Nursing pay by gender distribution in the UK - does the Glass Escalator still exist?

Validity and reliability of the Persian version of the gender equity scale in nursing education

OBJECTIVE

Gender equality in nursing education is a crucial issue that needs attention. It involves ensuring that both female and male nursing students have equal opportunities, treatment, and experiences in education. The aim of this study was to determine the psychometric properties of the Persian version of the gender equity scale in nursing education (P-GES-NE) among Iranian students.

METHODS

In a methodological study carried out from April to July 2024, a sample of 621 Iranian students was selected using a convenience sampling method. 621 nursing students participated in this study to ensure construct validity with two samples. The P-GES-NE utilized in the study was translated, and its psychometric properties were evaluated through assessments of construct validity, including exploratory and confirmatory factor analysis, convergent and divergent validity. Furthermore, the study examined the internal consistency of the scale to ensure its reliability.

RESULTS

The mean age of the participants was 21.60 (SD = 2.34) years. The results of the Maximum Likelihood exploratory factor analysis identified three factors that explained 43.77% of the variance across 14 items. The results of confirmatory factor analysis showed that the data fit the model. As for internal consistancy for all factorss were acceptable, demonstrating good internal consistency and construct reliability.

CONCLUSION

The findings affirm the appropriateness of employing the Persian iteration of the P-GES-NE as a dependable and valid scale for assessing gender equity in nursing education among nursing students. It can help nursing programs identify and address gender equity concerns to create a more equitable learning environment for all students. This study was done in Iran, where the culture is Islamic. The findings may only apply to Iranian culture and may not be relevant to other cultures.

The Perceptions of Male Accessibility to the Fields of Nursing Practice by Those Studying or Teaching Nursing in England: Cross-Sectional Survey

AIMS

Investigate the perception of male accessibility to the fields of nursing practice by those studying or teaching nursing in England.

DESIGN

Cross-sectional survey.

METHODS

Online questionnaire with three closed-scale questions and two open-text questions designed to elicit perceptions on the accessibility of men to the fields of nursing practice. The questionnaire was distributed to the staff and students at 61 nursing schools in England. Inferential and descriptive statistics were used to analyse the closed questions data and inductive content analysis was used to analyse open-text questions data.

RESULTS

Students (n = 52) and staff (n = 51) responded to the survey. Adult (Mdn = 6, IQR = 2) and mental health (Mdn = 6, IQR = 2) were perceived as the most accessible fields of nursing practice to men, and child (Mdn = 4, IQR = 2) the least. Specialised practice areas in acute and emergency (Mdn = 6, IQR = 2), education (Mdn = 6, IQR = 2), leadership (Mdn = 7, IQR = 1), prison services (Mdn = 7, IQR = 1), and research (Mdn = 7, IQR = 2) were rated the most accessible to men and neonatal care (Mdn = 3, IQR = 3) the least. Societal stereotyping and stigma were seen as barriers to men entering the nursing profession. The perception that nursing is a feminised profession persists and a distrust of men is associated with child nursing. Men were viewed as progressing to leadership roles with greater ease than women.

CONCLUSION

Societal level stereotyping and stigma are perceived as prevalent in nursing practice areas considered less accessible to men entering the nursing profession.

IMPACT

This study adds insight into the gendered nature of nursing and highlights the barriers to men entering a profession with a workforce crisis.

REPORTING METHODS

STROBE cross-sectional studies guidelines. COREQ guidelines for content analysis.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution.

The Curious Case of "Men in Nursing" as a Diversity Issue: A Critical Reading of the Literature

In recent years the situation of "men in nursing" has been framed as a diversity issue, analogous to efforts to increase the proportion of women in male-dominated occupations, and to racial diversity in health professions. Advocates claim that nursing education is dominated by a "feminine" perspective, resulting in unhappy male students and marginalized male faculty. This is puzzling, as a close reading of the literature finds little support for these claims; and a persistent discounting of male advantages. Portraying men in nursing as victims distorts the nature of systemic oppression, and distracts us from more serious diversity struggles.

Development and Validation of a Scale to Measure the Perception of Workplace Gender Discrimination for Women in Nursing

Workplace gender discrimination as perceived by women in nursing, is currently under researched. The aim of this article is to outline the development and validation of a scale designed to measure the perception of workplace gender discrimination for women nurses. The instrument was developed following a three-stage process, consistent with recommendations for scale development. Twenty-nine items were derived from two comprehensive literature reviews and interviews with 10 women nurses. Exploratory factor analysis (principal axis factoring) with varimax rotation was conducted for identifying the dimensions underlying the data set. All 29 items loaded onto a factor. Each factor included at least four items and all item loadings were well above the acceptable minimum value (> 0.40). The four factors collectively account for 71.27% of the total variance. Cronbach's alpha of the 29 items (0.964) showed good internal consistency. It is our hope that this research tool will not only be used within nursing, but also with some modification, in other women dominated professions.

Mind the gap: Gender disparities in authorship in the Journal of Medical Imaging and Radiation Sciences

INTRODUCTION

Research studies tracking gender and academic publication productivity in healthcare find gender disparities in research activity, publication, and authorship. Article authorship is one of the important metrics to track when seeking to understand gender inequality in academic career advancement. Research on gender disparities in publication productivity in the field of Medical Radiation Science (MRS) is very limited thus this study analyses and explains potential gender differences in article authorship and acceptance for publication in the Journal of Medical Imaging and Radiation Sciences (JMIRS) for a 5-year period (2017-2021).

