Journal of cultural diversity最新文献

This study examines students' levels of cultural competency before and after taking three different semester-long courses dealing with diversity and cultural competence with each course representing a different teaching methodology. A new 20-item survey, designed for students across disciplines, was used to measure cultural competency among 226 students from the fall of2012 to the spring of2 015. Differences were examined between scores before and after taking each class, as well as differences between classes. There were significant improvements in all three groups, and a significant difference between two of the three classes in the improvement of scores.

The United States 'population is growing and diversifying rapidly. The nation is also experiencing an increase in the frequency and magnitude of disasters. Yet, most organizations that respond to these disaster events operate with a homogenous volunteer base - largely, white, middle class, and older. To improve program reach and effectiveness, diversifying volunteer pools is increasingly important. This article presents an evaluation of one response organization attempting to diversify its volunteer base geographically, ethnically, and linguistically, to better serve disaster survivors. Drawing on interviews with program leadership, the results, highlight two needs: 1) clear communication about the definition and rationale of diversity throughout the organization and 2) implementation of volunteer recruitment methods to address these goals.

This historical overview is a compilation of information from multiple archival sources; it provides a perspective of the course of events contributing to the present nursing shortage among American Indians. The review begins in the late 1800s by identifying educational assimilation efforts, the role offield nurses and field matrons in introducing Western healthcare to American Indians,followed by examples of American Indian nursing programs and early American Indian nurses and their contributions, and concludes with information about current American Indian nursing programs and recruitment efforts particularly the Recruitment and Retention of American Indians into Nursing (RAIN) program, introduced in the 1990s.

be provided within the document. One option is the creation of a trustworthiness protocol with details noting the characteristic of rigor, the process used to document the rigor, and then a timeline directing the planned time for conducting trustworthiness activities. After reviewing several documents, an actual plan of conducting trustworthiness as not found. Thus, these authors set out to create a trustworthiness protocol designed not only for the dissertation, but aframework for others who must create similar trustworthiness protocols for their research. The purpose of this article is to provide a reference for the trustworthiness plan, a dissertation example and showcase a trustworthiness protocol that may be used as an example to other qualitative researchers embarking on the creation of a trustworthiness protocol that is concrete and clear.

Many health-care organizations and associations recommend that registered nurses be culturally competent and technologically savvy to compete in today's global society. This article reports both traditional and innovative technology-based teaching strategies that increased cultural competencies in nursing students in a BSNIMSN program for foreign-educated physicians. The Inventory for Assessing the Process of/Cultural Competency among Healthcare Professionals-Revised, was used at the beginning and at the end of the program. Cultural simulation scenarios and critical-reflection essay were some of the strategies used. The program prepared culturally competent advanced practice nurses while creating a smooth transition for the students to adapt to and acculturate into the cultures of the United States and nursing.

This article will review one school's quest to address the multi-level social, historical, environmental and structural determinants faced by under-represented ethnic minorities (UREM) and disadvantaged background (DB) students as they seek entrance into a nursing program. Nursing Network Careers and Technology (NN-CAT) provides a nursing career network for underrepresented and disadvantaged students in western North Carolina and has increased the number of underrepresented and disadvantaged students who are admitted, retained and graduate with a bachelor's degree in nursing from Western Carolina University. Initial data from this NN-CAT program have demonstrated that addressing social determinants and eliminating barriers can increase the number of UREM and educationally disadvantaged students who successfully matriculate in our schools of Nursing and subsequently graduate. These nurses then enter the workforce and provide culturally meaningful care in their local communities.

Increased representation of the Black population in the health care system is central to decrease health disparities, enhance access to services, and improve health outcomes and quality of care. Current strategies for recruitment and retention of the Black population in higher education in the health fields are explored. The added value of mentorship programs are presented as a promising approach for addressing the high rates of attrition of the Black population in health professional education institutions.

The purpose of this study was to identify perceptions of nursing faculty on the barriers to recruitment, hiring, and retention of minority nursing faculty who are Black/African-American, and Hispanic/Latina (o) in order to understand the current dynamics limiting the representation of these two minority groups in nursing education. The design was a descriptive, comparative design, using an online survey. A multi-stage sampling method selected 667 nursing faculty from 56 colleges, resulting in a final sample size of 103 (15.4%). The two minority groups reported physical appearance and speech pattern had an affect on being hired. In comparing the perceptions of White, Black/African-American, and His panic/Latina (o) nurse faculty on recruitment, hiring, and retention issues, there were two statistically significant items. Responses on the major barriers to retention indicated six items were statistically significant. In conclusion, Black/African-American and Hispanic/Latina (o) nurse faculty indicated the barriers and perceptions to hiring and retention that still affect them, and confirmed the lack of financial assistance and mentors continues to be key issues for hiring and retention.

Colorectal cancer (CRC) is a leading cause of cancer morbidity and mortality. Effective prevention and early detection may be achieved through screening, but screening rates are low, especially in American Indian (AI) populations. We wanted to understand perceptions of CRC screening among AI located in the Great Lakes region. Focus groups were recorded and transcribed verbatim (N = 45). Data were analyzed using qualitative text analysis. Themes that deterred CRC screening were low CRC knowledge, fear of the procedure and results, cost and transportation issues, and a lack of quality and competent care. Suggestions for improvement included outreach efforts and culturally-tailored teaching materials.

One method of gaining knowledge, skills and experience with different cultures for nurses and nursing students is through an international immersion experience with training in language, culture and community nursing. This study is a qualitative and quantitative measurement of the influence of a two-week service learning medical experience on a student-nursing group who traveled abroad to Belize, Central America.