Black Nurses Research Articles

Factors affecting the advancement of Black nurses into leadership roles: A scoping review

BackgroundThe profession of nursing has recognized the lack of diversity in nursing leadership. Nurses of color represent fewer than 20% of leadership roles in nursing administration, education, and professional organizations. Efforts are needed to identify and implement strategies to increase the representation of nurses of color in positions of high influence. PurposeTo review the literature to uncover the factors that may impact Black nurses in their pursuit of leadership roles in nursing administration, education, and professional organizations. MethodsThe authors conducted a scoping review, searching CINAHL and PubMed databases in November 2022 for peer-reviewed English-language studies of leadership among U.S. nurses. They excluded studies that did not include a research method, did not have participants, a minimum of baccalaureate preparation as an inclusion criterion for participants, or were published before January 1, 2012. DiscussionOf 331 articles identified, a total of 12 met the inclusion criteria. Evaluation of the studies revealed three concepts related to mentorship, racism, and hiring practices. Of the 12 studies, 9 addressed issues related to mentorship, 5 addressed issues related to racism, and 2 addressed issues related to hiring practices. Some studies address more than one of the concepts. Ten were qualitative studies, and two were quantitative studies. ConclusionFindings suggest that Black nurse leaders are faced with obstacles and challenges when considering entering and/or staying in leadership roles. The limited amount of research on Black nurses in leadership roles remains inadequate.

Limited Choices: Mable Jones, a Black Children's Nurse in a Northern White Household

Limited Choices: Mable Jones, a Black Children's Nurse in a Northern White Household

Organizational and Institutional Initiatives for the Recruitment, Retention, and Advancement of Black Nurses in the Canadian Healthcare System: A Rapid Review Protocol

Introduction: In response to protests for racial justice, several organizations and institutions have made public declarations denouncing anti-Black racism. One prominent sector emphasizing their commitment to addressing anti-Black racism is health care—more specifically, nursing. To address anti-Black racism, many Canadian organizations and institutions have announced initiatives to recruit, retain, and support the advancement of Black nurses. Our team is interested in charting these initiatives to inform future policy and program decisions related to the recruitment, retention, and advancement of Black nurses. Objective: The objective of this review is to identify and chart evidence of organizational and institutional initiatives related to the recruitment, retention, and advancement of Black nurses in Canada. Inclusion criteria: This rapid review will include sources focused on Black nurses in Canada. Further, this review is focused on the organizational or institutional initiatives that support or facilitate aspects of recruitment, retention, or advancement of Black nurses in the workforce in Canada. Methods: A comprehensive search, developed in collaboration with a library scientist, will be used to locate peer-reviewed and grey literature from select databases and repositories. Databases will be searched from time of inception, and language will be restricted to English and French sources. Title and abstract screening as well as full-text review will each be completed by two independent reviewers. Sources will be included if they meet the inclusion criteria for the population, concept, and context. Data will be extracted by two reviewers using an extraction tool. Data will be reviewed and consolidated before being presented narratively and visually.Protocol Registration: The protocol has been registered with Open Science Framework (OSF) on March 1st, 2023.

Racialised experiences of Black and Brown nurses and midwives in UK health education: A qualitative study

BackgroundInstitutional racism within the United Kingdom's (UK) Higher Education (HE) sector, particularly nurse and midwifery education, has lacked empirical research, critical scrutiny, and serious discussion. This paper focuses on the racialised experiences of nurses and midwives during their education in UK universities, including their practice placements. It explores the emotional, physical, and psychological impacts of these experiences. MethodsThis paper draws on qualitative in-depth interviews with participants from the Nursing Narratives: Racism and the Pandemic project. Of the 45 healthcare workers who participated in the project, 28 participants obtained their primary nursing and midwifery education in UK universities. Interviews with these 28 participants were selected for the analysis reported in this paper. We aimed to employ concepts from Critical Race Theory (CRT) to analyse the interview data in order to deepen our understanding of the racialised experiences of Black and Brown nurses and midwives during their education. FindingsThe interviews revealed that the healthcare workers' experiences coalesced around three themes: 1) Racism is an ordinary, everyday experience; 2) Racism is operationalised through power structures; and 3) Racism is maintained through denial and silencing. Experiences often touch on a series of issues, but we have highlighted stories within specific themes to elucidate each theme effectively. The findings underscore the importance of understanding racism as a pandemic that we must challenge in response to a post-pandemic society. ConclusionThe study concludes that the endemic culture of racism in nurse and midwifery education is a fundamental factor that must be recognised and called out. The study argues that universities and health care trusts need to be accountable for preparing all students to challenge racism and provide equitable learning opportunities that cover the objectives to meet the Nursing and Midwifery Council (NMC) requirements to avoid significant experiences of exclusion and intimidation.

