Exploring Implicit Bias Toward LGBTQIA+ People: A Faculty Development Experience

Fontenot, Justin; Landry, Jessica; Richardson, Heather

doi:10.1016/j.teln.2022.08.001

Cited by 2 publications

(1 citation statement)

References 14 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…12,13,28,32,36 Similar to our school of nursing's efforts, activities prioritizing anti-racism and antidiscrimination in admissions, matriculation, education, and research have included task force formation, 36 creating a racial justice plan, 28 quality improvement initiatives, 13 creating a DEI Institute, 4 producing a podcast, 36 educating clinical preceptors about anti-racism, 37 and workshop facilitation. 32 Focusing on improving inclusion has taken the form of examining syllabi and curriculum 30,38 and simulation experiences, 31,39 educating faculty on inclusive teaching pedagogy 33 and the importance of correct name pronunciation, 40 examining implicit biases, 41 advancing faculty diversity in nursing education, 42,43 and developing processes for corrective action. 44 In 2023, the US Supreme Court delivered a landmark ruling against race-conscious admission programs at colleges and universities.…”

Section: Discussionmentioning

confidence: 99%

Evaluating and Addressing the Diversity, Equity, Inclusion, and Belonging Climate in a School of Nursing

Rhoten,

Steed,

Johnson

et al. 2023

Nurse Educator

View full text Add to dashboard Cite

Background: There is a critical need to prepare a diverse nursing workforce and address issues of structural racism and health inequities. Problem: A shortage of underrepresented nurse faculty exacerbates the lack of diversity in nursing education. Microaggressions and discrimination experienced by underrepresented nursing students hinder their personal and professional growth. Evaluating diversity, equity, and inclusion (DEI) and belonging within a school of nursing is crucial for progress. Approach: An alumni survey and a faculty/staff survey were conducted to assess DEI perceptions, which informed the development of a strategic plan. Goals focused on monitoring the cultural climate, increasing diversity and inclusivity, and enhancing faculty competencies. Educational offerings and initiatives were implemented to support these goals. Outcomes: Ongoing evaluation is essential to sustain progress in this critical area. Conclusion: These efforts are necessary for sustainable progress and equitable care provision.

show abstract