Male Students Recruitment In Nursing Education

Male Students Recruitment In Nursing Introduction

The nursing profession has traditionally been perceived as a female-dominated field, but the increasing recognition of the value of gender diversity in healthcare has highlighted the need for more inclusive recruitment strategies. Despite efforts to address this imbalance, nursing education still faces significant challenges in recruiting and retaining male students. This article explores the complexities of male recruitment and retention in nursing education, examines the barriers and opportunities associated with increasing male participation, and outlines strategies for fostering a more gender-diverse nursing workforce.

Recruitment and Retention of Men in Nursing

Recruitment and retention are two critical aspects of addressing gender imbalance in nursing education. Recruitment involves attracting potential students to the nursing profession, while retention focuses on maintaining these students through to graduation. A high retention rate is indicative of an institution’s ability to support students effectively throughout their academic journey.

Nursing education has historically struggled with recruiting and retaining male students. The literature reveals that attrition rates for men in nursing programs can be significantly higher compared to their female counterparts, with figures ranging from 15% to 85% (Gilchrist & Rector, 2007). Men are also found to be six times more likely to fail a nursing course than women (O’Lynn & Tranbarger, 2007). These challenges necessitate a concerted effort to understand and address the underlying factors contributing to these disparities.

Male Gender and Other Professions

In the broader context of gender representation in various professions, nursing lags behind other health fields in achieving gender parity (American Assembly for Men in Nursing [AAMN], 2013). Other professions have made significant strides towards gender inclusivity, and nursing must adopt similar strategies to create a more balanced workforce.

One key step towards achieving gender balance in nursing is to shift the perception of the profession from being female-oriented to gender-neutral. This involves changing societal attitudes about nursing and ensuring that the curriculum and educational materials are inclusive of both male and female perspectives. Furthermore, implementing male-to-male mentorship programs and increasing the presence of male faculty can play a significant role in retaining male students in nursing programs (O’Lynn & Tranbarger, 2007).

Accrediting bodies for nursing programs, such as the Accreditation Commission for Education in Nursing (ACEN) and the Commission on Collegiate Nursing Education (CCNE), have begun emphasizing diversity in their accreditation standards. The AAMN’s recognition program, “Excellence in Nursing Education Environments Supportive of Men,” provides a data-driven approach to fostering a gender-inclusive environment in nursing schools, which can aid in improving male student retention rates.

Selection of Male Students in Nursing Education and Its Impact

The recruitment and retention of male students in nursing education present unique challenges and opportunities. Several factors contribute to the difficulties in attracting and retaining men in nursing programs:

1. Lack of Awareness: Many potential male students are unaware of the opportunities available in nursing. There is a need for increased awareness and outreach to inform men about the career prospects and benefits of pursuing nursing.
2. Gendered Perceptions: The traditional image of nursing as a predominantly female profession can discourage men from considering it as a career option. This perception needs to be addressed through marketing and educational campaigns that highlight the diverse roles and opportunities available in nursing.
3. Stereotypes and Stigma: Men in nursing often face stereotypes and stigma, such as being perceived as effeminate or less capable in caregiving roles. These stereotypes can create barriers to entry and impact the experiences of male nursing students (MacWilliams et al., 2013; O’Lynn & Tranbarger, 2007).
4. Role Stress: Men may experience role stress due to conflicting expectations about masculinity and caregiving. This stress can affect their performance and retention in nursing programs (MacWilliams et al., 2013).
5. Touch and Compassion: Questions about male touch and perceptions of men as less caring or compassionate can also pose challenges. Addressing these issues through education and training can help mitigate their impact on male nursing students (MacWilliams et al., 2013; Villeneuve, 1994).

The Future of Nursing Campaign for Action, supported by the AAMN’s 20 x 20 Choose Nursing campaign, aims to increase male enrollment in nursing programs to 20% by 2020. While progress has been made, with male enrollment in nursing programs doubling from 6% in 1986 to 11.8% in 2011 (American Association of Colleges of Nursing, 2012), further efforts are needed to continue this trend. Recent surveys show a slight improvement, with male enrollment reaching 14% in baccalaureate programs and 15% in diploma and associate degree programs (National League for Nursing, 2013).

Need for Recruitment and Retention of Male Students in Nursing Education

The recruitment and retention of male students in nursing education are crucial for several reasons:

1. Diverse Perspectives: Men bring different perspectives and experiences to the nursing profession, which can enhance patient care and improve healthcare outcomes.
2. Expanded Labor Supply: Increasing the number of male nurses helps address the growing demand for healthcare professionals, providing a more robust and versatile workforce.
3. Role Models: Male nurses can serve as role models for young men considering nursing as a career, helping to break down gender barriers and encourage more men to enter the profession.
4. Workforce Diversity: A gender-diverse nursing workforce is better equipped to address the diverse needs of patients and contribute to a more inclusive and equitable healthcare environment.

To effectively recruit and retain male students, nursing education programs should consider the following strategies:

1. Strategic Priority: Make the recruitment and retention of men a strategic priority for nursing schools. This involves setting clear goals and allocating resources to support male students throughout their education.
2. Gender-Neutral Policies: Develop and implement gender-neutral policies and practices that promote a balanced and inclusive educational experience. This includes revising textbooks, websites, and promotional materials to reflect gender diversity.
3. Instructional Design: Create instructional designs that accommodate diverse learning preferences. Male nursing students may prefer hands-on, kinesthetic, and task-oriented activities. Incorporating these elements into the curriculum can enhance engagement and learning outcomes.
4. Male Faculty: Increase the number of male nursing faculty, including adjuncts, instructors, advisors, and mentors. Male faculty can provide valuable support and mentorship to male students, helping them navigate the challenges of nursing education.
5. Mentoring Programs: Implement evidence-based mentoring programs for male students, providing opportunities to work with male nurses in clinical settings. Mentorship can help male students build confidence, develop skills, and feel supported throughout their education.
6. Balanced Curriculum: Include a balanced and accurate historical perspective of men’s contributions to the nursing profession in the curriculum. Highlighting the roles of male nurses and their impact on the field can help challenge stereotypes and promote inclusivity.
7. Repositioning Nursing: Reposition nursing as a gender-neutral profession that encompasses significant clinical responsibilities. Emphasize the evolving nature of the profession and the opportunities it offers for all genders.
8. Guidance Counselors: Educate middle and high school guidance counselors about nursing career opportunities for male students. Providing accurate information and addressing misconceptions can help increase interest in nursing among young men.
9. AAMN Involvement: Encourage the formation or active participation in local chapters of the AAMN. This organization is dedicated to promoting gender diversity in nursing education and the profession, providing a network and support system for male students and nurses.

Conclusion

The recruitment and retention of male students in nursing education are essential for creating a diverse and effective nursing workforce. Addressing the barriers that have historically hindered male participation requires a multifaceted approach that includes strategic planning, gender-neutral policies, and targeted support for male students. By implementing these strategies and fostering a more inclusive environment, nursing schools can help increase male enrollment and retention, ultimately benefiting the profession and improving patient care. Through continued efforts to challenge stereotypes, provide mentorship, and promote gender diversity, nursing education can move towards a more balanced and representative workforce.