Hamilton Nalo, Haozous Emily A
University of California, Los Angeles School of Nursing, Los Angeles, CA.
University of New Mexico College of Nursing, Albuquerque, NM.
Nurs Outlook. 2017 Mar-Apr;65(2):212-221. doi: 10.1016/j.outlook.2016.11.003. Epub 2016 Dec 8.
Racial and ethnic diversity among nursing faculty is low, preventing schools of nursing (SON) from reflecting the populations that they serve academically and clinically. Few studies address the experience and success of faculty of color (FOC) in nursing.
The purpose of this article is to summarize the current literature related to FOC retention and promotion.
We reviewed 25 articles from the nursing literature following PRISMA guidelines, using a critical race theory framework.
We describe barriers and promoters to retention, benefits of retaining FOC, and proposed solutions to FOC attrition. We also highlight polices by several SON that netted increased retention and promotion of nursing FOC.
FOC meet substantial challenges that influence their career pathway. SON can improve faculty retention through focused efforts on improving the institutional culture to promote an inclusive environment.
护理教师队伍中的种族和民族多样性较低，这使得护理学院在学术和临床方面无法反映出它们所服务的人群。很少有研究探讨有色人种教师（FOC）在护理领域的经历和成就。
本文旨在总结当前与FOC留任和晋升相关的文献。
我们遵循PRISMA指南，使用批判种族理论框架，回顾了护理文献中的25篇文章。
我们描述了留任的障碍和促进因素、留住FOC的益处以及针对FOC流失问题提出的解决方案。我们还强调了几所护理学院的政策，这些政策使护理FOC的留任和晋升有所增加。
FOC面临着影响其职业发展道路的重大挑战。护理学院可以通过集中精力改善机构文化以促进包容性环境，来提高教师留任率。
