Strategies to address structural and institutional barriers to success among students of color in nursing programs

“We’re Going Through Tough Times Right Now”: How Students of Color Navigate the Field of Child Life

“…Beyond child life, other healthcare disciplines have reported similar barriers to recruiting, supporting, and graduating students of color. These disciplines include art therapy, medicine, nursing, pharmacology, and physical therapy (Campbell et al, 2020;Dickson & Zafereo, 2021;Johnson et al, 2021;Matthews et al, 2022;Olsen, 2019;Rocha et al, 2022). The theme of protective factors (specifically, instructor mentorship) is transferable to other healthcare disciplines.…”

“…The theme of protective factors (specifically, instructor mentorship) is transferable to other healthcare disciplines. In light of the COVID-19 pandemic and nursing shortage crisis, Matthews et al (2022) studied the strategies of nursing programs to support and retain students of color; they concluded that additional peer and supervisor mentorship programs are needed.…”

“…Education programs of other professions have made efforts to create a learning environment more conducive to retention and success of students of color. For example, Matthews et al (2022) discussed the diversity goals of a college's nursing program and along with developing a more diverse faculty, recommended linking students to academic advisors and peer mentors to provide built-in support.…”

Description of a student success program to increase support, coping, and self-efficacy among under-represented minority nursing students in the wake of the dual pandemics of COVID-19 and racial violence

“…More recently, recommendations for addressing specific sources of bias during this tumultuous time have been provided (e.g., Crooks et al, 2021 ; Tilghman et al, 2021 ). When creating diversity, equity, and inclusion initiatives within nursing schools, several first-line approaches should be considered ( Matthews et al, 2022 ). As noted by Matthews et al (2022) , all nursing schools should hire a diversity officer as an associate dean or equivalent who becomes a voting member of the college leadership team.…”

“…When creating diversity, equity, and inclusion initiatives within nursing schools, several first-line approaches should be considered ( Matthews et al, 2022 ). As noted by Matthews et al (2022) , all nursing schools should hire a diversity officer as an associate dean or equivalent who becomes a voting member of the college leadership team. This individual should first be tasked with convening a group of students, faculty, and staff to create a comprehensive and measurable diversity strategic plan for the college.…”