METHODS

Gender was inferred based on the author's first name or title (e.g., Mr, Mrs or Ms). For those who left the title blank or reported as 'Dr' or 'Prof,' a series of steps were taken to identify their gender. Where gender was impossible to ascribe, these authors were excluded. Descriptive and inferential statistics are reported for the study population. Descriptive and inferential statistics are used. Percentages of females are reported, and males constitute the other portion. Chi-square, slope analysis and z-tests were used to test hypotheses.

RESULTS

Results show that female authorship overall and in all categories of authorship placement (i.e., first, last and corresponding) increased over the timeframe reviewed. The percentage gain in the increase was higher than that for male authorship. However, male authorship started from a higher baseline in 2017 and has also increased year on year and overall, as well as in each placement category examined. More female authors were in the MRS sub-specialism Radiation Therapy (RT) than in the other MRS sub-specialisms. Analysis of the acceptance rate of articles with female authors shows a weak downward trend, and this may be related to higher submission and acceptance rates of articles by male authors during the same period.

CONCLUSION

Male authors are overrepresented in all categories, which raises questions about the persistence of gender disparities in JMIRS authorship and article acceptance. Positive trends in female authorship indicate progress, yet there is the persistence of the significant under-representation of women in the Medical Radiation Sciences workforce in academic publishing. Recruiting more males to address the gender imbalance in the profession should not be at the expense of females' career progression.

Gender-related differences in the scope of nursing practice: evidence from a cross-sectional study in geriatric healthcare settings

AIM

To investigate potential gender-related differences in the utilization of scope of practice (range of duties and responsibilities) across acute, community and long-term geriatric-care settings, by considering activities authorized for all registered nurses and those restricted to advanced post-basic certification graduates.

DESIGN

A cross-sectional approach, using a convenience sample.

METHODS

A total of 286 registered nurses [207 females (72.4%) and 79 males (27.6%)] with advanced geriatric training, completed a self-administered questionnaire addressing socio-demographic and occupational characteristics, utilization of the scope of practice, and professional satisfaction. Chi square, two-sample t-test, and a multiple regression model were used to analyze the data.

RESULTS

Male nurses reported implementation of a statistically significantly broader scope of practice than female nurses, outperforming them in 8 out of 16 activities for all registered nurses and in 5 out of 9 activities for advanced nurses with post-basic certification.

CONCLUSION

Our findings suggest that gender-related differences in the utilization of nursing scope of practice exist, with implications for professional satisfaction and potentially for patient care outcomes. Our results highlight the need to address these differences at multiple levels, ranging from healthcare organizations, and educational institutions, to policy-making bodies. Future research should use longitudinal studies with diverse samples from various settings and include factors like organizational culture, time since certification, and patient demographics in order to better understand any influences on nursing practice.

Gender differences in burnout among US nurse leaders during COVID-19 pandemic: an online cross-sectional survey study

OBJECTIVES

Among nurse leaders, gender should receive particular attention, because life and work experiences and burnout during COVID-19 pandemic may vary between women and men, potentially requiring different strategies to achieve well-being. Thus, information about gender differences in burnout might be critical to burnout prevention in nurse leaders. Additionally, there has been a substantial call for attention to gender during the COVID-19 pandemic, reflecting a concern that responses to the pandemic that fail to consider gender differences and norms will be ineffective. Therefore, the objective of the current study is to examine personal burnout, client burnout and work-related burnout of nurse leaders while considering the impact of COVID-19 pandemic and work-life balance through a gender lens.

DESIGN

A cross-sectional study design was implemented in 2023 using a convenience sampling approach.

SETTING

Data on personal burnout, work-related burnout, client burnout, work-life balance and COVID-19 impact were collected electronically and assessed through a gender lens.

PARTICIPANTS

A sample of 210 nurse leaders filled out the online surveys that were posted on the American Organization for Nursing Leadership and on Facebook.

CONCLUSION

Females had significantly higher personal burnout than males (mean 56.2 vs 49.3, F=5.853, p=0.019). Males had significantly higher client-related burnout than females (mean 45.3 vs 34.8, F=7.014, p=0.008). Findings demonstrate the importance of addressing gender when examining how nurse leaders react to different factors leading to burnout. In employing a gender lens framework, future researchers might study how the pressures that working men and women nurse leaders face were intensified during the COVID-19 pandemic. To support nurse leaders in executing their roles, there is a need to widen the scope of conversations about including family-friendly policies and attention to the needs of men and women as nurse leaders. These policies might include but are not limited to paid childcare, flexible time off, access to paid time off and mandatory overtime laws.

Gender Distribution of Editorial Board Members in Palliative Care Journals: Assessment of Gender Parity

Objective: Although the representation of women in palliative care has improved in recent years, gender inequality still exists in editorial leadership. This study aimed to characterize gender distribution in leadership positions on the editorial boards of palliative care journals. Methods: This cross-sectional study analyzed the gender composition of editorial boards for palliative care journals indexed in the Web of Science (WoS) and the factors that affect this composition. Information on the gender of editorial board members was obtained from each journal's website. Results: A total of 1388 editorial board members from 28 palliative care journals were included in the analysis. The data analysis showed that 540 (38.9%) of the editorial board members were women, while 848 (61.1%) were men. Of the 31 editors-in-chief, only 11 (35.5%) were women. Editorial boards of journals classified as social work (OR, 5.92, 95% CI, 2.29-15.30, p < 0.001) and nursing (OR, 4.20, 95% CI, 1.73-10.17, p = 0.001) in WoS coverage were independently associated with gender diversity. There were differences in gender representation between the editorial boards of palliative care journals published in New Zealand (OR, 0.49, 95% CI, 0.29-0.80, p = 0.005), Japan (OR, 0.17, 95% CI, 0.08-0.32, p < 0.001), and those categorized under oncology in WoS coverage (OR, 0.64, 95% CI, 0.05-0.89, p = 0.009). Conclusions: Our findings demonstrated that women are underrepresented among editorial board members of palliative care journals. Additional efforts are required to broaden diversity policies in palliative care.

