Gilliss Catherine L, Powell Dorothy L, Carter Brigit
Duke University School of Nursing, 307 Trent Street, Durham, NC 27710, USA.
Policy Polit Nurs Pract. 2010 Nov;11(4):294-301. doi: 10.1177/1527154411398491.
Health policy makers, providers, clinicians, and social scientists are among those who have identified racial and ethnic diversification of the health care workforce as one strategy for solving the seemingly intractable problem of health disparities in the U.S. population. But evidence supporting the impact of such diversification on narrowing health disparities is lacking, thus making it unclear if the push for workforce diversification is empirically or politically driven. Moreover, data are largely derived from the study of physicians, making it difficult to generalize findings to nursing and other health professions. This article reviews the evidence that supports the impact of a diverse workforce on patient outcomes and delivery services. Assuming a positive social value in the absence of the data, the authors review the approaches that have been successful in diversifying the nursing workforce. The authors conclude with recommendations for research and policies, including best practices, for enhancing recruitment and retention of a diverse nursing workforce.
卫生政策制定者、医疗服务提供者、临床医生和社会科学家都认为，医疗保健劳动力的种族和族裔多元化是解决美国人口中看似棘手的健康差距问题的一种策略。但缺乏支持这种多元化对缩小健康差距产生影响的证据，因此不清楚推动劳动力多元化是基于实证还是政治驱动。此外，数据大多来自对医生的研究，难以将研究结果推广到护理和其他卫生专业。本文回顾了支持多元化劳动力对患者治疗结果和服务提供产生影响的证据。在缺乏数据的情况下假定具有积极的社会价值，作者回顾了在使护理劳动力多元化方面取得成功的方法。作者最后提出了研究和政策建议，包括最佳实践，以加强多元化护理劳动力的招聘和留用。
