role on Oct. 1, 2017.

FNU’s chief diversity and inclusion officer (CDIO) will lead the development of a vision and strategy that champions the importance of a diverse and inclusive environment that values and supports all members of the University community. The addition of the CDIO position is the most recent of a number of diversity initiatives implemented as part of FNU’s strategic plan to heighten the focus on diversity and inclusion for all faculty, staff and students. The CDIO will serve on the executive team along with the president, dean, chief operations officer and the executive vice president for finance and facilities.

“Research tells us that in order to incorporate an effective culture of diversity and inclusion, you must have top administrators at the highest level in the organization leading the charge,” said FNU President Dr. Susan Stone. “We have done so much to foster a culture that values diversity and inclusion; this was the natural next step for our University.”

Dr. Valentin-Welch has worked on diversity and inclusion efforts throughout her career. One of her first assignments at FNU will be leading the implementation of a four-year program to increase the recruitment, enrollment, retention and graduation of students from disadvantaged backgrounds, made possible by a HRSA Nursing Workforce Diversity Grant totaling $1,998,000 that was awarded to FNU earlier this year.

Dr. Valentin-Welch joined the Frontier Nursing University faculty four years ago and has served as a co-chair of FNU’s Diversity and Inclusion Committee. She will be moving to Kentucky in 2018 to join other administrative staff at FNU’s campus, which will be relocating from Lexington to Versailles next year.

“I am very excited to get started in this new role because focusing on diversity and inclusion will only strengthen Frontier’s roots, as well as our mission and vision,” said Dr. Valentin-Welch. “The birthplace of nurse-midwifery in the United States stems from the roots of Frontier Nursing University. Therefore, I am humbled and honored to become FNU’s first chief diversity and inclusion officer. Together, hand in hand, we will bring our FNU Community to higher heights.”

Additionally, Dr. Valentin-Welch will offer leadership support to FNU’s Diversity PRIDE Program which has been in place since 2010 and was designed to promote diversity in nursing and midwifery by recruiting more underrepresented students. She will also focus on collaborative opportunities with other organizations to facilitate the goals of diversity and inclusion at FNU.

“I believe our founding mother, Mary Breckinridge, is smiling down at Frontier as we open this new historical chapter… a chapter made up of many different pages creating a wonderfully diverse and inclusive book,” said Dr. Valentin-Welch.