Charting the Course of the Nursing Professional Identity: A Qualitative Descriptive Study on the Identity of Nurses Working in Care for Older Adults

AIMS

To explore and describe the meaning of nurses working in care for older adults give to the nursing professional identity.

DESIGN

A qualitative approach was taken.

METHODS

Semi-structured interviews were conducted with 50 bachelor and vocational-educated nurses working in care for older adults. Interviews were conducted between December 2019 and May 2020. Data were analysed and interpreted through inductive content analysis.

RESULTS

Five themes embody the meaning of the nursing professional identity of nurses who work in care for older adults. The five themes are: born to care: a lifelong motivation to nursing; nursing through the noise: dedication in a demanding profession; the silent backbone: caught in the crossfire of interdisciplinary teams; learning under pressure: the demand for expanded nursing expertise and against the current: the barriers to advocacy in nursing.

CONCLUSION

The professional nursing identity of nurses working in care for older adults is multi-faceted. A personal dedication to patient care, where patients 'human' aspect is heavily valued, commits nurses to their profession and underscores their dedication to upholding the quality standard in nursing practice.

IMPLICATIONS FOR THE PROFESSION

The older adults' nursing identity highlights that nursing deserves acknowledgement as a professional occupation. Nurses should speak to the public about their professional roles to improve the public view of older adult nursing.

IMPACT

A clear understanding of the older adult nursing professional identity clarifies specific roles, experiences and expectations. This can help attract and retain nurses whose views of older adult nursing align with the nursing professional identity. This could help resolve nurse turnover and reduce shortages in older adult care.

REPORTING METHOD

We adhered to Consolidated Criteria For Reporting Qualitative Research guidelines.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution.

Male Students' Perceptions of the Nursing Profession: A Qualitative Study

Introduction

This study aims to explore the thought, feelings and perceptions of male nursing students and male nursing professionals in the nursing profession.

Methods

This present study used a qualitative research design to explore the feelings, thoughts, and opinions of male nursing students (first to fourth years) and male nursing professionals about their perception of the nursing profession. The study recruited 11 male nursing students and 11 male nursing professionals using a purposive sampling method. Data were collected via semi-structured individual interviews using qualitative open-ended inquiries consisting of seven questions. The data were analysed using thematic perspectives.

Results

The analysis revealed three themes: (a) perceiving gender varieties, (b) taking apparent advantage of masculine characteristics, and (c) taking an equal perspective. Male students' replies to their professional gender attitudes were that there was no distinct line among the gender-related advantages and disadvantages according to whether they were first to fourth-year students.

Conclusion

Male nursing students and professionals believe that nursing is equally appropriate for both men and women, and they could employ masculine characteristics to thrive in their professional development.

Barriers to advancing women nurses in healthcare leadership: a systematic review and meta-synthesis

Background

Women comprise the majority of the nursing profession, yet nurses are underrepresented in healthcare leadership. We aimed to explore barriers for women nurses to advance in healthcare leadership to inform organisational interventions for career advancement.

Methods

In this systematic review and meta-synthesis, studies examining advancing women nurses and midwives in leadership within healthcare and academia in the international literature were included. Six databases (MEDLINE, EMCARE, EMBASE, PsycINFO, PubMed, and CINAHL PLUS) were searched for studies published in English between January 1 2000 and October 17 2023. The Grading of Recommendations Assessment, Development, and Evaluation tools (GRADE) was followed to assess confidence in the findings. Retrieved full texts were assessed for methodological rigour using the Critical Appraisal Skill Programme Qualitative Studies checklist and the Joanna Briggs Institute Cross-sectional and Prevalence Studies checklists. Reported barriers for women nurses' leadership attainment were identified and generated themes were mapped to the Abilities, Motivation, and Opportunities (AMO) framework.

Findings

There were 32 eligible studies; 18 qualitative, 11 quantitative, and 3 mixed-methods. Studies included high-income countries (n = 20), middle-income countries (n = 7) and across countries (n = 3) with two unspecified. Samples included registered nurses, nurse academics, executives, and leaders. The key barriers highlighted were related to: role modelling and leadership development (ability); multiple complex and interacting factors, including gender stereotyping, perception of professionalism, human relations policies, and gender bias (motivation); and systemic issues, such as organisational setting, structure, and support (opportunity).

Interpretation

The prevailing belief in the literature is that caregiving is a feminine occupation and along with societal expectations of women's subordinate position, these present substantial obstacles that limit women nurses from advancing into healthcare leadership. Ultimately, these factors restrict women nurses in career advancement and need to be addressed at a systems and organisational level.

Funding

The National Health and Medical Research Council (NHMRC), Australia.

Workplace gender discrimination in the nursing workforce-An integrative review

AIM

To critically synthesise the literature that explores the experiences of workplace gender discrimination from the perspective of registered nurses.

DESIGN

Integrative review.

REVIEW METHODS

Primary research articles reporting on the experience of workplace gender discrimination towards registered nurses in any setting were eligible for inclusion. Studies were critically appraised for methodological quality using a modified Critical Appraisal Skills Program list. The six phases of thematic analysis proposed by Braun and Clarke (2006) were used to guide the analysis. Data were extracted and coded, and themes were identified according to the review aims and significant findings of each study.

DATA SOURCES

CINAHL, MEDLINE, SCOPUS, Cochrane Library, published between January 2012 and June 2022.

RESULTS

Twenty studies met the inclusion criteria. Major themes identified were (1) career progression, (2) career interruption, (3) positioning of men in nursing and (4) positioning of women in nursing.

