About – Men in Nursing

Our Mission

MINIG continues to strive forward; our strength in numbers continues to be on the rise! Through leadership and working within our communities, we continue to make a difference in strengthening the image of nursing and the nursing profession.

MINIG has started to use an adaptive leadership style/approach which spans the spectrum of leadership theories, traits and stylistic approaches that is very adaptive, yet direct in nature. Adaptive leadership is given to impacting the environment. It addresses a very active form of leadership, not a passive effort taken merely to adjust to circumstances as found. Adaptive leadership is based on a process that requires people to focus on the specific problems at hand and to modify the way they have thought or worked in the past.

Our Objectives

Educate the general public (communities), stakeholders , students and nurses about men in nursing and the profession
Strengthen the image of nursing across genders
Collaborate with other nursing organizations and groups
Conduct workshops/conferences
Strengthening the image of nursing for all
To collaborate with both RNAO, its interest groups, the community and stakeholders.

Our Background

Reports continue to show that if the health needs of Canadians continue to change according to past trends, and if no policy interventions are implemented, Canada will be short almost 60,000 full-time equivalent RNs by 2022. Nursing shortages cause long and frustrating wait times in clinics and hospitals, adverse events for patients, and untenable work situations for RNs and other health-care workers (CNA, 2009). Men represent the largest group of underutilized human health resources to join the field of nursing where there continues to be a recurring trend as a female dominated profession – 94% in 2008. In the last five years, the growth rate of male RNs has been miniscule at 0.5% (CIHI, 2009).

The disproportionate numbers of males in nursing is an indication of the need to promote, educate, support, and most importantly strengthen the image of men in nursing with the public and various health care settings. As a career, nursing offers a unique combination of employment security, job satisfaction, and the limitless opportunities that range from nursing practice, policy, administration, leadership, academia, and business options. While there is no single fix to the nursing shortage facing Ontario and Canada, optimal utilization of male human health resource in nursing provides an avenue to synergistically compliment RNAO’s established recruitment strategies.

Call for Resolution (April, 2010)

WHEREAS nursing continues to be faced with significant shortages, and without intervention,Canada is projected to be short almost 60,000 full-time equivalent RNs by 2022 (CNA, 2009).

WHEREAS the presence of men in the ranks of Canadian Registered Nurses has developed to and remains less than 6% (CIHI, 2009).

WHEREAS the popular experience and awareness of nursing and nurses may not reflect the reality and the career potentials, particularly for men.

THEREFORE BE IT RESOLVED that the RNAO, in collaboration with its Men In Nursing Group, actively advance efforts in any and all public media, forums and educational institutions, which would promote nursing as a viable and attractive career choice for men.

References

Canadian Institute for Health Information, Regulated Nurses: Canadian Trends, 2004 to 2008 (Ottawa, Ont.: CIHI, 2009).

Canadian Nurses Association (CNA). 2009 CNA on the Issues, The Nursing Shortage.
Retrieved Jan 11, 2009, from http://www.cna-aiic.ca/CNA/issues/hhr/default_e.aspx

Canadian Nurses Association (CNA). 2006 Workforce Profile of Registered Nurses in Canada.
Retrieved April 3, 2009, from http://www.cna-nurses.ca/CNA/documents/pdf/publications/2006_RN_Snapshot…

Statistics Canada. (2009). Population by sex and age group, by province and territory (Proportion of, male).
Retrieved April 3, 2009, from http://www40.statcan.gc.ca/l01/cst01/demo31e-eng.htm