学术领域的招聘与留用之体验：少数族裔青年教职人员的合作自传民族志
Experiences of recruitment and retention in academia: A collaborative autoethnography of early-career faculty members of color.
机构信息
University of Washington, School of Nursing, Department of Child, Family, and Population Health Nursing, Seattle, WA.
University of Washington, School of Nursing, Department of Child, Family, and Population Health Nursing, Seattle, WA.
出版信息
Nurs Outlook. 2024 Jul-Aug;72(4):102200. doi: 10.1016/j.outlook.2024.102200. Epub 2024 May 29.
BACKGROUND
Recruitment and retention of diverse faculty in schools of nursing continues to be an important challenge but little has been written from the perspectives of early-career faculty of color on their decision to join academia and their retention.
PURPOSE
We aim to understand the perspectives of a cluster hire of early-career faculty of color on their recruitment, mentorship and support received, and resources needed for long-term retention.
METHODS
Five faculty members conducted a joint autoethnography of their perspectives through recruitment, hiring, and first year as faculty. Two group discussions were analyzed for emergent themes using thematic analysis, maintaining reflexivity.
DISCUSSION
Four themes were identified: Intentionality to diversity faculty, Plan for professional development, Clear antiracism diversity equity and inclusion standards, and Retention enablers and barriers.
CONCLUSION
We provide strategies (e.g., targeted resources, diverse cluster hires, building community) to inform recruitment and retention of early-career faculty of color.
背景
在护理学院中招募和留住多元化的教职员工仍然是一个重要的挑战，但很少有从有色人种的早期职业教职员工的角度来撰写关于他们决定加入学术界以及他们的留任的文章。
目的
我们旨在了解一群早期职业有色人种教职员工对他们的招聘、指导和支持以及长期留任所需资源的看法。
方法
五名教师通过招聘、招聘和第一年的教职员工，共同对自己的观点进行了自传体分析。使用主题分析对两个小组讨论进行了分析，以得出主题，同时保持反思性。
讨论
确定了四个主题：多样化教职员工的意图、职业发展计划、明确的反种族主义多样性公平包容标准以及留任的促成因素和障碍。
结论
我们提供了一些策略（例如，有针对性的资源、多元化的集群招聘、建立社区），以告知早期职业有色人种教职员工的招聘和留任。
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