CONCLUSION

This review shows that both men and women in nursing experience workplace gender discrimination; however, the forms and consequences of this discrimination differ substantially by gender.

IMPLICATIONS FOR THE PROFESSION

It is important that the pursuit of greater numerical representation of men in nursing does not result in further reinforcing patriarchal advantage. Professional development for nurse leaders in managing gender issues is recommended.

IMPACT

This integrative review presents current issues on workplace gender discrimination for men and women in nursing. The findings suggest gender roles and norms have an effect on the careers of both men and women in nursing. The time has come to alter restrictive gender norms and to challenge notions of hegemonic masculinity and femininity.

REPORTING METHOD

We have adhered to relevant EQUATOR guidelines-PRISMA.

NO PATIENT OR PUBLIC CONTRIBUTION

For this literature review on workplace gender discrimination for registered nurses, we did not engage members of the patient population, nor the general public.

"More" work for nurses: the ironies of eHealth

BACKGROUND

eHealth applications are considered a technological fix that can potentially address some of the grand challenges in healthcare, including burnout among healthcare professionals, the growing burden of patients with chronic conditions, and retaining and recruiting healthcare professionals. However, as the deployment of eHealth applications in healthcare is relatively novel, there is a lack of research on how they affect the work environment of healthcare professionals. This study explores how work evolves-particularly for nurses-during the utilisation of three eHealth applications.

METHODS

The study is a qualitative case study with an interpretive approach. The utilisation of three different eHealth applications was studied. Seventy-five healthcare professionals were interviewed, most of whom were nurses (n = 47). Interviews were transcribed verbatim and qualitative content analysis was used to analyse the text.

RESULTS

Three main themes were identified: work that is ignored and overlooked; actions needed to complete visible work; and more sedentary work activities. The findings suggest that work surrounding the utilisation of eHealth applications in care practices is mostly performed by nurses. While the promise of more efficient workflows resulting from healthcare's digital transformation may be realised to different degrees, the utilisation of eHealth applications creates additional invisible labour for nurses.

CONCLUSION

We identified through our analysis that the extra work created by eHealth applications is invisible at the organisational level. Most of the invisible labour was performed by nurses, who were engaged in utilising the eHealth applications. This needs to be recognised when implementing eHealth applications in care practices.

Male nurse practice in inpatient rehabilitation. Finding a safe way: a grounded theory

BACKGROUND

Research interest in nursing's contribution to inpatient rehabilitation is growing. Nurses contribute to rehabilitation specifically by teaching patients how to care for themselves. This contribution is largely reported from a female or genderneutral perspective. Despite the work of male nurses being examined in a range of other specialities, their work within inpatient rehabilitation remains underexplored.

OBJECTIVE

To report on a grounded theory study to identify and make visible male nurse practice in inpatient rehabilitation in Australia.

DESIGN

Constructivist grounded theory informed by symbolic interactionism.

SETTING(S)

Stage 1 data were collected in locations of participants choosing throughout Australia. Stage 2 data collection centred on seven data collection sites across two specialist rehabilitation hospitals in two states of Australia.

PARTICIPANTS

Twenty-three male nurses and 15 patients participated in the study.

METHODS

Stage 1 (October 2013 to June 2014) consisted of semi-structured interviews with 11 male nurses. Stage 2 (February to April 2015) consisted of semi-structured interviews and 63.5 h of non-participant observation with 12 male nurses. Fifteen interviews with patients as recipients of male nurse care were also conducted. Data analysis included initial coding, focused coding, and theoretical coding using constant comparative methods, memo writing and diagramming.

RESULTS

Nurse participants were aware of patient perceptions about nursing being an occupation for women and male nurses being perceived as sexual threats, which led to an everyday concern of potential for misinterpretation. To address this concern, male nurses engaged in a three-phase process known as assessing and managing risk in order to minimise risk and to keep themselves safe in practice. However, two contextual conditions, type of care and urgency of care, influenced engagement in assessing and managing risk. The core category and substantive grounded theory to explain these results is finding a safe way.

CONCLUSIONS

Gender stereotypes affected the daily working lives of male nurses in inpatient rehabilitation. To counter the risk of misinterpretation male nurses used a range of strategies to address the barriers encountered daily in their working lives. However, male nurse efforts were often influenced by conditions outside of their control. In inpatient rehabilitation, male nurses practised cautiously to keep themselves safe in order to practise nursing.

Discriminatory practices and poor job performance: A study of person-related hostility among nursing staff

This study highlights the organisational-level factors that become the reason for propagating hostile behaviours among female nurses. Freire's theory of oppression has been used as an underpinning theory for developing the conceptual framework. This study empirically verifies the conceptual framework of the study that gender discrimination and lack of administrative support are the antecedents of person-related hostility, which is the reason for poor job performance in the healthcare sector. We applied a quantitative research approach, using questionnaires to collect data. Total of 707 survey forms were collected from female nurses working in public sector hospitals in four main cities of Pakistan. The software SPSS 20 and SmartPLS 3 were used for the final data analysis. All hypotheses regarding the direct and indirect relationship of variables were accepted. Gender discrimination and lack of administrative support were positively associated with person-related hostility. Moreover, person-related hostility also mediated the relationship between independent variables (gender discrimination, lack of administrative support) and dependent variable (poor job performance). Future research is directed to study person-related hostility among nursing staff of semi-urban areas and small towns with low literacy rates, considering other dependent variables like burnout, mental well-being, and mental health. HR strategies and policies for fair performance evaluation and timely promotions of nursing professionals are proposed in the study for building an overall healthy environment.

