As the nursing workforce crisis grips healthcare systems nationwide, most attention remains fixed on staffing shortages, burnout, and retention issues—yet these are only part of the picture.
To fully understand the crisis, we must look beyond these usual factors.
Dr. Angie Millan, DNP, RN/NP, CNS, FAAN, president of the National Coalition of Ethnic Minority Nurse Associations (NCEMNA), points out that minority nurses often shoulder additional burdens caused by inequity, limited support, and fewer advancement opportunities—factors that make the workforce crisis more acute for them.
“There’s an additional burden,” she said.
Millan spoke during an interview at the NCEMNA 2026 Annual Health Policy Summit, pointing to a dimension of the workforce crisis that is often discussed but not fully addressed.
A Workforce Strained from Multiple Directions
Like many nurses, minority nurses are working in environments defined by higher patient acuity, staffing shortages, and extended shifts.
Millan said those demands are compounded by factors beyond workload.
For some, this means navigating inconsistent support and recognition, which can intensify strain and influence decisions about remaining in the profession.
That gap can intensify strain and influence decisions about whether to remain in the profession.
The Impact of Feeling Unseen
Millan stressed that belonging is central to addressing minority nurses’ struggles amid the workforce crisis.
When nurses do not feel included or supported, it can affect how they view their future within an organization.
The issue extends beyond representation. It reflects whether nurses feel valued in their day-to-day work.
Without that sense of value, retention becomes more difficult.
The Advancement Gap
Barriers to advancement remain a persistent concern.
Millan described a disconnect between educational attainment and leadership opportunities, noting that some minority nurses pursue advanced degrees and training but do not see those efforts translate into leadership roles.
This pattern limits career progression and contributes to a leadership landscape that does not fully reflect the workforce.
It also restricts the range of perspectives shaping healthcare decision-making.
Why Support Systems Matter
Addressing these challenges requires more than recognition.
Millan emphasized the need for mentorship, sponsorship, and clear pathways to leadership.
These supports are critical for recruitment, retention, and advancement.
Without them, the profession risks losing experienced nurses who are critical to patient care and workforce stability.
A Broader Workforce Challenge
The issues Millan described intersect with larger workforce concerns.
Many workforce strategies emphasize recruitment and retention, but may miss the unique challenges faced by minority nurses.
Millan’s perspective highlights the importance of solutions that reflect those differences.
A Defining Moment for the Profession
As healthcare leaders work to address the nursing workforce crisis, Millan’s message underscores a key point.
The challenges facing the profession are not uniform.
For minority nurses, the workforce crisis means navigating both the demands of the profession and systemic barriers that intensify these challenges.
Recognizing and addressing this distinction is critical to stabilizing and diversifying the nursing workforce.