Banishing the race bias that can hold back the career progression of black and Asian nurses

Racism in the NHS is stopping nurses from achieving the promotion they deserve – but there are ways to combat discriminatory recruitment

Examining Race-Based Discrimination, Depression, and Occupational Stress in Black Registered Nurses.

Nursing is a highly stressful and demanding profession that can negatively affect mental health, as shown by nurses' high rate of depression. Furthermore, Black nurses may experience additional stress due to race-based discrimination in the work environment. This research aimed to examine depression, experiences of race-based discrimination at work, and occupational stress among Black nurses. To better understand associations between these factors, we conducted multiple linear regression analyses to assess whether (1) past-year or lifetime experiences of race-based discrimination at work and occupational stress predicted depressive symptoms; and (2) controlling for depressive symptoms, past-year and lifetime experiences of race-based discrimination at work predicted occupational stress in a cohort of Black registered nurses. All analyses controlled for years of nursing experience, primary nursing practice position, work setting, and work shift. The results indicated that both past-year and lifetime experiences of race-based discrimination on the job were significant predictors of occupational stress. However, experiences of race-based discrimination at work and occupational stress were not significant predictors of depression. The results of the research highlighted the predictive effect of race-based discrimination on occupational stress in Black registered nurses. This evidence can inform the development of organizational and leadership strategies to improve the well-being of Black nurses in the workplace.

Bias in NMC referrals and the nurses most at risk

Black and Asian nurses are more likely to face fitness to practise proceedings – and to have their cases dropped early. So what can be done to end the prejudice?

Reflections on Black Nurses' Invisibility: Exploring the Contribution of Black Nurses to British Columbia (Canada), 1845-1910.

Black nurses are at the margins of the annals of history and there is a dearth of historical accounts of their work. Drawing on our historical research about Black nurses in British Columbia (Canada) between 1845 and 1910, we point to the complexity of Black women's lives and argue that Black nurses disrupted the conceptualization of Blackness and Black womanhood of the time. We demonstrate the vital contributions of Black nurses to the health of communities and add to existing scholarship that redefines the nursing narrative: one in which white nurses are not the start and end point of history.

Banishing the bias holding back black and Asian nurses

Banishing the bias holding back black and Asian nurses

Smashing the "Black Ceiling": The Black Nurses Leadership Institute.

The Black Nurses Leadership Institute launched in May 2022 to provide a community-driven and leadership training program for nurses and nursing students who identify as Black and/or of African descent (Black Nurses Leadership Institute 2022). The aim of the program is to acknowledge and address the presence of a "black ceiling" that can often challenge and impede professional advancement for Black nurses in traditionally white-dominated healthcare leadership systems (Erskine et al. 2021; McGirt 2017). This collaborative experience creates a sense of belonging and offers a welcome space for learning among like-minded individuals with shared experiences.

Mentoring Experience for Career Advancement: The perspectives of Black Women Academic Nurse Leaders

Mentoring is critical for career advancement in all professions. It is especially crucial for leadership development and succession planning. Studies suggest that increasing the racial minority representation in higher-level leadership will provide diverse skill sets, promote innovation, and yield positive outcomes. The study aimed to examine how Black women academic nurse leaders perceive mentoring in academic nursing using critical race theory as the guiding framework and explore the crucial role of mentorship in promoting and advancing Black women academic nurse leaders. The study used a narrative qualitative research design, purposive sampling, and unstructured interviews to collect and thematically analyze data. Findings fall under two major themes; being mentored and mentoring others. The findings highlight perceived significant differences in the allocation of resources and mentoring for career advancement in academic nursing for Black nurses compared to those classified as white. Increasing diversity in nursing requires deliberate effort from majority white leadership.

