Does race still matter in nursing? The narratives of African-American nursing faculty members

Beard, Kenya; Julion, Wrenetha

doi:10.1016/j.outlook.2016.06.005

Cited by 69 publications

(85 citation statements)

References 29 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In the 1990s, the existence of a racist health care system was either denied outright ( Funkhouser & Moser, 1990 ) or “whited-out” ( Jackson, 1993 ) through cultural analyses that attributed health care disparities to individual health behaviors while also attributing careworkers’ experiences of systemic racism to individual bias ( Porter & Barbee, 2004 ). However, ongoing research in the 21st century draws our attention to the ways that race operates as a barrier and an axis of inequality in both nursing education and nursing practice ( Beard & Julion, 2016 ; Byrne, 2001 ; Doede, 2017 ; Gilliss, Powell, & Carter, 2010 ; J. M. Hall & Fields, 2013 ; Hamilton & Haozous, 2017 ; Hassouneh, 2013 ; Lancellotti, 2008 ; Mapedzahama, Rudge, West, & Perron, 2012 ; Moceri, 2012 , 2014 ; Moore & Continelli, 2016 ; Robinson, 2014 ; Schroeder & DiAngelo, 2010 ).…”

Section: Introductionmentioning

confidence: 99%

“I Can Never Be Too Comfortable”: Race, Gender, and Emotion at the Hospital Bedside

2017

View full text Add to dashboard Cite

In this article, we examine how race and gender shape nurses’ emotion practice. Based on audio diaries collected from 48 nurses within two Midwestern hospital systems in the United States, we illustrate the disproportionate emotional labor that emerges among women nurses of color in the white institutional space of American health care. In this environment, women of color experience an emotional double shift as a result of negotiating patient, coworker, and supervisor interactions. In confronting racist encounters, nurses of color in our sample experience additional job-related stress, must perform disproportionate amounts of emotional labor, and experience depleted emotional resources that negatively influence patient care. Methodologically, the study extends prior research by using audio diaries collected from a racially diverse sample to capture emotion as a situationally emergent and complex feature of nursing practice. We also extend research on nursing by tracing both the sources and consequences of unequal emotion practices for nurse well-being and patient care.

show abstract

Section: Introductionmentioning

confidence: 99%

“I Can Never Be Too Comfortable”: Race, Gender, and Emotion at the Hospital Bedside

2017

View full text Add to dashboard Cite

show abstract

“…Despite various positive action initiatives and position statements by various nursing organizations, such as the National League for Nursing (NLN), the American Association of Colleges of Nursing (AACN), and the American Nurses Association (ANA) that echo the need to commit to improving diversity, equity, and inclusion in nursing practice and academia, Black nurses in general remain grossly underrepresented among senior leadership in nursing practice and academia (Phillips & Malone, 2014;Schmieding, 2000;Sullivan, 2004). Many experience discrimination in recruitment and promotion processes (Beard & Julion, 2016;Iheduru-Anderson & Wahi, 2018;Porter & Barbee, 2004;Wingfield, 2009). To achieve full diversity, inclusion, and equity, there must be concerted efforts to understand factors contributing to inequities in promotional opportunities in nursing.…”

mentioning

confidence: 99%

Accent bias: A barrier to Black African‐born nurses seeking managerial and faculty positions in the United States

Iheduru-Anderson

2020

Nursing Inquiry

View full text Add to dashboard Cite

A large number of internationally educated nurses are recruited each year from developing low-income countries to alleviate the nursing shortage experienced by US healthcare organizations (Kingma, 2007; Li, Nie, & Li, 2014). Many of these nurses speak with a non-native accent. As students, they may be considered English as a second language students or English language learners. According to the Pew Research Center, there were 4.2 million Black immigrants living in the United States in 2016, making up 10% of all Black people in the United States (Anderson & Lopez, 2018). Growth in the foreign-born Black population is fueled by African migration, with Africans comprising 39% of the overall foreign-born Black population (Anderson & Lopez, 2018). According to the Migration Policy Institute report, sub-Saharan African immigrants have higher levels of educational attainment compared to other immigrants and the native U.S. population (Echeverria-Estrada & Batalova, 2019), and a large share of them work in the healthcare sector (Anderson & Connor, 2018; New American Economy, 2018). The exact number of Black African-born nurses (BABNs) in the United States is not known. However, it can be reasonably assumed that they contribute to the 19.5% of nurses, who identify as ethnic minorities, and the 243,032 Black nurses, who comprise 6.2% of registered nurses in the United States (Smiley et al., 2018). The racial and ethnic identities of nurses who hold managerial and executive positions are not recorded in official nursing workforce data. Nurse migration is motivated by the search for professional development, better quality of life, personal safety (Tregunno, Peters, Campbell, & Gordon, 2009), and even the desire to experience new cultures. However, increased earning potential, career, and learning opportunities continue to be the most frequently reported incentives for nurse migration, especially by nurses from less-developed countries (Kingma, 2007). 1.2 | Discrimination Studies show that African-born students and nurses face numerous challenges during their transition to the United States

show abstract

“…While not every participant spoke of racism or isolation, it was clear, that for many of the participants, experiences of racism and/or isolation confronted them as they sought to advance in the profession. There is evidence that racism is often delivered by subtle and frequent messages of micro‐inequity or micro‐aggression and impacts the advancement of the minority nurse . The terms micro‐aggression and micro equalities are used interchangeably.…”

Section: Resultsmentioning

confidence: 99%

“…There is evidence that racism is often delivered by subtle and frequent messages of micro-inequity 10 or micro-aggression and impacts the advancement of the minority nurse. [26][27][28][29] The terms micro-aggression and micro equalities are used interchangeably. Micro aggressions are subtle, brief, commonplace indignities committed by majority persons towards persons of color, whether by intention or not.…”

Section: Racism and Isolationmentioning

confidence: 99%

Developing minority nurse leaders: The anchor and the rope

2018

View full text Add to dashboard Cite

show abstract

Does race still matter in nursing? The narratives of African-American nursing faculty members

Cited by 69 publications

References 29 publications

“I Can Never Be Too Comfortable”: Race, Gender, and Emotion at the Hospital Bedside

“I Can Never Be Too Comfortable”: Race, Gender, and Emotion at the Hospital Bedside

Accent bias: A barrier to Black African‐born nurses seeking managerial and faculty positions in the United States

Developing minority nurse leaders: The anchor and the rope

Contact Info

Product

Resources

About