将隐性偏见培训纳入本科生整体入学审查员培训。

The Journal of nursing education Pub Date : 2025-02-01 Epub Date: 2024-06-25 DOI:10.3928/01484834-20240423-02
Angela D Alston, Amy Jauch
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引用次数: 0

摘要

背景:由于需要建立一支多元化的护理队伍,全国各地越来越多地采用综合录取程序。仅有全面的录取程序不足以解决可能对审查过程产生无意影响的偏见问题。有必要有意识地开展隐性偏见培训,以创建一个更加公平的录取流程:方法:隐性偏见培训的整合是多管齐下的,包括概述信息和个人活动,包括审查申请人的实践。对实践审查的数据进行汇总,并用于小组讨论:自纳入隐性偏见培训以来,代表性不足的种族和族裔申请人的总体录取率从 2019 年的 14.5% 上升到 2022 年的 29.1%:结论:虽然不能排除其他因素导致多样性的增加,但将内隐偏见教育和减少偏见的策略纳入整体录取审查员的必修培训中,有利于增加护理录取的多样性。[J Nurs Educ. 2024;63(X):XXX-XXX.].
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Integrating Implicit Bias Training for Undergraduate Holistic Admission Reviewers.

Background: The need to create a diverse nursing work-force has increased the use of a holistic admission process across the country. Holistic admission processes alone are insufficient to addressing bias that may have unintentional impact on the review process. Intentionality with implicit bias training is necessary to create a more equitable admission process.

Method: Integration of implicit bias training was multipronged and included overview information and individual activities, including the practice of reviewing applicants. Data from the practice reviews were aggregated and used for small group discussion.

Results: Since integration of implicit bias training, overall admission rates for underrepresented racial and ethnic applicants increased from 14.5% in 2019 to 29.1% in 2022.

Conclusion: While other factors cannot be ruled out in contributing to the increased diversity, the integration of implicit bias education and bias-mitigating strategies throughout the required training for holistic admission reviewers is beneficial to increasing diversity in nursing admissions. [J Nurs Educ. 2025;64(2):128-131.].

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