Minority Nurses Research Articles

Incorporation of Diversity, equity, inclusion and anti-racism (DEIA) principles into the pharmacy classroom: An exploratory review

IntroductionThe objective is to gather evidence on ways to integrate DEIA into the didactic and experiential pharmacy classroom based on AACP's 2021–2024 Strategic Plan Objective 3.3.1. to “compile and publish resources related to best practices in inclusive pedagogy, creating inclusive classrooms, navigating difficult conversations, and promoting equitable campus climates for use by schools and colleges of pharmacy.”.3 MethodsAn exploratory review was conducted to identify literature using journals, including Academic Medicine, the American Journal of Pharmaceutical Education (AJPE), AACP poster abstracts from 2018 and onward, Currents in Pharmacy Teaching and Learning (CPTL), JAMA Surgery, Journal of Dental Education (JDE), and Minority Nurse Magazine. Keywords used were “DEIA,” “DEIA in classrooms,” “diversity,” “equity,” “inclusion,” “microaggression,” “disabilities,” “pharmacy education,” “health equity,” “discrimination,” “unconscious bias,” “cultural humility,” and “cultural competence.” Excluded were literature focused on DEIA in “curriculum,” “recruitment,” and other topics unrelated to integrating DEIA in the classroom. Poster abstract authors were contacted directly to get a copy of the poster so that more information could be gathered from the poster. ResultsSixteen publications were identified (14 peer-reviewed manuscripts and two poster abstracts). Of those, two explored the utilization of technology to make lesson plans more inclusive; seven discussed ways for students to address implicit biases, microaggressions, and navigating difficult conversations; five focused on accommodating students with disabilities; one discussed developing better pronunciation of students' names; and one discussed a method to improve student's self-awareness and awareness of other cultures. ConclusionAlthough evidence was found on integrating DEIA into the didactic and experiential settings, the amount of evidence found is limited, warranting further research.

Original Research: Exploring Black Nurses' Perceptions of Workplace Safety and Personal Health.

This study aimed to assess the perceptions of nurses who self-identify as Black or African American regarding their workplace health and safety and to explore how these perceptions are associated with their perceived personal health. Nurses practicing in unhealthy work environments can experience poorer physical and mental health. Recent civil unrest and ongoing dialogue about structural and systemic racism have prompted calls for greater efforts to understand the workplace perceptions and experiences of ethnic minority nurses, and how these influence nurses' personal well-being. But there is a dearth of relevant evidence concerning these nurses, including Black nurses. This cross-sectional, descriptive study involved analysis of secondary data collected from May 1, 2017, through December 31, 2019, by the American Nurses Association's HealthyNurse Survey (N = 19,131). We employed descriptive, bivariate, and multivariate analyses to examine the data for the 1,143 respondents who both self-identified as Black or African American and responded to all items concerning the major variable of personal health. Overall, respondents reported a slight tendency to agree or strongly agree that their practice environments were safe. When looking at various factors explaining personal health, the perception of workplace health and safety was found to be a significant contributing factor. The study findings suggest that, among Black nurses, perceptions about workplace health and safety are associated with perceived personal health. These findings underscore the importance of fostering healthy work environments.

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

ObjectivesTo investigate how demographic, contractual and organisational factors are related to the retention of hospital workers in the English NHS. The study will specifically examine the trends in age-retention profiles.DesignA...

The Journey and Experiences of Female Hispanic Nurse Leaders.

This study aimed to understand the experience of female Hispanic nurses in formal leadership roles. Research has identified that a diverse nursing leadership workforce is essential to providing optimal patient care. Little is known about the phenomenon of minority nurse leaders, particularly female Hispanic nurses in leadership roles. Ricoeur's hermeneutic phenomenology guided the interviews of 15 female Hispanic nurses in leadership roles. Three themes were generated that described the environment in which leaders lived: family, culture, and healthcare organization. Four phenomenological themes were identified: weaving my life fabric, my inner dialogue, weight on my shoulders, and paving the way. The study findings highlight the importance of a diverse and inclusive nursing leadership workforce. By proactively addressing equal opportunities, reducing barriers to career advancement, and developing strategies to support and encourage minority nurses, organizations and communities can recruit and retain qualified underrepresented minority nurse leaders.

