By Sylvia Muko, RN
Member of MNA’s Racial Diversity Committee (RDC)
My name is Sylvia Muko; I’m an advocate of justice and fairness who has been involved in union committee work including diversity and equity efforts both as an educator in my birth country of Kenya and currently as a Minnesota-based cardiac nurse. Inspired by the 2004 Nobel Laureate Wangari Maathai, I quickly noted that as much as nursing offered me profound personal fulfillment in a versatile career with flexible opportunities, unfortunately, there were too many scenarios in which nurses of color faced unfair criticism, were disciplined more harshly than others, were overlooked for opportunities, or were having their concerns dismissed.
According to a 2021 report from the National Commission to Address Racism in Nursing, this kind of treatment is not uncommon. In fact, the Commission points out that BIPOC nurses reported experiencing the highest percentage of racism from co-workers, a manager or a supervisor—in that order. Joining teams of like-minded nurses became a necessity for me to learn the terrain.
In 2026, I joined MNA’s Day on the Hill where I had the opportunity to meet Minnesota legislators and speak about key issues affecting nurses. But even when I was there, I noticed the gaps in representation of BIPOC nurses.
Advocacy for me has always been part of who I am as a person. When I think about my own journey in nursing, I see it as a natural proclivity toward a genuine desire to help others, but I testify to the necessity of MNA through this journey and how it continues to play a significant role in my practice like many other minority and BIPOC nurses. As a minority nurse, it can feel especially difficult because of the power imbalance, making it harder to speak up or be taken seriously. Lamentably, racism continues to undermine the ability of BIPOC nurses.
An overabundance of literature supports the idea that the remnants of racism continue to seethe in and around the discipline of nursing. For instance, a nationwide survey of nurses conducted by the National Commission to Address Racism in Nursing reported that 92 percent of Black nurses reported having experienced racism in their workplaces. It is in scenarios like this that MNA’s Racial Diversity Committee (RDC) is actively working on solutions and long-term change.
Currently, RDC’s work is closely tied to the everyday realities that nurses of color face on the job. Many report challenges like subtle and/or overt discrimination from coworkers or patients, being overlooked for promotions, feeling isolated in predominantly white workplaces, or carrying extra emotional labor when addressing bias.
RDC offers support to nurses experiencing discrimination, evaluates union policies, and promotes leadership opportunities for racially diverse members while building stronger community partnerships through strategies such as expanding diverse representation in leadership, strengthening accountability and training efforts, and continuing to reshape both workplace practices and union culture to achieve lasting racial equity.
The committee’s reporting systems give nurses a structured way to document these incidents instead of ignoring them or handling them on their own. The focus of RDC is to push employers to take these concerns seriously, which can lead to clearer protections and accountability—and for “majority” nurses and leaders to recognize bias in real time. Overall, the committee translates big-picture goals like equity into practical support that touches daily experiences—making it easier for nurses of color to feel protected, and able to focus on patient care rather than navigating discrimination management.
The RDC addresses these issues by advocating for stronger accountability within leadership, promoting clear reporting systems so nurses don’t have to stay silent, and pushing for policies that protect workers from discrimination and retaliation. Our work also emphasizes education for leaders, helping them to recognize bias and change harmful behaviors. By tackling harassment at the management level, the committee helps create safer, more equitable workplaces where nurses of color are respected and supported in their roles.
I definitely believe that racism is an assault on the human spirit. It causes extreme moral suffering, especially when the actions translate into acts of social injustice; pay inequities; and the unfair distribution of power, resources, and opportunities for advancement into leadership positions.
The RDC has a lot on its plate, and sometimes, listening to the issues on the table makes me feel like we are miles away from our goals. However, I’m inspired by many who have gone before us and, through their small steps to stand up for what’s good, they ultimately created the platforms on which we stand today. The work is far from over, but indeed RDC is helping do the tough work one day at a time.
