Breaking Down Ableism in Nursing and Creating Inclusive Workplaces
Updated: 2 days ago
The conversation on DEI across sectors is inspiring and reassuring for contemporary professionals. It suggests that more industries now recognize the need for inclusivity and are willing to make accommodations to achieve these goals.
However, if recent reports are anything to go by, ableism still runs rampant in nursing roles in healthcare.
Essentially, ableism in this field is the belief or assumption that a nurse with disabilities is also less able to deliver quality care. This makes many employers unwilling to make the necessary accommodations to support professionals at their jobs. It can also adversely affect an organization’s entire culture and, eventually, the future of healthcare as a preferred profession.
Does Ableism Really Exist in the Nursing Profession?
Guess what one common response to allegations of ableism is? Brushing them off. Regardless of the sector or setting, people who perpetrate these behaviors often deny their existence. Yes, even when many research reports suggest otherwise.
Here’s what a 2026 study in the Canadian Journal of Nursing Research found: many workplaces lack workplace accommodations and the policies or processes needed to implement them. This can hinder the retention of nurses and midwives with disabilities and also impact absenteeism.
Further, some organizations also have complex disclosure procedures that aggravate the problem. Nurses with disabilities can find it challenging to share their concerns with their employers, fearing stigma, discrimination, and limited career advancement.
So, it is reasonable to infer that the nursing profession does suffer from this problem, wherein not many are willing to make the necessary accommodations for employees with disabilities.
How is Ableism in Nursing Detrimental?
Consider how prejudices and biased behavior toward nurses with disabilities can play out.
Some professionals may endure it at first, hoping to bring about necessary changes. However, organizations with a non-supportive or change-resistant work culture may not take the required action. Over time, it can lead to demotivation and attrition among the staff.
Eventually, the organization will suffer retention problems and also struggle to attract the right talent for various roles. High turnover rates can trigger reputational challenges for the hospital or another healthcare organization. Continued ableism can also discourage competent and committed nurses from continuing in the profession.
This can be a significant blow to the sector’s future, especially in a volatile world where unexpected health emergencies are not infrequent.
Building an Inclusive Workplace for Nurses
If you are a healthcare employer seeking to cultivate greater inclusivity at work, training and education is a good starting point. Leaders and managers who understand DEI principles and the need for accommodations can make much-needed improvements to overall workplace culture.
This change can also stem from nursing professionals who recognize bias and feel driven to make a change for themselves and their colleagues with disabilities. Specialized yet flexible leadership training, such as DNP nursing programs online, addresses sociocultural factors and illustrates their impact on society.
Professionals with appropriate training are equipped to implement systemic leadership-level changes and policies that benefit patients and employees.
Wilkes University observes that critically appraising healthcare disparities can emphasize the need for quality improvement. A workplace that does not recognize the potential of professionals with different strengths may also be less likely to appreciate differences among patients.
Other approaches for building inclusive workplaces must focus on:
Helping the staff understand available accommodation procedures rather than asking them to fend for themselves
Having one-to-one discussions with the workforce to understand their requirements for accessibility instead of assuming a universal experience for all people with disabilities
Making necessary provisions for workers with less-visible disabilities, such as neurodivergence or chronic pain
Depending on the specific role requirements, workplaces must develop proactivity in making accommodations related to equipment, scheduling, or communication. Yes, this requires additional steps. And yes, this is imperative to build a fair, equal, and optimal work environment that benefits both clinical practitioners and patients.
As a subject matter expert on Clinical Advisor notes, workplaces that focus on supporting their staff through innovations and accommodations also benefit patients.
“If you’re accommodating for disabled nurses, you’re going to build in accessibility for disabled patients as well. A lot of it is just about innovating. It takes time, it takes energy, and it takes money, but we are entitled to accommodations like anyone in any other job is.” - Dr. Sabrina Ali Jamal-Eddine, PhD, RN, & health humanities nurse scientist
Looking Beyond Traditional Nursing Practice
As workplaces strive to become more inclusive, nursing professionals can benefit from exploring opportunities beyond usual practice.
Emerging technologies have opened up several opportunities, from telehealth to research-based and administrative roles. Many nurses also consider education-based roles, focusing on training future professionals.
A 2023-2024 nursing survey discussed in JAMA Network Open highlighted that many nurses intended to leave their current position, reduce clinical hours, or pursue travel nursing. The reasons were diverse, from workloads and leadership concerns to workplace abuse.
Since then, these numbers have improved. One especially reassuring development is that many practitioners exhibit openness to new, non-conventional forms of practice.
Where Nurses With Disabilities Can Build Their Careers
Nursing Career Path | What the Role Can Involve |
Telehealth Nursing | Remote consultations, patient triage, education, follow-ups, and care coordination |
Nursing Informatics | Using healthcare technology, data, electronic health records, and workflow systems to improve care |
Nurse Education | Teaching nursing students, training healthcare staff, and developing educational programs |
Clinical Research | Supporting clinical studies, coordinating research activities, collecting data, and applying evidence to practice |
Healthcare Administration | Managing healthcare operations, programs, teams, policies, and organizational initiatives |
Case Management | Coordinating patient care, connecting patients with services, and ensuring continuity of care |
Quality Improvement | Evaluating healthcare processes and implementing changes to improve safety, efficiency, and outcomes |
FAQs
Q: Why is disability inclusion vital for the nursing workforce?
A: Disability inclusion can help healthcare organizations recruit and retain a broader range of nursing talent. It also creates workplaces that respond to employee needs. It brings the perspectives of people with experience of disability into healthcare.
Q: Can nurses with disabilities work in clinical roles?
A: Yes. Having a disability does not automatically prevent someone from working as a nurse. An employer must consider an individual's ability to perform the essential functions of a particular role, including whether reasonable accommodations can support them.
Q: What is the difference between ableism and a legitimate job requirement?
A: A legitimate job requirement concerns the essential functions of a specific position. Ableism arises when a firm makes assumptions about disability instead of objectively considering the role's requirements. It is crucial to consider whether an individual can perform the role with appropriate accommodations.
From Ableism to Equality in Nursing
It is hard to deny that ableism exists in nursing, a profession that aims to support patients in their healing and recovery. The need of the hour is increased organizational commitment to managerial training, DEI-focused interventions in healthcare settings, and exploration of non-traditional nursing roles.
These initiatives can help nurses with disabilities feel supported and motivated to continue giving their best to the profession.