Can We Finally Move the Needle on Diversity, Equity, and Inclusion in Nursing?

Much attention has been given to diversity, equity, and inclusion in health care for more than a decade. This has resulted in slow progression in moving the needle. Minority nurses continue to be unrepresented and express higher levels of dissatisfaction in comparison with their White counterparts. Minority nurses report significantly higher odds of being dissatisfied with their independence at work, advancement opportunities, salary, and tuition benefits. This article provides a context for minority nurse underrepresentation and dissatisfaction and suggests actionable interventions to make nursing more inclusive.

Research on the Functional Value and Promotion Strategies of Minority Nursing Students’ Volunteer Services from the Perspective of Chinese Excellent Traditional Culture

Research on the Functional Value and Promotion Strategies of Minority Nursing Students’ Volunteer Services from the Perspective of Chinese Excellent Traditional Culture

Patient prejudice toward minority nurses

Organizations must invest in interventions to address patient behavior.

The experience of racial discrimination among ethnic minority healthcare professionals in Ireland

Abstract Background Racial discrimination towards ethnic minorities permeates healthcare systems of many countries. This study aimed to strengthen the understanding of the experience of racial discrimination among ethnic-minority healthcare professionals in Ireland. The objective was to explore the lived experience of racial discrimination and its impact on the health and well-being of nurses and doctors in this local context. Methods Interpretative Phenomenological Analysis was used to explore participants' experiences. Purposive and snowball sampling strategies were used to recruit sixteen ethnic minority nurses and physicians, working in diverse roles across Irish private and public healthcare sectors. In-depth semi-structured interviews were employed to collect data. A brief questionnaire was used to obtain information on participants’ demographic profiles. Findings Ethnic minority healthcare professionals experienced racial discrimination from colleagues, patients, and families; and this discrimination was interpersonal, structural, and institutional. Three core themes, and a number of related sub-themes, were identified; including: (1) Experiences of racial discrimination ((a) overt and subtle, (b) excessive reporting, (c) lack of safe space and trust, (d) being overlooked), (2) Responses to racial discrimination ((a) navigating racism, (b) tolerating in silence, (c) surviving and thriving, (d) seeking support); and (3) Impact of racial discrimination ((a) psychological impacts, (b) physical impacts, and (c) financial impact). Conclusions This study demonstrated that ethnic minority healthcare professionals have experienced racial discrimination in the Irish healthcare setting, which significantly impacted their health and well-being. By giving voice to these healthcare professionals, this study highlighted challenges facing Irish healthcare systems and the need for drastic change.

NCEMNA celebrates 25 years

The National Coalition of Ethnic Minority Nurse Associations promotes culturally competent, accessible, and affordable healthcare.

A scoping review of the literature addressing psychological well-being of racial and ethnic minority nurses during the COVID-19 pandemic

BackgroundThe COVID-19 pandemic has affected the well-being of nursing professionals, especially long-term and acute care nurses, many of whom are nurses of color. PurposeWe examine the evidence and gaps in the literature addressing psychological well-being of racial/ethnic minority RNs in the United States during COVID-19. MethodsWe searched eight databases during March 2022 and used Joanna Briggs’ Scoping Review Methodology and PRISMA-ScR reporting standards. DiscussionSeven studies met inclusion criteria. Two exclusively examined nurses; five reported findings from heterogeneous samples of health care workers. No significant racial/ethnic differences in well-being were reported among health care workers. Among nurses, if a difference existed, White nurses reported decreased psychological well-being relative to ethnic and racial minority nurses. Two studies report modest racial/ethnic differences in nurses’ psychological well-being. ConclusionSignificant gaps in the literature remain; future studies should analyze groups of health care workers separately, clearly identify racial and ethnic groups, and examine the role of respondents’ work setting.

Workforce Trends of Underrepresented Minority Nurses in the United States Over the Last Decade: Progress Towards Equal Representation?

