The role of ethnic nursing organizations in developing nurse leaders
The aim of this qualitative descriptive study was to explore the role of ethnic nursing organizations in developing their members for leadership.
Rationale/Conceptual Basis/Background
There is a disparity between the ethnic makeup of the US population, and those of nurse, nurse leaders and nursing faculty members. While the US population is 63% non-Hispanic whites and California only 42% non-Hispanic whites (US Census Bureau 2012 statistics), the nursing profession is more than 83% non-Hispanic white (HRSA report, 2008). Amongst nursing leadership and nursing faculty members, the disparity is even greater. “Only 12.3 % of full time nursing faculty members are coming from minority backgrounds” (AACN report). In order to foster diversity amongst nursing leaders and nursing faculty, it is desirable to encourage minority nurses to develop for these roles. One source of mentoring and development might be found in the ethnic or minority nurse organizations. Since this has not been the focus of research in nursing to date, a qualitative study using content analysis method was conducted.
Methods
The research team conducted in depth interviews of nurses who held membership for at least 3 years in one of the ethnic nursing organizations. Focus of these interviews was aimed at discovering how the organization helped them develop in their career, provided mentorship or encouraged them in continuing education or seeking leadership. Qualitative content analysis methods are being utilized to analyze results. Transcribed interviews have been analyzed and initial coding done.
Results
To date, 14 participants have been interviewed with plans to interview until saturation is achieved. The participants interviewed are members of their local Black Nurses Associations, Philippine Nurses Association or Hispanic Nurses Association. Both male and female nurses have participated, with ages ranging from 32 – 65 and years in nursing from 15-33. Education levels range from BSN to Ph.D.
Early analysis indicates that these organizations provide opportunities for leadership, mentoring and encouragement to the members. The participants noted comfort and a sense of community and “home” from being with persons from similar backgrounds. “You don’t have to explain where you come from” one participant reported. However, others noted that it is “not enough” and mentors are found in other professional organizations, also. A key finding thus far is the importance of community and “giving back” to their communities as strength of these orgs.
Implications
It is important to understand factors that help to both retain and develop nurses as leaders. Many factors have been considered, but thus far, no one has looked at the ethnic nursing organizations as a potential source in contributing to this development. As noted, this is an area with virtually no research. It is important to learn the role of the ethnic nursing organizations in developing nurse leaders. Understanding and disseminating the role of these organizations might lead to future considerations of they can contribute to increasing the diversity of nursing leadership and faculty.