Audrey Lyndon

Faculty

Audrey Lyndon Headshot

Audrey Lyndon

FAAN PhD RNC

Executive Vice Dean
Vernice D. Ferguson Professor in Health Equity

1 212 922 5940

433 First Ave
New York, NY 10010
United States

Accepting PhD students

Audrey Lyndon's additional information

Dr. Lyndon is the Vernice D. Ferguson Professor in Health Equity and Executive Vice Dean at NYU Rory Meyers College of Nursing. Her equity work is focused in two areas: maternal health equity and diversifying the nursing science and healthcare workforce. Dr. Lyndon’s maternal health work has focused on patient safety and quality in maternity and neonatal care, including improving communication and teamwork among clinicians; identifying parents’ perspectives on safety during labor, birth, and neonatal care; developing nurse-sensitive outcomes for labor and birth; and research on severe maternal morbidity and maternal mortality. Her team has conducted groundbreaking research on differences in clinicians’ and parents’ perspective on speaking up about safety concerns and developing an understanding of how women and parents conceptualize safety during childbirth and neonatal intensive care. Dr. Lyndon co-chaired the development of the CMQCC Obstetric Hemorrhage Toolkit, which became a national and international model for maternal safety bundles and collaborative quality improvement. Dr. Lyndon recently completed a study funded by the Agency for Healthcare Research and Quality examining relationships between nursing care during labor and patient outcomes. She is currently focused on understanding the experiences of Black and Latinx survivors of severe maternal morbidity to better identify their support needs, research priorities, and community-driven prevention targets for severe maternal morbidity. Dr. Lyndon’s work on diversifying the nursing science and healthcare workforce includes mentoring and sponsorship of historically excluded clinicians and scientists and efforts to build effective pathways programs for historically excluded individuals into nursing, nursing science, and clinical specialties.

PhD - University of California, San Francisco
MS - University of California, San Francisco
BA - University of California, Santa Cruz

Women's health
Health Services Research

American Academy of Nursing
American College of Obstetricians and Gynecologists (ACOG), Educational Affiliate
American Nurses Association
Association of Women’s Health Obstetric and Neonatal Nurses
International Family Nursing Association

Faculty Honors Awards

Reviewer of the Year, Journal of Obstetric, Gynecologic, and Neonatal Nursing (2017)
Irving Harris Visiting Professor, University of Illinois, Chicago College of Nursing (2015)
Distinguished Professional Service Award, Association of Women's Health, Obstetric and Neonatal Nurses (2013)
Fellow, American Academy of Nursing (2012)
Award of Excellence in Research, Association of Women's Health, Obstetric and Neonatal Nurses (2011)

Publications

Respectful professional interactions between nurses and physicians as an integral aspect of safe perinatal care

Simpson, K. R., & Lyndon, A. (2006). JOGNN - Journal of Obstetric, Gynecologic, and Neonatal Nursing, 35(4), 537. 10.1111/j.1552-6909.2006.00072.x

How a cost-containment initiative produced recruitment & retention

Cvach, K. C., & Lyndon, A. (2003). MCN The American Journal of Maternal Child Nursing, 28(6), 391-396. 10.1097/00005721-200311000-00014
Abstract
Abstract
The Maryland Perinatal Education Consortium (MPEC), a 12-hospital education initiative, provides basic didactic education for perinatal nurses. The MPEC core curriculum integrates patient-specific cultural and age-related considerations for both the novice and experienced perinatal nurse. While the primary goal for developing the consortium was to maximize use of the nurse educator's time by pooling educational resources between participating hospitals, member hospitals have discovered that it also resulted in advantageous positioning for recruitment and retention of nursing staff. MPEC's pooled turnover rate of 14% is below the national average of 16%, resulting in important cost savings and additional staff for participating hospitals. This article describes the development of the MPEC and uses the Nursing Executive Center's model of turnover costs to describe the cost savings and retention impact for various-sized hospitals achieved through MPEC's multihospital collaboration in staff development.

Media