A healthcare workforce representative of the race/ethnicity composition of the population it serves is central to addressing systemic health inequities. The aim of this study was to assess workforce trends of underrepresented minority (URM) nurses using the National Sample Survey of Registered Nurses years 2008 and 2018 and the American Community Survey years 2010 and 2019. We examined changes over time in URM composition (Black/African American (B/AA), Latine, American Indian/Alaskan Native (AI/AN), Native Hawaiian/Pacific Islander (NH/PI)) for registered nurses (RN), nurse practitioners (NPs), educational attainment (diploma/associate, BSN, MS(N)/PhD), job type (patient care, research, administration/supervision, teaching, other), and rural/urban location using descriptive statistics and bivariate regressions. While the proportion of the URM RN workforce grew significantly, the only URM group demonstrating proportional gains in the APRN workforce were Latine nurses. URM representation in educational attainment grew across all degree types. By 2018/2019, Latine nurses have their largest representation in the Dipl./ASN degree group and saw a proportional decline for PhD educated nurses. B/AA nurses have their largest representation at the MS(N)/PhD level. However, smaller proportions of B/AA nurses were working as APRNs compared to their non-URM colleagues. At the PhD level, few B/AA nurses were represented in research and teaching positions. A subgroup analysis of unemployed nurses seeking work revealed that B/AA and AI/AN nurses were overrepresented among unemployed nurses. While today's nursing workforce is more representative of the nation than ever before, results show unequal representation of URM and non-URM nurses across the ranks of the nursing professions that suggest unequal career and labor market opportunities.

Exploring Organizational Behavior and Workplace Diversity in Healthcare

Overlook hospital is facing major impacts that include (1) the minority nursing workforce is 4 percent, while the minority patient representation is 39%, (2) the hospital supply chain does not have one minority vendor, (3) 85 percent of minority nurses are dissatisfied with the work culture and job advancement opportunities, and (4) the hospital does not have a diversity and inclusion strategy. The hospital has experienced a series of community protests against the lack of diversity and discrimination at the hospital. The focus of is study is an exploration of diversity and inclusion in a hospital setting. An action research approach used included fact-finding interviews, barrier analysis, company policy assessments, content analysis of the problem in the literature, and recommendations based on the amalgamation of the triangulated data.

A Way Out of No Way: Racial and Ethnic Minority Nursing Students' COVID-19 Experiences

The coronavirus disease 2019 (COVID-19) pandemic presented undergraduate racial and ethnic minority nursing students with unprecedented educational restrictions as their communities were also affected disproportionately by COVID-19. This study explored the lived experiences of racial and ethnic minority nursing students in the southeastern United States during the pandemic. Semistructured interviews using a qualitative framework and methodology of post-intentional phenomenology were conducted with one Muslim, one multiracial, and three Black nursing student participants. Data were analyzed in an iterative process using poststructural concepts of lines, rhizomes, and space. Students experienced abrupt challenging changes and isolation with the onset of pandemic restrictions. Barriers created by the pandemic and by routine educational experiences were met by creating alternate pathways to maintain forward progress. Undergraduate racial and ethnic minority nursing students experienced pandemic restrictions within a larger context of their lived experiences. Nurse educators can use these experiences to create better relationships between these students and nursing education. [J Nurs Educ. 2022;61(8):483-487.].

Mentorship and the Minority Experience Within the Nursing Profession: Identifying and Developing Programs to Address the Challenges and Barriers to Advancement Facing Minority Nurses and Nurse Leaders

New York City Health + Hospitals (NYC H+H) is the largest public health care system in the United States, safeguarding some 1.4 million patients annually; its 9600+ nurses are charged with delivering essential healthcare to the most vulnerable and disadvantaged members of society. NYC H+H is forging foundational transformation with an innovative, 3-tiered nurse mentorship program addressing the current imbalance between the demographics of the general population and the corresponding racial and ethnic composition of the nursing profession, as well as supporting the goals of promoting diversity and inclusion; eliminating health disparities, and serving disparate demographic populations with care and compassion.

