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Men and health care in a multicultural society
Published in Karen Holland, Cultural Awareness in Nursing and Health Care, 2017
Karen Holland, Muwafaq Al-Momani
Whittock and Leonard (2003) point out that despite the historical position of men in nursing in the United Kingdom that ‘numbers of registered male nurses have seldom exceeded 10% of the total’. In a UK Parliament (House of Commons) question time, the issue was raised of men entering the nursing profession as a career. A response from the Secretary of State for Health noted that there had in fact been an increase between 2004 and 2006 (see Table 7.1). Whittock and Leonard (2003) provided preliminary evidence of key themes as to why men chose nursing as a career, such as influence of family members who were in the same career and having ‘experienced some form of caring situation, usually in a family capacity’, but concluded that careers advice was lacking for young men with regard to nursing. The NHS Careers website (see the websites list at the end of this chapter) has three life stories of men in nursing and reflects the drive to encourage more men to make nursing a career. Duffin (2009), in a recent opinion-seeking paper on the benefit of male nurses to the profession, found that there were still concerns by some organizations, The Patients Association being one, and cite the director of that organization as saying that: Many older female patients would feel vulnerable and uncomfortable if there were only male nurses on a ward, especially if there were gynaecological issues.(Duffin, 2009, p. 13)
The Evolution of Hypnosis in the Profession of Nursing: We’ve Come a Long Way, Baby, and Still Have a Long Way to Go
Published in American Journal of Clinical Hypnosis, 2019
Slowly, over the past 200 years, the gender demographics of nursing have changed. More men are choosing to enter this profession that is overwhelmingly dominated by women. Three percent of nurses were men in 1970, as compared to 10% in 2013. The American Association for Men in Nursing predicts that 20% of nurses will be men by 2020 (Hess, 2017). Although the salary gap between men and women has narrowed in many occupations since the Equal Pay Act of 1963, such has not been the case for registered nurses. The National Sample Survey of Registered Nurses analyzed gender differences from 1988 to 2008 and determined that the salary gap had not improved over those 20 years. The adjusted salaries of male registered nurses (RNs) were on average $5,148 higher than those of female RNs (Maier, 2015).
Gender Diversity in Nursing
Published in Issues in Mental Health Nursing, 2018
Jacquelyn H. Flaskerud, Edward J. Halloran
The Robert Wood Johnson scholars in the research by Brody et al. (2017) perceived a form of micro-aggression occurring in the workplace – “intentional or unintentional, brief, commonplace, daily, verbal, behavioral and environmental indignities that communicate hostile, derogatory, or negative racial, gender, sexual orientation, or religious slights and insults to the target person or group” (Brody et al., 2017, p 282). In keeping with this observation, Porter-O'Grady (2007) notes that men in nursing are discriminated on two fronts: by their own kind (other men) and by female members of their own profession. Nursing is not considered masculine; it is considered women's work – subordinate, delegated, a form of mindless functionalism that belies intelligence. Men in nursing are looked down on by other men as not intelligent enough (eg, to be a physician) and as lacking in masculine attributes. As noted above women, in nursing see men as usurping positions that they are equally qualified to hold.
Development and psychometric testing of the gender misconceptions of men in nursing (GEMINI) scale among nursing students
Published in Contemporary Nurse, 2022
Jed Montayre, Ibrahim Alananzeh, Kasia Bail, Kate Barnewall, Tania Beament, Steve Campbell, Cathy Carmody, Alex Chan, Frank Donnelly, Jed Duff, Caleb Ferguson, Jo Gibson, Peta Harbour, Colin J. Ireland, Xian-Liang Liu, Patricia Luyke, Della Maneze, Jo McDonall, Lauren McTier, Tameeka Mulquiney, Jane O'Brien, Lemuel J. Pelentsov, Lucie M. Ramjan, Natasha Reedy, Gina M. Richards, Michael A. Roche, Brandon W. Smith, Jing-Yu (Benjamin) Tan, Karen A. Theobald, Kathleen E. Tori, Peter Wall, Emily Wallis, Luke Yokota, Joel Zugai, Yenna Salamonson
While active efforts to diversify the workforce and recruit men into the nursing profession have increased in the last decade (Nursing and Midwifery Board of Australia, 2019), the nursing workforce remains challenged by deeply rooted beliefs and misconceptions about men in nursing (Grady & Gough, 2015). These misconceptions contribute to higher attrition rates among men in nursing programmes which hinders substantial gains toward increasing the number of men in the nursing profession (Hodges et al., 2017), compounding the nursing workforce shortage. Further research is needed to determine the level of impact stereotyping and misconceptions has on men in pursuing nursing as their chosen career and staying in the profession.