Citation	Purpose		Design & LOE	Sample		Key Findings
Attitudes Toward Nursing
Gomez & Brostoff (2018)	Engage HS students in a summer internship		V	84 students surveyed		Programs that engage & expose students to nursing were successful in creating interest by 15%; Summer internship. 6-week program for HS students. Paid experience.
Katz, et al. (2016)	Knowledge & opinions of nursing		Qualitative III	115 Tribal & rural HS students		HS students had an inaccurate view of nursing & college & underestimated the support they might need. Intent to go to college increased with pipeline programs.
McGee, et al. (2019)	Attitudes about nursing among minority adolescents		Qualitative III	33 participants b aged of 13 to 19		Nursing is a caring profession but perceived to have little autonomy & many demands. Formation of ideas about nursing come from personal experience, family, friends & media. Students more interested in positions of fame, power, & income.
Recruitment and Retention of Minorities: Pipeline and Non-Pipeline Programs
Condon, et al. (2013)		Program to retain & graduate ethnically diverse students.	Program III	77 students with entry scores below required		90.9% graduated from a nursing program. NCLEX overall pass rate: 98.6%; 91.0% passed NCLEX within one year of graduation. Pre-entrance prep program rated as very important. Ethnic diversity in the school of nursing increased with the program.
Gordon & Copes (2010)		Pre-entry program in HS to foster interest in nursing	Program V	Unknown		Program exceeded expectation. Retention rates were above the university. First cohort passed NCLEX on the first try. 50 students graduated.
Metcalfe & Neubrander (2016)		Describe a diversity mentoring pipeline program	Program V	22 participants involved in pre-nursing track		Importance of mentors, financial aid, monthly stipends, structured tutoring. Pipelines build trust. Have diverse students enter nursing school as a cohort with peer mentors & tutors. Address familial & geographical barriers to help them succeed.
Murray, et al. (2016)		Recruit & retain students from underrepresented minorities	Program V	21 HS students recruited into nursing		Early recruitment & a multipronged retention program helped students graduate and pass the NCLEX exam. Preparation & retention strategies should begin in freshman year of HS & continue through college. Retention specialist, new position. Met with students weekly.
Diefenbeck & Klemm (2020)		Multi-pronged program of recruitment & retention	Program III	29 minority or underrepresented BSN nursing students		Four pillars of support: Financial, Academic, Social/emotional, Leadership. Holistic approach needed for success. Satisfaction 4.85 of 5 1=dissatisfied; 5 highly satisfied; 25 of 29 enrolled or graduated. Sustaining the program was a challenge after funding ended; Retention Coordinator essential.
Woods- Giscombe, et al. (2020)		Student perspectives on the influence of others on nursing	Qualitative III	22 under-represented nursing students		Misperception of nursing by family, friends, and media. Contact with nurses modified perceptions of nursing to more positive. Market males as nurses in K-12 & middle schools and HS. Include families in recruitment.
Swinney & Dobal (2008)		Explanation of the SAFER model.	Program III	460 disadvantaged; 22 graduated		14 nursing clubs. Tutoring in math, science, and language skills; Stipends for CNA. Summer health internships. Scholarships to students accepted into nursing programs. Minority advisor was important to student success.
Brooks Carthon, et al. (2014)		Components of pipeline programs, enrollment & graduation rates.	Descriptive III		164 SONs; 33 pipelines; 131 non pipeline	20% of SON’s had diversity pipelines. Asian & Hispanic students had better graduation. AA enrollment was static & graduation rates dropped. Pipelines better at enrolling Asian & AA students. Non-pipelines decreased enrollment for different groups.
Brooks Carthon, et al. (2015)		Enrollment patterns in different diversity programs	Secondary analysis III		25 pipeline programs	Wide range of pipeline programs. Minority students have complex needs. Students from lower incomes expressed more frustration with the nursing school requirements due to limitation of parent’s finances & knowledge.
Bond, et al. (2015)		Hispanic & AA students & faculty perception of institutional support	Exploratory Descriptive III		90 students, 80 faculty & 31 administrators in nursing	AA students viewed limited scholarship as more problematic. Hispanic students reported that seeking information about financial support was a greater challenge than AA students. Faculty & student perceptions about institutional support were different.
Diefenbeck, et al. (2016).		Experiences of AA & Latina nursing students in nursing	Qualitative III		12 minority BSN students in white university	Three categories: Family-oriented factors, School-based factors, Sustaining factors. Harder for Black students to be recognized. Important to understand the lived experiences of underrepresented students in predominately white universities.
Reviews of Literature: Best Practices to Recruit and Retain Minority Nursing Students
Dawkins (2021)	Identify challenges, recommend solutions: recruit & retain minorities		ROL V	N/A		Barriers to recruitment of HS students & retention impacted by social determinants of health, financial instability, education inequality, access, bias. Shortage of “glamorous” role models. Need for evidence-based solutions to improve recruitment. Recruit males.
DeWitty & Byrd (2021)	Strategies to aid recruitment		ROL V	N/A		Evaluate recruitment efforts & tailor them to meet goals. Audit the nursing website. Highlight student involvement in community. Address needs of first-generation college students. Holistic admissions.
Childs, et al. (2004)	Retention of minority students to reflect that of U.S.		ROL V	N/A		Obstacles to retention: Being an AA in primarily white SON’s. Inadequate academic & social adjustment accounts for high attrition rates of AA students. Lack of academic preparation, financial support. Limited number of AA faculty. Outcome measures needed for retention strategies.
Gilchrist & Rector (2007)	Best practices for nursing schools to recruit and retain nursing students.		ROL V	N/A		Educational pipeline important to recruit students. Recruitment should take place in MS, HS, and elementary school. Special consideration of 1^st gen college students. Importance of parental support for nursing as a career. Assistance for students with ESL. Recruit men.
Lofton, et al. (2013).	Interventions to increase success of underrepresented minority students		ROL III	11 Studies included in the review		Few intervention studies on facilitating diversity in nursing. No specific combination of interventions was most beneficial or effective. Future studies need evidence on interventions that bring change in recruitment, retention, and graduation of underrepresented minority students.
Mitchell, et al. (2020).	Synthesis of strategies to support retention in nursing programs.		ROL III	48 papers included in focused analysis.		Retention strategies most often reported by BSN schools. Mentors, tutoring, literacy, psychological support. Whole program strategies. Admit some students with academic deficits & support them. Pre-admission testing for reading. Adequate funding. Recruit males.