Gender differences in empathy, emotional intelligence and problem-solving ability among nursing students: A cross-sectional study

BACKGROUND

Empathy, emotional intelligence (EI) and problem-solving ability are three important characteristics that influence effective communication in clinical practice. Previous studies have not adequately explored the specific relationships between these three abilities and their gender differences among nursing students.

OBJECTIVE

We sought to investigate the current state of emotional intelligence, empathy, and problem-solving ability in nursing students and to identify whether gender differences affect these three characteristics and how gender differences can be used to educate nurses on empathy.

DESIGN

We conducted a cross-sectional survey.

PARTICIPANTS

A total of 993 nursing students from two grade A tertiary hospitals in Hunan, China participated in this study.

METHODS

Data were collected using the Empathy of Clinical Nurse Scale (ENCS), Emotional Intelligence Scale of Clinical Junior Nurses (EIS) and Social Problem-Solving Inventory (SPSI). Data were analyzed using an independent samples t-test, Pearson correlation and hierarchical multiple linear regression.

RESULTS

There was no significant difference in the ENCS and SPSI scores between male and female nursing students, but male nursing students had lower EIS scores (P < 0.05). A significant association was found between ENCS, EIS and SPSI on most dimensions among female nursing students, but no significant association was found between ENCS and EIS for total scores among males. We found that problem-solving ability was the most important factor affecting the variation in empathy for both male and female nursing students through hierarchical multiple regression analysis.

CONCLUSIONS

Gender differences are reflected not only in the level of emotional intelligence but also in the relationships between emotional intelligence, empathy, and problem-solving ability. Nursing educators should be aware of how gender differences can affect these three traits; this is particularly important for teaching based on students' aptitudes.

Nurses Learning to be Powerful Leaders: What Will It Take?

The attention of the world has been on nurses in the past two years. Because of the pandemic, they have been applauded and their work featured on national news in many countries. However, nurses were not generally seen at press briefings, nor interviewed as experts on any aspect of pandemic control or treatment. Also in 2020, the World Health Organization (WHO) published the first State of the World's Nursing Report which highlighted present and future global shortages of nurses and called for nurses to be more visible leaders, present at the highest levels where health policy is made. This call was echoed in the WHO Global Strategic Directions for Nursing and Midwifery published in 2021. This article presents the challenges to nurses being accepted as leaders in the health system, showing the legacy of nursing being a gendered occupation, suggesting a gender-focused analytical framework to address the continuing challenges to women nurses becoming powerful leaders and exploring the need to disrupt the status quo in health systems leadership and nursing to achieve radical and sustainable change.

Centering Black feminist thought in nursing praxis

Femininity and whiteness dominate Western nursing, silencing ontologies and epistemologies that do not align with these dominant norms while perpetuating systemic racism and discrimination in nursing practice, education, research, nursing activism, and sociopolitical structures. We propose Black feminist thought as a praxis to decenter, deconstruct, and unseat these ideologies and systems of power. Drawing from the work of past and present Black feminist scholars, we examine the ontological and epistemological perspectives of Black feminist thought. These include (i) the uniqueness and particular experiences of people, (ii) the acceptance of ontological and epistemological pluralism of truths and ways of knowing, and (iii) the mandate for equity in the health, social, political, and environmental structures of society. By focusing our attention on lived experiences and voices of those systematically excluded in nursing practice, education, research, and society, Black feminist thought offers an anticolonial, antiracist, and antidiscriminatory foundation for more effectively upholding nursing's disciplinary mandate for social justice and equity.

Fenómeno techo de cristal en enfermería: revisión integrativa

Introducción: El fenómeno “techo de cristal”, es un término denominado de esta forma por un movimiento feminista de los años ochenta en los Estados Unidos, el cual hace referencia a la barrera “invisible” que impide el progreso de las mujeres en su carrera laboral. Objetivo: Analizar en el estado del arte disponible, la presencia del fenómeno techo de cristal en enfermería. Materiales y métodos: Se realizó una revisión integrativa basada en las cinco etapas de Crossetti, utilizando descriptores (enfermería, consejo directivo, supervisión de enfermería, liderazgo, inequidad de género y sexismo) validados en el tesauro DeCS y unidas con el booleano AND, en las bases de datos WOS, PUBMED, SCOPUS, SCIELO y BVS. Resultados: Tras la aplicación de los descriptores y estrategias de búsqueda se localizaron 133 artículos, posterior a la aplicación de filtros se seleccionan 43 artículos, tras aplicar criterios de inclusión y exclusión se obtuvieron 6 artículos, luego se complementó con una búsqueda manual localizando 2 artículos, conformándose una muestra de 8 documentos, se aplicó una propuesta de escala que asegura la calidad de la muestra, quedando 7 artículos. Discusión: Todos los artículos seleccionados expresaban una escasa representatividad femenina de enfermería en puestos directivos, se destaca que los hombres son mejor recompensados en términos de remuneración, avance profesional, ocupación de puestos mejores y más prestigiosos. Conclusiones: Los artículos analizados muestran la presencia del fenómeno techo de cristal, donde las mujeres enfermeras presentan más dificultades que los hombres para acceder a cargos directivos, con una aparente etiología marcada meramente por el género.

The experience of workplace gender discrimination for women registered nurses: A qualitative study

AIM

To explore the experiences of female registered nurses (RNs), who encounter workplace gender discrimination in nursing.

DESIGN

This study used a qualitative exploratory design informed by feminist perspectives and was underpinned by social constructionism.

METHODS

Women who were RNs (N = 10) and employed in New South Wales (NSW) were purposively selected to convey their experiences of workplace gender discrimination. Data were collected through semi-structured interviews, between April and July 2020. Analysis was guided by the work of Anderson and Jack (Women's words; 1991) who recommend three ways of listening. Interviews were transcribed verbatim and Braun and Clarke's (Qualitative Research in Psychology, 3, 77-101; 2006) six-step guide was used to develop themes.

