Walsh Heather, Theeke Laurie A, Ricciardi Richard, Ackerman-Barger Kupiri, Inouye Adriane J, Cox Catherine Wilson, McNelis Angela M
Department of Pediatrics, The George Washington University School of Medicine and Health Sciences, Washington, DC; Simulation Program, Children's National Hospital, Washington, DC.
The George Washington University School of Nursing, Ashburn, VA.
Nurs Outlook. 2025 Mar-Apr;73(2):102347. doi: 10.1016/j.outlook.2024.102347. Epub 2025 Jan 25.
Racism in nursing is a significant issue affecting patient safety, nurse well-being, and job performance.
Explore racial microaggression experiences of registered nurses working in a children's hospital.
An exploratory, qualitative research design with in-depth interviews was used to collect data.
Three categories containing 12 themes resulted. Nurses experienced (1) Biased first impressions, (2) "Firing" the nurse, (3) Questioning experience or credentials, (4) Where do I belong? and (5) All jokes have a grain of truth. Nurses responded through (6) Not being silent, (7) Intentional nonconfrontation, and (8) Showing or seeking support. Nurses used strategies of (9) Empowering, (10) Bracketing, (11) Communicating thoughtfully to build trust, and (12) Doing more to be perceived the same.
Most nurses in the study experienced and committed racial microaggressions; therefore, must be equipped with tools to recognize and respond to them. Moreover, microaggressions negatively impact building a diverse nursing workforce.
护理工作中的种族主义是一个影响患者安全、护士福祉和工作表现的重大问题。
探究在儿童医院工作的注册护士的种族微侵犯经历。
采用探索性定性研究设计，通过深入访谈收集数据。
得出了包含12个主题的三个类别。护士经历了（1）有偏见的第一印象，（2）“解雇”护士，（3）质疑经验或资质，（4）我属于哪里？以及（5）所有玩笑都有一定的真实性。护士通过（6）不保持沉默，（7）故意不 confrontation（此处原文有误，推测可能是“故意不对抗”），以及（8）展示或寻求支持来做出回应。护士使用了（9）增强权能，（10）搁置，（11）深思熟虑地沟通以建立信任，以及（12）做得更多以被视为相同的策略。
研究中的大多数护士经历并遭受了种族微侵犯；因此，必须配备识别和应对这些侵犯的工具。此外，微侵犯对建立多元化的护理 workforce（此处原文有误，推测可能是“劳动力队伍”）有负面影响。
