A Framework for Latino Nursing Leadership

The power of Hispanic nurses in advancing health equity: The career of Henrietta Villaescusa

There is increased national attention to the impact nurses can and should have in advancing health equity. Nurses of color have made important contributions in nursing and other sectors to this end, but their efforts remain invisible. To amplify the contribution of Latino nurses in advancing health equity, we use oral histories and supplemental records to examine the career of Henrietta Villaescusa, RN, FAAN to illuminate her impact across government, health, and nursing sectors in advocating for the health of Latino communities. She was skilled in community activism, political savvy, and developing and leading intersectoral networks to address and identify Hispanic health issues and strategies to address them. Her career serves as an exemplar to the importance of including and supporting diverse nurses in leading health equity efforts.

The experiences of culturally and linguistically diverse health practitioners in dominant culture practice: a scoping review

Increasing the proportion of culturally and linguistically diverse (CALD) health practitioners is identified as one strategy to address healthcare disparities that individuals from minority or under-represented backgrounds experience. However, professional and institutional cultures and structures are known to contribute to the challenges for CALD practitioners who work in dominant culture practice contexts. This scoping review used the theory of Legitimate Peripheral Participation to describe and interpret literature about the experiences of CALD health practitioners in view of informing strategies to increase their representation. A systematised search was conducted across four allied health, medicine and nursing databases. Following abstract and full text screening, articles which fit the inclusion criteria (n = 124) proceeded to data extraction. Categories relating to the experiences of practitioners were extracted, and three themes were identified that were subsequently theoretically interpreted: Discrimination, Consequences and Hierarchy. Discrimination functioned as a barrier to CALD practitioners being legitimised and able to participate equally in healthcare practice, retaining their position at the periphery of the practice community; Consequences reinforced this peripheral position and further impeded legitimation and participation; and Hierarchy was maintained through structures that reinforced and reproduced these barriers. The findings summarise how these barriers are reinforced through the intersections of professional and racial hierarchies, and highlight a need for strategies to address discrimination and structures that marginalise CALD practitioners' identity, practices and participation in their health professional communities.

The Journey and Experiences of Female Hispanic Nurse Leaders

OBJECTIVE

This study aimed to understand the experience of female Hispanic nurses in formal leadership roles.

BACKGROUND

Research has identified that a diverse nursing leadership workforce is essential to providing optimal patient care. Little is known about the phenomenon of minority nurse leaders, particularly female Hispanic nurses in leadership roles.

METHODS

Ricoeur's hermeneutic phenomenology guided the interviews of 15 female Hispanic nurses in leadership roles.

RESULTS

Three themes were generated that described the environment in which leaders lived: family, culture, and healthcare organization. Four phenomenological themes were identified: weaving my life fabric, my inner dialogue, weight on my shoulders, and paving the way.

CONCLUSION

The study findings highlight the importance of a diverse and inclusive nursing leadership workforce. By proactively addressing equal opportunities, reducing barriers to career advancement, and developing strategies to support and encourage minority nurses, organizations and communities can recruit and retain qualified underrepresented minority nurse leaders.

Representation and the Value of Latino Nurse Leaders

Building solid recruitment and retention strategies.

Developing a Leadership and Management Competency Framework for Nurse Champion: A Qualitative Study from Shanghai, China

AIM

To develop a leadership and management competency framework applicable to Chinese nurse champions guided by the competency matrix for clinical nurse leader (CNL).

BACKGROUND

As the clinical leaders and future nurse manager candidates in the Chinese clinical setting, nurse champions are in great need of leadership and management competency training, but it is unclear what content should be included in the training curriculum, a guiding framework applicable to Chinese nurse champions was needed to be constructed.

METHODS

This study used a qualitative descriptive design to explore nurse champions' competency requirements from clinical nurse managers' perspective. Semi-structure interviews guided by the CNL competency matrix were conducted with twenty-seven clinical nurse managers from six large-scale tertiary grade A hospitals in Shanghai, China. Interview transcripts were analyzed using deductive and inductive content analysis.

RESULTS

The data analysis yielded three main categories: nursing leadership, clinical outcome management and care environment management, containing fourteen subordinate themes, which represent the leadership and management competencies needed for nurse champions.

CONCLUSIONS

A leadership and management competency framework for Chinese nurse champion was built in this study, which covering the competencies needed by Chinese nurse champions to lead care teams, improve quality of care for patient outcomes, and enhance systems and equipment for the better care environment. This framework will be the direct basis for guiding the development of the nurse leadership curriculum for driving nurse champion to achieve role success.

IMPLICATIONS FOR NURSING MANAGEMENT

This framework provides a theoretical foundation for clarifying the role of nurse champion in clinical management. Training curriculum guided by this framework will help nurses in their clinical management role and share the burden of clinical nursing managers, as well as promote the development of a clinical nursing management reserve talents and support the future development of nursing staff in healthcare organizations.