RESULTS

Thematic analysis revealed five overarching themes: It's a man's world; Gender stereotypes; Being a woman and nurse; Reluctance to call out gender discrimination and The status quo. Findings from this study highlighted that participants believed men's career progression in nursing were favoured over women.

CONCLUSION

Findings from this research highlight that socially constructed gendered norms continue to form the basis of inequality for women in the workplace. Fostering and sustaining workplace cultures that support family and work life balance, and that do not discriminate against women, is fundamental to ensuring equality for women.

IMPACT

There is limited qualitative research into women's experiences of workplace gender discrimination in nursing. This research highlights the need for workplace strategies to be implemented to ensure women are better supported and equally represented in leadership positions and advanced practice roles in nursing. All nurses should be given equal consideration based on experience and qualifications. Career development and progression opportunities should be fair, equitable and transparent with clearly documented criteria.

Professional success of men in the nursing workforce: An integrative review

AIM

To identify and summarize evidence of objective achievements and subjective indicators associated with professional success of men in nursing.

BACKGROUND

Despite being a minority group, men in nursing are purported to enjoy hidden advantages.

EVALUATION

In this integrative review, studies from seven databases were retrieved and independently evaluated using the quality appraisal tools in accordance with PRISMA guidelines. Inductive content analysis and narrative synthesis were conducted, guided by the aim of this review.

KEY ISSUES

In total, 12 studies published between 1987 and 2021 were included. Two themes with related subthemes supporting or refuting professional success of men were identified. These were (a) evidence of professional success and (b) challenges to professional success.

CONCLUSION

As a minority group, men are highly visible in nursing, which is a double-edged sword. Although men were overrepresented in senior nursing positions of higher salaries than women, they also experienced gender stereotyping, prejudice, and discrimination, which reduced the duration of men staying in a specific nursing position.

IMPLICATIONS FOR NURSING MANAGEMENT

Findings of this study highlighted the need for nurse leaders to proactively address specific gender issues that are unique to men in the nursing workforce.

Using Digital Health Technologies to Manage the Psychosocial Symptoms of Menopause in the Workplace: A Narrative Literature Review

Many women experience vasomotor, psychosocial, physical and sexual symptoms during their menopausal life-stage. Specifically, the psychosocial symptoms of menopause can include loss of confidence, issues with self-identity and body image, inattention and loss of memory, increased levels of stress, and a higher risk of developing anxiety and depression. In the workplace, such symptoms can impact the woman's capacity to perform to her optimal levels. Even so, many women do not seek help to manage their symptoms due to feelings of embarrassment, the possibility of experiencing adverse reactions from others, or the cultural taboos that are attached to the condition.Digital health technologies, including virtual consultations, therapeutic interventions, and participation in online communities of support, provide an important means by which women can obtain information about menopause. In the field of mental health, digital technologies have an increasing evidence base. This paper considers how mental health practitioners can adapt, utilise or recommend digital health strategies to support older women in occupational settings to manage their psychosocial symptoms of menopause.

Gender blindness: On health and welfare technology, AI and gender equality in community care

Digital health and welfare technologies and artificial intelligence are proposed to revolutionise healthcare systems around the world by enabling new models of care. Digital health and welfare technologies enable remote monitoring and treatments, and artificial intelligence is proposed as a means of prediction instead of reaction to individuals' health and as an enabler of proactive care and rehabilitation. The digital transformation not only affects hospital and primary care but also how the community meets older people's needs. Community care is often provided by informal and formal care-givers, most of whom are women. Gender equality is at the heart of many national strategies, but do all genders have equal rights, responsibilities and opportunities when it comes to community care and its digital transformation? The digital transformation of community care is entangled with how care is provided to older people and the working conditions of community-care professionals. Current and, even more so, future community-care systems are and will be partly constituted by networks of technological artefacts. These health and welfare technological artefacts and the discourse surrounding them mediate and constitute social relations and community care. This article looks into how health and welfare technology and artificial intelligence-based devices and systems mediate and constitute gender relations in community care and presents an argument for reflexivity, embodiment, pluralism, participation and ecology as an alternative strategy to treating community care as one-size-fit-all and being blind to gender-related issues.

The impact of intersectionality on nursing leadership, empowerment and culture: A case study exploring nurses and managers' perceptions in an acute care hospital in Aotearoa, New Zealand

AIM

This study determines whether the culture within an acute care hospital empowers 'all' nurses to be leaders by exploring intersectionality and nursing leadership in the context of the social environment.

BACKGROUND

Nurses practice leadership in their day-to-day activities as clinical leaders alongside traditional roles of management and leadership. However, some nurses do not acknowledge nursing work as leadership activity, nor is it seen so by others where hierarchical leadership approaches remain prevalent. Social constructs of gender and race are barriers to accessing formal leadership positions for some, while dominant power structures such as class diminish the value of bedside nursing work. Unexplored is the impact of the intersection of these and other social identities on nurses being leaders.

DESIGN

An embedded case study design.

METHODS

Thirty-one participants participated in semi-structured interviews. Four levels of analysis including inductive and deductive approaches were applied to the data. The research complied with COREQ guidelines for reporting qualitative research.

RESULTS

This study shows nurses do not identify themselves as leaders without an associated title and the pathway to leadership varies depending on intersecting social constructions.

CONCLUSION

The impact of the organisational structures and the experience of navigating intersecting social constructions on nurses being leaders goes unseen, privileging some while disadvantaging others.

