Retention of Minority Student In Nursing What Is Student Retention?
Student retention is defined as students staying enrolled in an institution of higher education until they graduate with a degree (Hagedorn, 2005). It serves as a key measure of an institution’s quality, fiscal responsibility, and accountability, as evaluated by boards of higher education, state and federal governments, and accreditation agencies. Minority students, as defined by the U.S. Census guidelines, typically include groups such as American Indian or Alaska Native, Asian, Black, Hispanic, and Native Hawaiian or Other Pacific Islander (US Census Bureau, 2012).
Retention of minority students is crucial for fostering diversity in the nursing profession. Colleges, universities, and nursing programs employ various strategies to address minority student retention, forming a threefold process of recruitment, retention, and graduation to achieve diversity in nursing.
Minority Retention in Nursing Education
Retention of minority students in nursing programs is essential for improving healthcare outcomes, as a more diverse nursing workforce is needed to meet the needs of an increasingly diverse population (American Association of Colleges of Nursing [AACN], 2014). Greater diversity in the nursing workforce is associated with enhanced public health through increased access to care for underserved populations and improved interactions between patients and healthcare providers (Institute of Medicine [IOM], 2011).
The need for more nurses, the lack of diversity in the nursing workforce, and the high costs associated with nursing education make minority student retention a critical issue. Recruiting minority students into nursing programs is the first step towards achieving representation, but admission may be more challenging for these students due to rigorous screening criteria. Despite these challenges, the increasing enrollment of minority students is creating a more racially and ethnically diverse student body than is currently reflected in the nursing workforce (National League for Nursing [NLN], 2013).
Effective retention relies on an institution’s commitment to quality education and creating an environment conducive to learning (Tinto, 1993). For minority student retention, this commitment includes valuing cultural competence, reducing educational barriers, and promoting diversity across all aspects of the program, including the website, catalog, curriculum, and classroom. Other inclusive policies involve supportive student organizations and recognition of the benefits of a diverse student body (Read, Vessey, Amar, & Cullinan, 2013).
Variables of Student Retention
Numerous variables affect student retention and the likelihood of degree attainment, including academic skills, grade point average (GPA), standardized test scores, prior learning, and financial resources (Baker, 2010; Tinto, 1993). For minority students, certain factors—such as financial resources, family support, social integration, and the academic environment—have a more significant impact (Evans, 2013; Syed, Azmitia, & Cooper, 2011). Positive interactions with nursing faculty and supportive academic environments are particularly influential determinants of success for minority nursing students (Baker, 2010).
Challenges such as inadequate academic preparation, financial constraints, ineffective study skills, and poor English language proficiency may hinder the completion of nursing programs (Igbo et al., 2011). To address these challenges, several retention strategies have been developed, including mentoring, tutoring, special advising, financial assistance, study groups, faculty advising and counseling, peer mentoring, program orientation, and student nursing clubs (Baker, 2010; Dapremont, 2013). Studies consistently show that these multifaceted interventions are effective in retaining minority students in nursing programs.
Retention Strategies in Nursing Education
Retention strategies are designed to keep students enrolled until they complete their degrees, with the ultimate goal of increasing the number of racial and ethnic minority nurses entering the healthcare workforce. However, identifying and measuring which specific strategies help students progress to graduation remains a challenge (Gilliss, Powell, & Carter, 2010).
Many retention strategies are combined into comprehensive programs that address multiple student needs, making it difficult to isolate which components are most effective. The literature lacks well-designed studies that evaluate the effectiveness of individual retention strategies. Further research is needed in nursing education to explore the impact of various approaches, including online classes, test preparation, and pre-entrance programs. Additional studies could assess the efficacy of social media networks, student peer groups, and academic role models.
Retention should be prioritized as a critical goal, second only to education (Tinto, 1993). As the nursing profession continues to strive for greater diversity, retention strategies must be robust enough to bring about meaningful change in the workforce. Ensuring a diverse healthcare workforce is in the public’s best interest, as it helps ensure that all population groups are well served.