Introduction
In the United States, nursing opportunities for all races in America have been lacking since time immemorial, as shown by wide gaps in representation discrepancies in various health institutions in its cities. Specifically, in Manassas, Virginia, whites have elevated job opportunities in health indices. Nevertheless, Blacks, Hispanics, and American Indians have less representation in the nursing sector. Despite the US being a country of all cultures, the inclusivity of medical employment has bred a wide distinction in the provision of sustainable healthcare for all and sundry. Thus, racial disparity in nursing employment has been an undesirable variable in the United States medical sector that has ensured the panic to access adequate healthcare by the less represented.
Demographics Comparison
Due to its enormous size and varied background, the US possesses one of the most complicated cultural orientations in the whole world. For instance, in Manassas City in Virginia, the total population estimate as of July 2022 was 42,708 (QuickFacts, 2022). In this regard, the city’s population is variedly disproportionate; precisely, whites comprise the majority of 72% (QuickFacts, 2022). However, blacks make up 15.6%, the American Indians and Alaska Natives are 1.4%, and Asians are 6.8% (QuickFacts, 2022). Further, Native Hawaiians consist of 0.3% of the city’s population, while Hispanic Latinos make up 39.3% (QuickFacts, 2022). As such, this number portrays a considerable deviation compared to the nursing staffing in Fairfax County in Virginia. Notably, among registered nurses in Fairfax County, Whites (67.1%) are the most prevalent ethnicity, followed by Black (9.5%), Hispanic or Latino (7.6%), and Asian (7.2%) (Virginia, 2022). This indicates how the issue of ethnic diversity in Manassas healthcare facilities is imbalanced.
The Disparities in Representation
Therefore, wide disparity in the employment distribution in Manassas can be deduced as unequal and incongruent. For instance, Whites are the populated majority (72%) and are highly represented in nursing employment (67.1%). The implication is that fewer Whites, less than 5%, are not included in the nursing staffing compared to other races. For example, the second most populated Blacks are not accorded a favorable position in nursing career; the difference between the population and those in nursing sectors is more than 6%. Moreover, other races, such as Latinos and Hawaiians, suffer similar prejudice.
Conclusion
From the above statistics, it can be insinuated that nursing organizations have fallen short due to the underrepresentation of non-dominant races in the health sector compared to the predominant white race. In particular, it would have been prudent if the representation was equitable under the existing ethnic populace. If Black people were to be utterly represented without bias, it would have indicated that their 9.5% total population in the city would have been dissimilar from that of Fairfax nursing by a thin margin, probably of 0.5%. Thus, by 9%, inclusion would have been ideal, and the ethnic diversity gap question would have undoubtedly been answered satisfactorily.
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