RELEVANCE TO CLINICAL PRACTICE

Health organisations need to be aware of intersectionality in the workplace and explore equity in their structures to be genuinely empowering. Nursing leadership must examine strategies that challenge and decolonise the nursing profession. Bedside nurses should be given more power and respected as leaders of the patient experience, achievable through a renewed emphasis on the fundamentals of care and resonant leadership, which can neutralise a culture of managerialism. Intersectionality can inform the development of new nursing leadership roles that enable nurses to remain clinically active, widening opportunities.

Does the glass elevator still work: A descriptive and cross-sectional study in the context of gender in Turkey

AIM

To analyse the glass elevator in nursing, evaluating this concept within the conceptual context of nurse managers' perceptions of gender.

BACKGROUND

Glass elevator is defined as the rapid promotion of men to upper positions in certain professions in which women comprise the majority, such as nursing.

METHODS

Data were collected from 134 nurse managers. Participants selected one of four resumes belonging to four virtual candidates for an open management position. They, then completed the Perception of Gender Scale.

RESULTS

Nurse managers mostly selected men among the four candidates submitted to them for promotion to upper positions. None of the nurse managers' characteristics caused a statistically significant difference regarding the gender of the candidate they selected. No statistically significant difference was found between the perception of gender scores of those who selected female or male candidates.

CONCLUSIONS

Men are two times more likely to be selected than women when selecting candidates for promotion with the same qualifications. This was not caused by the decision-makers' or nurse managers' personal and professional characteristics nor their perceptions on gender.

IMPLICATIONS FOR NURSING MANAGEMENT

The psychological mechanisms that operate the 'glass elevator' in favour of men should be analysed in greater depth.

"I am called girl, but that doesn't matter" -perspectives of male nurses regarding gender-related advantages and disadvantages in professional development

Background

Exploration of professional development experiences of male nurses can help develop evidence-based strategies to attract males into nursing. The study aims to investigate the advantages and disadvantages of being a male in nursing profession that male nurses and male nursing students experience in their professional development.

Methods

A descriptive qualitative research was designed. Purposive sampling was applied and 24 males (12 nursing students and 12 clinical nurses) participated. Semi-structured individual interviews were used in data collection. Thematic analysis was used in data analysis.

Results

Professional development of male nurses was related to three interplayed identities: a man, a nurse, and a minority. Three themes emerged relating to the professional development of the males: “feeling role strains” “taking perceived advantage of masculine traits” and “taking an egalitarian viewpoint”. There was no clear line between the gender-related advantages and disadvantages as factors influencing professional development can be turned by the males from barriers to facilitators.

Conclusions

Male nurses perceive nursing as equally suitable for males and females and make use of masculine traits to thrive in their professional development.

Male Nurses' Dealing with Tensions and Conflicts with Patients and Physicians: A Theoretically Framed Analysis

Proposes

Delivery of healthcare involves engagements of patients, nurses and other health professionals. The Social Identity Theory (SIT) can provide a lens to investigate intergroup interactions. This study explores how male nurses deal with intergroup tensions and conflicts with patients and physicians when delivering healthcare.

Methods

A collaborative qualitative research study was conducted by two research teams, with one from Mainland China and the other from Macau. Twenty-four male nurses were recruited, with 12 from each of the two regions. A similar guide was used by the two teams to conduct in-depth interviews with the participants. Thematic analysis was used, and SIT guided the data analysis and interpretation of the results.

Results

Four themes identified are related to nurse/patient relationships: respecting patients’ decisions, neglecting minor offenses, defending dignity, taking a dominant position; two themes are related to nurse/physician relationships: rationalizing physicians’ superiority over nurses, establishing relationships with physicians by interpersonal interactions.

Conclusion

Male nurses avoid confrontation with patients in case of disagreements but take on gender- and profession-based dominance in dealing with intense conflicts to maintain healthcare order. They do not challenge the status hierarchy between nurses and physicians but manage to maintain harmonious relationships with physicians by engaging in interpersonal activities with physicians in leisure times.

Implication

Male nurses can take the lead to create inclusive groups to engage patients and physicians in delivering healthcare. The masculine traits of male nurses do not subvert the nurse/physician hierarchy stereotype but strengthen it.

Point your SmartPhone at the code above. If you have a QR code reader the video abstract will appear. Or use:

https://youtu.be/hGgcK1YRVcU

Challenges Faced by Female Healthcare Professionals in the Workforce: A Scoping Review

BACKGROUND

The number of women entering the medical and healthcare workforce globally has increased in the past several decades. Women have many roles and positions in healthcare organizations, hospitals and healthcare education settings. Although there has been an increase in the number of women, female workers continue to face many workplace challenges. This scoping review aimed to explore the challenges female healthcare professionals face in the workforce.

METHODS

A scoping review utilizing Arksey and O'Malley's six-step framework was undertaken to identify and map available literature addressing challenges faced by female healthcare professionals in the workforce. The databases searched included Embase, EmCare, Medline, Cumulative Index of Nursing and Allied Health Literature (CINAHL) and Business Source Complete (BSC). Additional searches were performed using Google Scholar, Trove and grey literature.

RESULTS

The initial search yielded 2455 publications (Medline n=369; EmCare n=276; Embase n=612; CINAHL n=1088; Business Source Complete n=109; mixed grey literature n=1). After removal of duplicates, 1782 citations remained. Abstract and title screening reduced the field to 36 publications, following which full-text reviews were conducted. Consensus was reached on 16 publications for final review. After analyzing the articles, three themes were identified: i) family responsibilities, ii) workplace environment and iii) stereotyping.

CONCLUSION

Findings confirm that female healthcare professionals face circumstances that may affect their family lives, as well as factors relating to the workplace environment and stereotypes. Implementing strategies such as reduced work hours, flexible timing and part-time work can support women in the workplace, which then enhances and supports gender equality in healthcare organizations.