It’s ok to be different: Supporting black and minority ethnic nurses and midwives in their professional development in the UK

BackgroundA significant proportion of the United Kingdom’s (UK’s) healthcare workforce comprises people from Black and Minority Ethnic (BME) backgrounds. Evidence shows that this population is under-represented at senior management levels. A collaborative leadership development initiative for BME nurses and midwives, by involving their line managers and mentors, was designed and implemented in a Scottish Health Board. AimThis paper affirms the importance of a collaborative initiative that is targeted to support BME nurses and midwives for leadership development and career progression, and the promotion of an inclusive organisational culture to improve team work, and service standards. MethodThis initiative adopted an Action Research approach. The programme began with collectively exploring participants’ understanding of BME workforce development challenges, then planning and delivering a targeted leadership development training, and then evaluating it, in a cyclical way. FindingsWith support from the project facilitators, line managers and mentors, a significant number of BME participants have gone on to achieve career progression. Participating line-managers and mentors have gained an in-depth and nuance understanding of workforce diversity, individuals’ potentials, unconscious biases, and the importance of an inclusive organisational culture. All participants reported that they have learned to become more reflective in their professional practice, and more able to explore, embrace, and promote inclusive workplace culture. BME participants reported feeling that they were valued members of staff, and that this had led to a positive impact on team work and better patientcare outcome. ConclusionThe project has opened a new window into the world of the BME workforce. Findings highlight the value of a diverse workforce, and of an inclusive organisational culture being crucial for effective team work, and of overall benefit to workforce management. Finally, a collaborative initiative like this can successfully improve team work to deliver better patient care.

Nurse Leaders Continuing the Work and Conversations on Diversity, Equity, Inclusion, and Abilities

The nursing profession is at a pivotal place in its history, in the United States and the world. The nursing profession is being asked to address diversity, equity, inclusion, and abilities in a meaningful way. Societal forces coupled with the report by the National Commission to Address Racism in Nursing are requiring action to address organizational spaces and work environments. In a survey conducted by the National Commission to Address Racism in Nursing, 70% of black nurses said they experienced racism at the hands of a leader. Additional survey findings highlighted that 64% of nurses surveyed, who challenged racism, saw no change.

“Everybody’s Scrutinizing You”: Perspectives of Inclusion among Black and Hispanic Nursing Students

BackgroundDespite increased focus on diversity and inclusion in nursing education, there remains an underrepresentation of Black and Hispanic nurses in the United States. PurposeThe purpose of this qualitative study was to explore student perceptions of the School of Nursing's diversity and inclusion recruitment/retention initiatives and the perceived impact of exclusion on their academic success. MethodsPhenomenological methodology was employed to elicit Black/Hispanic student lived experiences/perceptions of inclusion. Participants were recruited from the SON in a large public university using a snowball approach. Participant interviews were conducted via telephone and recorded. Data AnalysisThe thematic analysis of the interviews revealed three key themes: being singled out; importance of representation; and importance of curriculum integration. ConclusionThis study highlighted the need for teaching strategies to promote inclusivity among marginalized diverse nursing students to improve recruitment and retention in the profession.

"We Experience What They Experience": Black Nurses' and Community Health Workers' Reflections on Providing Culturally Specific Perinatal Health Care.

Black perinatal health workers are part of a tradition of Black people fighting for the well-being of Black communities. The purpose of this article is to better understand the unique experiences of these professionals. Descriptive qualitative research was used to understand Black providers' experiences in a culturally specific perinatal public health program. A focus group was conducted with seven nurses and community health workers, and thematic analysis was used to analyze the data. Three themes emerged: (a) shared lived experience and parallel process between staff and clients; (b) navigating multiple shifting gazes between clients, public health department, and medical systems; and (c) reproductive justice and community care characterize a culturally informed approach. Findings revealed strengths and complexities facing Black nurses and community health workers in their roles. More work is needed in education, practice, and research to better prepare and support nurses and community health workers in culturally specific settings.

Building Solidarity with Black Nurses to Dismantle Systemic and Structural Racism in Nursing.