Better together: Coalitions committed to advancing health equity

The Future of Nursing 2020–2030 report identifies coalitions as a driving force for advancing health equity. Five coalitions provided insight into their accomplishments, lessons learned, and role in advancing health equity. The exemplar coalitions included Latinx Advocacy Team and Interdisciplinary Network for COVID-19, Black Coalition Against COVID, Camden Coalition, National Coalition of Ethnic Minority Nurse Associations, and The Future of Nursing: Campaign for Action. While all exemplar coalitions, credited relationship building and partnerships to their success, they used unique strategies for striving to meet their populations’ needs, whether the needs arose from COVID-19, racial and/or ethnic disparities, socioeconomic disparities, or other barriers to health. Research and policy implications for coalitions are discussed. Nurses play a critical role in every highlighted coalition and in the national effort to make health and health care more equitable.

Pursuing a doctorate in nursing: Implications for underrepresented minority nurses.

Making the decision to pursue doctoral studies can be daunting and in some instances life changing. As a dedicated cadre of doctorally prepared minority nurse leaders, we provide mentoring and support to aspiring and current underrepresented minority (URM) doctoral nursing students. Providing support and guidance around doctoral readiness is essential to helping URMS navigate the doctoral nursing education journey.

Migrant and ethnic minority nurses' experience of working in European health services: a qualitative study.

To analyze the perception of culture and experience of working in European health services of a purposive sample of qualified migrant and ethnic minority nurses currently living in Belgium, Portugal, Spain and Turkey. A qualitative phenomenological method was chosen. Individual interviews took place with 8 qualified migrant and ethnic minority nurses currently living in four European countries. Thematic analysis was conducted using Braun and Clark's stages after qualitative data had been verbatim transcribed, translated into English, and analyzed. Four themes and 4 subthemes emerged from thematic analysis of the transcripts. Migrant and ethnic minority nurses working in the European Union experience and witness discrimination and prejudice from patients and colleagues due to cultural differences. European health services should closely monitor and address discrimination and prejudice towards migrant and ethnic minority staff and patients, and take initiatives to reduce and, eventually, eradicate them.

Career Advancement: The Experiences of Minority Nurses in Accessing Leadership Positions in a Tertiary Care Setting

Minority nurses are underrepresented in leadership roles in the Canadian healthcare system. The purpose of this study was to explore MNs’ perceptions and experiences with regards to career development and MNs in leadership positions. Twelve nurses, four Caucasian and eight from the Caribbean and Africa in a tertiary care setting were recruited through purposive sampling. Face-to-face semi-structured interviews were conducted, transcribed, coded, and analyzed using critical ethnography. Findings revealed lack of social support, of equal opportunities, of recognition and of trust. Despite negative experiences, minority nurses recognized the value of their work experience at the hospital where they were employed. Committing to a diverse workforce in leadership roles can ultimately have an effect on patient care. Minority nurses’ leadership is needed to provide role models and to ensure the delivery of competent care to diverse populations.

Experiences of Self-Reported Bullying in Minority Nurses within Acute Care Hospital Workplace Settings – A Grounded Theory Approach

Experiences of Self-Reported Bullying in Minority Nurses within Acute Care Hospital Workplace Settings – A Grounded Theory Approach

Disparities in Nurse Job Dissatisfaction and Intent to Leave: Implications for Retaining a Diverse Workforce.

To determine if Black nurses are more likely to report job dissatisfaction and whether factors related to dissatisfaction influence differences in intent to leave. Minority nurses report higher job dissatisfaction and intent to leave, yet little is known about factors associated with these differences in community settings. Cross-sectional analysis of 11 778 nurses working in community-based settings was conducted. Logistic regression was used to estimate the association among race, job satisfaction, and intent to leave. Black nurses were more likely to report job dissatisfaction and intent to leave. Black nurses' intent to leave decreased in adjusted models that accounted for dissatisfaction with aspects of their jobs including salary, advancement opportunities, autonomy, and tuition benefits. Nurse administrators may find opportunities to decrease intent to leave among Black nurses through focused efforts to target areas of dissatisfaction.