CNO Releases New Findings on Racism, Ageism, and Gender Bias in Nursing Workplaces
College of Nurses of Ontario urges system-wide change to improve equity and safety in healthcare
TORONTO — The College of Nurses of Ontario (CNO) has released new research highlighting the inequities and discrimination faced by nurses across the province — findings that will help guide data-driven change in workplace culture and improve conditions for healthcare professionals.
The new report, drawn from CNO’s first-ever Workforce Census, surveyed more than 31,000 nurses across Ontario. It offers insight into the realities of racism, ageism, and gender-based discrimination in nursing workplaces and serves as a call to action for healthcare leaders to create safer, more inclusive environments.
“Today, we are sharing a new set of information sheets on workplace inequities and barriers nurses face in their practice,” said Brent Knowles, CNO’s Director of Analytics & Research. “These findings give a clearer picture of the day-to-day realities in nursing. CNO will collaborate with our health system partners to promote safer nursing practices for both nurses and Ontarians.”
Confronting Racism in Nursing
According to the CNO survey, 37% of respondents said they had experienced racism or discrimination related to their identity in academic, clinical, or professional settings.
Among racialized respondents who answered “yes”:
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67% identified as Arab, Black, East Asian, Latin American, South Asian, Southeast Asian, or mixed-race.
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Black nurses reported the most frequent experiences of daily discrimination.
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Racialized nurses were found to be under-represented in leadership roles.
Research cited by CNO links workplace racism to burnout, which can negatively impact both nurses’ well-being and patient safety, leading to more medical errors and lower care quality.
Addressing Hidden Age Bias
CNO’s data revealed that younger nurses (ages 18–24) often face age-related discrimination, with:
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56% reporting being treated with “less courtesy or respect” by patients or their families.
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43% saying they were “threatened or harassed” several times per month.
Meanwhile, older nurses (55+) reported feeling “devalued” and overlooked for promotions or stable roles.
“As Ontario’s population grows older, we need to build age-inclusive, flexible workplaces where all nurses can thrive,” the report notes.
Gender-Based Discrimination Persists
More than one in four nurses (26%) reported being threatened or harassed multiple times a month by patients or their families.
Among respondents:
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Non-binary and gender non-conforming nurses experienced the most frequent harassment (39%) and the highest rates of discrimination (72%).
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Women said their work was “devalued” and “underpaid” in a female-dominated profession.
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Men reported feeling out of place or unsupported due to persistent gender stereotypes.
While women still make up the majority of the profession, the share of male nurses has grown from 7% to 10% in the past decade, and more Gen Z nurses identify as transgender or non-binary than in any previous generation.
Driving Change Through Data
CNO says these findings underscore the need for policy reforms, leadership accountability, and education focused on diversity, equity, and inclusion (DEI).
“Our findings aim to guide collective action toward a safer and more equitable healthcare system,” said Knowles. “Realizing this change will require clear policies rooted in DEI principles for all.”
The College’s full information sheets — exploring racism, ageism, and gender-based discrimination — are now available on CNO’s website.
For more information, visit www.cno.org.
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