Historical Trajectory of Men in Nursing in India

Introduction

During 100 BC, the world perceived that the nurses are meant for rendering care to the sick individuals. During 600 to 700 BC, the nurse was considered as the one who attends to the patient, is pleasant in his or her demeanor, does not speak ill of anybody, is attentive to the requirements of the sick, and follows the instructions of the physicians. The men who were wise and passionate to help the sick were trained by a medical teacher for years together who later became a doctor. India is the pioneer country in developing the formal nursing curriculum. With the emergence of British and establishment of East Indian Company and Imperial Government, the nursing education became more formalized. No men came forward to nursing. Only women have opted nursing and were employed as nurses. Very few men were trained as nurses informally and were sent for war field to take care of the injured soldiers. It took several years to elevate the standards of male nurses.

Methods

The data were retrieved from the records of Tamil Nadu Archives and Historical Research, Chennai, Tamil Nadu, India. The written permission was obtained from the commissioner for collecting the data retrospectively. All the collected data were checked for its consistency by matching the data again with the retrieved database.

Results

Great British Government has brought the reformations in bringing up the working standards of male nurses. The reformation and renaissance of male nurses started in 1938, and it reached a level of recognition in 1950. The male nurses were recruited in 1938, but they reached the position of a head nurse by 1950.

Conclusion

The male nurses had a long journey to overcome the hurdles in their practice and professional advancement. In recent years, the male nurses are identified for their extraordinary contribution in the delivery of health care.

What motivates students to enter nursing? Findings from a cross-sectional study

INTRODUCTION

It is expected that future nurses have high levels of emotional intelligence and empathy, because of their everyday interaction with people in a clinical environment. Thus, nursing students must show interest in nursing studies and in work with people. Moreover, it is desired that they have good communication skills. On the other hand, students who choose nursing as their future career may have high expectations from nursing education. The aim of this study was to explore nursing students' reasons for pursuing nursing studies.

METHODS

A cross-sectional study was conducted among undergraduate nursing students in Slovenia and Croatia.

RESULTS

A total of 314 students participated in the study. General satisfaction with their studies is higher among those students who are satisfied with their chosen study programme. The most important reasons to enter nursing studies were interest in the subject and good employment possibilities. As the biggest disadvantage of studying nursing, Slovenian students listed crowded schedules, while Croatian students mentioned faculty organization. Students from both countries agreed that the biggest advantage is the ease of finding a job after graduation.

DISCUSSION

As there is a lack of workforce in the healthcare sector, particularly a lack of nurses, universities must adjust their demands and improve study conditions to gain students' attention. Therefore, it is important to notice that nursing students perceive more advantages of studying nursing than disadvantages.

CONCLUSION

There are many different reasons to enter nursing studies. Students perceive many advantages in studying nursing, such as ease of employment, getting many hours of clinical practice and the possibility for promotion. On the other hand, there are some challenges in studying nursing, such as the schedule and organization of lectures, seminars and clinical placement. There is a need for further research in the field of nursing student's motivation, especially due to their decreasing motivation during the studies.

An exploration of the influences on under-representation of male pre-registration nursing students

BACKGROUND

Worldwide, men are under-represented in the nursing profession. In Scotland less than 10% of pre-registration nursing students are male. Reasons for this imbalance need to be understood.

OBJECTIVES

To explore the views of male pre-registration nursing students, nursing lecturers and school teachers about this imbalance.

DESIGN

Mixed methods study using focus groups and online survey.

SETTINGS

Focus groups in four locations across Scotland. Online survey sent to teachers across Scotland.

PARTICIPANTS AND METHODS

Eight focus groups with 33 male nursing students; four focus groups with 21 university and college nursing lecturers; 46 school teachers returned the online survey.

RESULTS

Although nursing was considered a worthwhile career with job stability and many opportunities, it was also viewed as not being a career for men. Assumptions about the profession and femininity were challenging for men and use of the term 'male nurse' was felt to be anomalous. In some circumstances the provision of intimate care to particular patient groups caused difficulty. Positive encouragement from others, a positive role model or knowledge of nursing from significant others could be helpful. However concerns about low earning potential and negative media publicity about the NHS could be a disincentive. Being mature and having resilience were important to cope with being a male nursing student in a mainly female workplace. Some more 'technical' specialties were felt to be more attractive to men.

CONCLUSIONS

Nursing is viewed as a worthwhile career choice for men, but the gendered assumptions about the feminine nature of nursing can be a deterrent.

Non-medical practitioner roles in the UK: who, where, and what factors influence their development?

BACKGROUND

traditional health workforce roles are changing, with existing roles being extended and advanced, while new roles are being created, often undertaking duties previously completed by doctors, sometimes referred to as non-medical practitioners (NMPs).

AIM

to investigate which NMP roles exist within the UK, mapping distribution, and explore factors influencing their development and recruitment.

METHODS

two descriptive, exploratory, online self-completed semi-structured questionnaires were used. One was sent to all NHS acute healthcare providers (n=156) and private/independent healthcare providers in England (n=90). A separate questionnaire collected data, using convenience and snowballing approaches, from NMPs across the UK. Quantitative data were analysed using descriptive and frequency statistics. Qualitative data derived from open questions and comments were analysed using content and thematic analysis.

RESULTS

healthcare organisations in England returned 23/246 useable questionnaires; 115 NMPs returned responses, 19 did not meet the criteria, leaving 96 useable responses.

CONCLUSION

seven NMP roles were identified, throughout the UK, with regional variation. Several factors influence the development and recruitment of NMP roles in England such as service delivery and national policies. Inconsistencies were noted in Agenda for Change pay banding. Many practitioners undertook NMP roles to progress their career clinically.