THE MANS BYTE

What is a MANS Byte? MANS Bytes are short statements followed by discussion questions written monthly by a different MANS Board member regarding issues concerning the field of nursing. MANS Bytes are intended not only to inform MANS members regarding these issues, but also to provoke discussion within the state. We hope that each MANS Byte, also submitted to the state via email BLAST, will prompt those who read it to share it with local chapters and to respond via email (either as individuals, or as chapters) with opinions, comments, and queries. Responses will be collated and presented at the subsequent board meeting, and if necessary, the board will act appropriately as indicated by state response. Each Byte is posted monthly, but it is never too late to respond to a MANS Byte. In addition, if there is an issue that you would like to see written as a MANS Byte, let us know! Send your ideas and comments to all MANS Bytes to Adrienne Clark ataclark27@son.jhmi.edu.. A special prize will be offered to the chapter or individual who provides the most consistent feedback throughout the year.

MANS BYTE
SEPTEMBER 2006

It is no secret that nursing is a predominantly female profession, and although the percentage of males entering the profession has been increasing, males are still the minority; they make up approximately 6% of nurses (Nursing, 2005). Not only are they the minority, but some questions arise as to whether or not being a male in a predominantly female profession has more disadvantages than it does advantages. Although this is not a new issue, it is still a current and often disregarded concern. Considering the many different opportunities nursing has offer, some nurses who are male often feel as though discrimination forces them to either limit their career options within the profession or leave the profession altogether. Stories of males within the nursing profession experiencing discrimination in women’s health specialty areas such as postpartum and labor/delivery still exist, as well as accounts of “unfairly” denied opportunities for career advancement for males within this profession (Vicki Chung, n.d.). Not only that, but many males are often expected to do more than their fair share of “male- like” tasks such as lifting heavy patients, and often get the worst of negative stereotypes portrayed by the media (such as Ben Stiller’s character Greg Focker in the movie “Meet the Parents”). In addition, some nurses who are male feel as though they do not have the support that they need or receive the respect they feel they deserve within this profession. These may be some of the factors in the 7.5% of males who leave the profession within the first 4 years, which happens to be almost twice as high as the 4.1% of females who leave the profession within the first four years. Also, recent polls indicate that males within the nursing profession have a lower job satisfaction rate than females; 67% for males compared to 75% for females (CBS Healthwatch, 2002). Despite these statistics and other concerns, many males continue to choose nursing, and find nursing to be a very rewarding and satisfying career.
~Fara Clarke

Discussion Questions:

1. Have you ever witnessed any discrimination towards a [male] nurse/
   nursing student with regards to his gender? If so, by whom?
2. What do you think about identifying a nurse who is a male by the
   term “male nurse”, yet nurses who are female are not called a “female
   nurse”. Do you feel this is a form of discrimination?
3. Why do you think that the percentage of males leaving the nursing
   profession is twice as high as that of females?
4. What do you think can or should be done not only to reduce the rate of
   males leaving the profession, but also to attract more males to the
   profession?
5. How important do you feel this issue is with regards to the nursing
   shortage, and do you think this is an issue of concern at all?
6. Do you feel as though the public still attaches negative stereotypes
   to males within this profession?

References

We would love your feedback! Please contact Adrienne Clark at aclark27@son.jhmi.edu

MANS BYTE
AUGUST 2006 

As students we travel to various units at many different hospitals, enhancing our skills, knowledge, and gaining a clearer sense of our role as nurses. Unfortunately, many of the examples of “fine nurses” that we see at our clinical sites are dressed unprofessionally. I personally have seen nurses wearing jeans, flip flops, t-shirts, and scrubs patterned with power rangers, Christmas trees, and teddy bears. Furthermore, many nurses report to work with their hair tattered and uncombed.  Few and far between are the nurses who exemplify professionalism in dress, and challenge others to do the same.

            Some feel that a uniform (possibly all white) should return to the hospital setting. In acute care centers, scrubs seem to be worn by janitors, dietary personnel, nurses, and physicians. It becomes a complicated task for patients to know who their nurse is. Several hospitals have reinstated uniforms due to problems with patient identification and professional attire. However, this may be putting a mask on an issue that is much deeper. The problem in nursing is professional identity and pride. The lack of professional attire is just a symptom of a much greater dilemma.