Systemic and structural racism in nursing have profound impacts on Black People, Indigenous Peoples, and People of Color. They contributed to underrepresentation in faculty, senior nurse executives, and presidents' positions in academic and healthcare organizations, physical and mental health issues in racialized groups. This quality improvement study described ways in which the Black Nurses Task Force of the Registered Nurses Association of Ontario can build solidarity with nursing and government organizations to dismantle systemic and structural racism in nursing. This study used a structured online survey, comprised of quantitative and qualitative questions. The qualitative data were analyzed using interpretative thematic analysis and the quantitative data were analyzed with descriptive statistics. Findings showed that 88% of participants experienced racism and 63% said racism affected their mental health. Three themes emerged from the qualitative data: Social support for Black nurses, accountability of leaders and solidarity with Black nurses. These findings demonstrated the urgent need to dismantle systemic and structural racism in nursing.

Minority Voices: Addressing the Lived Experience of Black Nurses and Nurse Leaders Confronting Racism in the Nursing Profession

Racism continues to erect substantial barriers for Blacks and minorities within the nursing profession, even while the shifting US population demographics and increasing numbers of minorities make diversifying the profession imperative. Interviews with Black nurses at virtually every career stage indicate that racism remains a significant obstacle and may prevent them from ascending to leadership. Building a diverse nursing workforce and leadership is necessary to serving a diverse community, especially underserved populations. A more diverse nursing organization is better equipped to identify and address the social determinants of health affecting a given patient population and thereby more effectively alleviate health disparities.

Racial/ethnic variations in inflammatory markers: exploring the role of sleep duration and sleep efficiency.

Individuals from minoritized racial/ethnic groups have higher levels of circulating inflammatory markers. However, the mechanisms underlying these differences remain understudied. The objective of this study was to examine racial/ethnic variations in multiple markers of inflammation and whether impaired sleep contributes to these racial/ethnic differences. Nurses from two regional hospitals in Texas (n = 377; 71.62% White; 6.90% Black; 11.14% Hispanic, 10.34% Asian; mean age = 39.46; 91.78% female) completed seven days of sleep diaries and actigraphy to assess mean and variability in total sleep time (TST) and sleep efficiency (SE). On day 7, blood was drawn to assess 4 inflammatory markers: C-reactive protein (CRP), Interleukin-6 (IL-6), Interleukin-1 beta (IL-1β), and tumor necrosis factor-alpha (TNF-α). Results from regression models showed differences in inflammatory markers by race/ethnicity, adjusting for age and gender. The associations between sleep parameters and inflammatory markers also varied by race/ethnicity. Among White nurses, lower mean and greater variability in actigraphy-determined TST and greater variability in diary-determined TST were associated with higher levels of IL-6. Among Black nurses, lower mean diary-determined SE was associated with higher levels of IL-6 and IL-1β. Among Hispanic nurses, greater diary-determined mean TST was associated with higher CRP. Among Asian nurses, greater intraindividual variability in actigraphy-determined SE was associated with lower CRP. Among nurses, we did not find racial/ethnic disparities in levels of inflammation. However, analyses revealed differential relationships between sleep and inflammatory markers by race/ethnicity. Results highlight the importance of using a within-group approach to understand predictors of inflammatory markers.

"Is This Mic On?" Improving NICU Quality of Care by Amplifying Black Mothers' Voices.

"Is This Mic On?" Improving NICU Quality of Care by Amplifying Black Mothers' Voices.

Differences in employment, job characteristics, and work-related perceptions by sociodemographic factors among registered nurses of diverse race/ethnicity

BackgroundAvailable research on registered nurses (RNs) indicates that RNs with diverse race/ethnicity are more likely to work in disadvantaged workplaces. PurposeTo examine differences in employment, job characteristics and perceptions about work among RNs by sociodemographic characteristics. MethodsWe analyzed data from statewide random samples of California RNs (N=895). FindingsIncreased age was associated with increased likelihoods of working part-time, day-shift, and in non-hospital settings and having managerial positions. Asian and Black nurses were more likely to work in urban areas than White nurses. The levels of job demand, job control, job satisfaction, perceived organizational culture, and safety climate were significantly different by sociodemographic characteristics. Greater intention to leave the job was associated with younger age and working in non-hospital settings. DiscussionThe findings suggest that differences exist in nurses' employment, job characteristics, and perceptions about their work and work environment by sociodemographic characteristics among RNs of diverse race/ethnicity.