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Building capacity for minority nurse leadership through mentoring
Descriptive
TitleInfo
Title
Building capacity for minority nurse leadership through mentoring
Name
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Palmer
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Taylor N.
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Taylor N. Palmer
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author
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(type = family)
Jarrín
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Olga
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Olga F Jarrín
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Advisory Committee
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chair
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Cadmus
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Edna
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Edna Cadmus
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Advisory Committee
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member
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Rutgers University
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degree grantor
Name
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RBHS School of Nursing
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school
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theses
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2022
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2022-10
Language
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English
Abstract
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Purpose:Racial and ethnic minority nurses often meet obstacles that hinder their advancement to leadership positions. The National Academies of Sciences, Engineering, and Medicine (2021) report, The Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity, stresses the importance of increasing racial and ethnic diversity in the nursing workforce as a strategy to achieve health equity and meet the needs of diverse populations across the lifespan. Therefore, the purpose of this project was to understand racial and ethnic minority nurses’ perception of the formal and informal mentoring experiences important to their wellbeing, career advancement and achievement of professional goals.
Methods: The conceptual framework that guided this project explicitly focused on using critical race theory to reframe mentor training. Appreciative Inquiry was used to develop a semi-structured questions used to interview nine racial/ethnic minority nurse leaders about their experiences and ideas about mentoring.
Results: The core elements of an optimal minority nurse mentorship program is supportive, culturally sensitive, inclusive, and has diverse mentors. The ideal mentor does not need to be of the same race but must be supportive, encouraging, and guiding. Nurse leaders found value in mentoring and helping other nurses. Minority nurse leaders have experienced bias and discrimination.
Implications: Improving the design of a mentorship program for racial/ ethnic minority nurses would be beneficial towards advancements within their career and their pursuit of positions in leadership. Nursing mentorship programs need to align themselves with anti-racism initiatives in nursing through promoting diversity, cultural sensitivity, and inclusivity.
Methods: The conceptual framework that guided this project explicitly focused on using critical race theory to reframe mentor training. Appreciative Inquiry was used to develop a semi-structured questions used to interview nine racial/ethnic minority nurse leaders about their experiences and ideas about mentoring.
Results: The core elements of an optimal minority nurse mentorship program is supportive, culturally sensitive, inclusive, and has diverse mentors. The ideal mentor does not need to be of the same race but must be supportive, encouraging, and guiding. Nurse leaders found value in mentoring and helping other nurses. Minority nurse leaders have experienced bias and discrimination.
Implications: Improving the design of a mentorship program for racial/ ethnic minority nurses would be beneficial towards advancements within their career and their pursuit of positions in leadership. Nursing mentorship programs need to align themselves with anti-racism initiatives in nursing through promoting diversity, cultural sensitivity, and inclusivity.
Subject
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Topic
Nursing
Subject
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Topic
Nurse administrators
Subject
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Topic
Mentoring
Subject
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Topic
Minority nurses -- Mentoring
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Rutgers University Electronic Theses and Dissertations
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http://dissertations.umi.com/RBHS:10167
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application/pdf
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text/xml
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228 pages : illustrations
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D.N.P.
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Includes bibliographical references
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School of Nursing (RBHS) DNP Projects
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rucore10004500001
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Identifier
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doi:10.7282/t3-h2ph-a160
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Rights
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The author owns the copyright to this work.
RightsHolder
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Name
FamilyName
Palmer
GivenName
Taylor
MiddleName
Noelle
Role
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Permission or license
DateTime
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2022-12-05T16:48:39
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Taylor Noelle Palmer
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Affiliation
Rutgers University. RBHS School of Nursing
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Author Agreement License
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I hereby grant to the Rutgers University Libraries and to my school the non-exclusive right to archive, reproduce and distribute my thesis or dissertation, in whole or in part, and/or my abstract, in whole or in part, in and from an electronic format, subject to the release date subsequently stipulated in this submittal form and approved by my school. I represent and stipulate that the thesis or dissertation and its abstract are my original work, that they do not infringe or violate any rights of others, and that I make these grants as the sole owner of the rights to my thesis or dissertation and its abstract. I represent that I have obtained written permissions, when necessary, from the owner(s) of each third party copyrighted matter to be included in my thesis or dissertation and will supply copies of such upon request by my school. I acknowledge that RU ETD and my school will not distribute my thesis or dissertation or its abstract if, in their reasonable judgment, they believe all such rights have not been secured. I acknowledge that I retain ownership rights to the copyright of my work. I also retain the right to use all or part of this thesis or dissertation in future works, such as articles or books.
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2022-12-05
DateTime
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2024-12-05
Type
Embargo
Detail
Access to this PDF has been restricted at the author's request. It will be publicly available after December 5, 2024.
Copyright
Status
Copyright protected
Availability
Status
Open
Reason
Permission or license
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2022-07-21T02:04:51
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2022-10-24T10:20:31
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