Carter Brigit Maria, Alexander G Rumay
Creat Nurs. 2021 Feb 1;27(1):14-18. doi: 10.1891/CRNR-D-20-00084.
The National League for Nursing, the American Nurses Association, and the American Association of Colleges of Nursing each have published directives or position statements that support initiatives that would diversify faculty in nursing education; some initiatives very specifically address increasing diversity within nursing faculty leadership ranks. Despite support for these initiatives, there is a lack of faculty members of color in higher-level leadership positions in nursing academia. This article explores two questions that unfold contributing factors. Is the absence of faculty members of color due to historical exclusionary practices of institutional racism? Or is it due to components of internalized racism that may cause faculty members of color to devalue their own potential and ability to rise to leadership roles? Either answer helps explain how entrenched white supremacy continues to be a barrier to diversifying nursing academia. Are we strong enough to dismantle the obstacles to achieving diversity in nursing academic leadership?
美国国家护理联盟、美国护士协会和美国护理学院协会各自发布了支持护理教育师资多元化倡议的指令或立场声明；一些倡议非常具体地针对增加护理师资领导层的多样性。尽管对这些倡议给予了支持，但护理学术界高层领导职位中缺乏有色人种教员。本文探讨了两个揭示促成因素的问题。缺乏有色人种教员是由于制度性种族主义的历史排他性做法吗？还是由于内化种族主义的因素，可能导致有色人种教员贬低自己担任领导角色的潜力和能力？无论哪种答案都有助于解释根深蒂固的白人至上主义如何仍然是护理学术界多元化的障碍。我们有足够的力量消除实现护理学术领导多元化的障碍吗？