~Stephan Davis

Discussion Questions:

1. Do you have concerns about the attire of nurses you see on various units?
2. Should professionals have choice in what they wear to work?
3. Is it professional for nurses to wear scrubs with teddy bears, cartoon characters, and other various patterns?
4. Do you think that all-white uniforms are appropriate given how advanced and diverse nursing has become? Would a return to all-white be inclusive of males?
5. What types of uniforms (besides all-white) could be instated to ensure patient safety, and professional attire?
6. What actions should nursing schools and hospitals take to ensure that nurses have a greater sense of professionalism?

We would love your feedback! Please contact Adrienne Clark at aclark27@son.jhmi.edu

MANS BYTE
JUNE 2006

The Hispanic population is currently the largest minority in the United States.  According to the US Census Bureau, between 1990 and 2000, the Hispanic population increased by 57.9%.  At the time the census was conducted, the Hispanic population made up 12.5% of the total US population.  Today, it is not unusual to care for patients whose primary language is Spanish (and often do not speak English).   Many hospitals in large cities or locations that serve a large Hispanic community provide translators or employ Spanish-speaking staff (nurses, practitioners, etc). However, nurses commonly experience the obstacles that a language barrier can create such as incorrect information, lack of therapeutic relationship between nurse and patient, or even delayed care. With the  growing Hispanic population, it is foreseeable that at some point in our nursing career we will encounter a Spanish-speaking patient.

~ Adrienne Clark

Discussion Questions:

1. Have you, as a nursing student, taken care of a patient whose primary language was Spanish?   Was this patient able to communicate in English?
2. If the patient was not able to communicate in English, was a translator present?   Was the translator a family member, staff member, or translator provided by the hospital?
3. Did the language barrier hinder or prevent you or the nurse from establishing a therapeutic relationship with the Spanish-speaking patient? Was care ever delayed for the Spanish-speaking patient due to the language barrier? ( e.g. FILL THIS IN)
4. Do you feel it would be beneficial to know basic medical and conversational Spanish, and help you provide better quality of care for Spanish-speaking patients?
5. Does your nursing program provide Spanish courses?  Are the Spanish courses offered as electives or incorporated into your nursing curriculum?
6. Would you like information about resources that can help you obtain the Spanish-speaking skills that pertain specifically to your nursing career?
7. Do you have a story or comments about your experiences caring for a Spanish-speaking patient that you would like to share with the state?

We would love your feedback! Please contact Adrienne Clark at aclark27@son.jhmi.edu

MANS BYTE
APRIL 2006 

Child abuse, Initimate Partner Violence (IPV), Elder abuse, and other forms of family violence are grim realities in today's world.  April marked National Domestic Violence Awareness Month here in the United States. "Nearly 25 percent of American women report being raped and/or physically assaulted by a current or former spouse, cohabiting partner, or date at some time in their lifetime,” according to the National Violence Against Women Survey, conducted from November 1995 to May 1996.  Women aren't the only victims of domestic violence - and DV touches everyone - from children to adults (male and female) to the elderly and their families, schools, workplaces, and communities, including and sometimes especially healthcare providers.

~Rachel Walker

Discussion Questions:

1. Do you, as a student nurse or a chapter, feel as if you are adequately prepared to screen, assess, and care for a patient who has experienced violence in his or her home or community?
2. Does your NSNA chapter, or your nursing school, provide education about family violence and basic training on recognizing and addressing issues related to family violence in a patient?
3. Would you like to know more about screening for and addressing family violence, and if so, how can MANS help to provide you with that information?  (via newsletter articles, websites, convention speakers, etc?) Do you know of resources the rest of us could benefit from?
4. Do you have a story or comments about your experiences with patients you’ve cared for, or other people in your life, who were dealing with issues of family violence, that you would share with the state? (this can be completely anonymous and HIPPA will be respected at all times.

We would love your feedback! Please contact Adrienne Clark at aclark27@son.jhmi.edu

Family Violence Resource