Sharon A Gates1. 1. School of Nursing, Indiana University, Bloomington, IN.
Abstract
BACKGROUND: The presence of a registered nurse (RN) workforce that is culturally and linguistically familiar with underrepresented minorities promotes effective health care for patients. A lack of diversity in the nursing education pipeline has led to a lack of diversity among registered nurses. METHODS: This qualitative descriptive study explored faculty perceptions of factors that attracted and maintained a diverse nursing student body at three different universities with large percentages of minority students. Websites were evaluated for diversity and audio-taped telephone interviews were conducted with nursing faculty using a semistructured set of open-ended questions. RESULTS: College location, online courses, community outreach programs, the presence of a diverse faculty and students, faculty accessibility, and financial aid with low college costs were identified as common factors in attracting and retaining minority students. Barriers included the cost for low socioeconomic status students, inadequate primary and secondary educational preparation, inherent bias in the institution, competition from other schools, admission policies, and limited diversity in leadership and faculty. CONCLUSIONS: Commitment to improving and maintaining diversity in nursing programs requires a sustained faculty effort to make the programs fit for the minority student.
BACKGROUND: The presence of a registered nurse (RN) workforce that is culturally and linguistically familiar with underrepresented minorities promotes effective health care for patients. A lack of diversity in the nursing education pipeline has led to a lack of diversity among registered nurses. METHODS: This qualitative descriptive study explored faculty perceptions of factors that attracted and maintained a diverse nursing student body at three different universities with large percentages of minority students. Websites were evaluated for diversity and audio-taped telephone interviews were conducted with nursing faculty using a semistructured set of open-ended questions. RESULTS: College location, online courses, community outreach programs, the presence of a diverse faculty and students, faculty accessibility, and financial aid with low college costs were identified as common factors in attracting and retaining minority students. Barriers included the cost for low socioeconomic status students, inadequate primary and secondary educational preparation, inherent bias in the institution, competition from other schools, admission policies, and limited diversity in leadership and faculty. CONCLUSIONS: Commitment to improving and maintaining diversity in nursing programs requires a sustained faculty effort to make the programs fit for the minority student.