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A Nursing Workforce Diversity Project

Strategies for Recruitment, Retention, Graduation, and NCLEX-RN Success

Murray, Teri A.; Pole, David C.; Ciarlo, Erica M.; Holmes, Shearon

doi: 10.5480/14-1480

AIM The purpose of this article is to describe a collaborative project designed to recruit and retain students from underrepresented minorities and disadvantaged backgrounds into nursing education.

BACKGROUND Ethnic minorities remain underrepresented in the nursing workforce in comparison to the general population. The numbers of minorities enrolled in nursing education programs are insufficient to meet the health care workforce diversity needs of the future.

METHOD High school students were provided with a preprofessional education program to prepare them for admission into a nursing program. Retention strategies were implemented for newly admitted and enrolled nursing education students.

RESULTS Twenty-one high school students enrolled in a nursing education program. The students enrolled in the nursing education program graduated and passed the licensure examination.

CONCLUSION Early recruitment and multiprong retention programs can be successful in diversifying the registered nurse workforce.

About the AuthorsTeri A. Murray, PhD, APHN-BC, RN, FAAN, is dean, Saint Louis University School of Nursing, St. Louis, Missouri. David C. Pole, MPH, is a research instructor, Saint Louis University Center for Interprofessional Education Department of Family and Community Medicine. Erica M. Ciarlo, MSEd, LPC, NCC, was the retention specialist at Saint Louis University School of Nursing and is now the retention specialist for the St. Louis Community College Nursing Program, Meramec Campus. Shearon Holmes, BS, is executive director, East Central Missouri, Area Health Education Center, St. Louis. The project described in this article is/was supported in part by funds from the Division of Nursing (DN), Bureau of Health Professions (BHPR), Health Resources and Services Administration (HRSA), US Department of Health and Human Services (USDHHS) under grant number D19HP19029 and 93.178 Nursing Workforce Diversity for $897,427.00. The information or content and conclusions are those of the authors and should not be construed as the official position or policy of, nor should any endorsements be inferred by the Division of Nursing, BHPR, HRSA, USDHHS or the US government. For more information, contact Dr. Murray

© 2016 Lippincott Williams & Wilkins, Inc.
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