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Introduction

The number of Doctor of Nursing Practice (DNP)–prepared nurses of color is steadily increasing. Despite this growth, there remains lack of diversity among DNPs. According to an American Association of Colleges of Nursing (2019) 2018–2019 report on enrollment in graduate nursing programs, nurses from minority backgrounds represent only 34.6% of DNP nursing students. This lack of representation is a major challenge for ethnic minority nurses, often causing feelings of isolation, exclusion, discrimination, and marginalization (Iheduru-Anderson, 2020; Iheduru-Anderson & Wahi, 2018; Mapedzahama et al., 2012; Moceri, 2014; Robinson, 2014; Wheeler et al., 2013). These findings in the literature reigned true to my experience and thus became the catalyst for the founding of DNPs of Color.

I was the only Black woman in my cohort at the start of my DNP program. Although this had been a never-ending part of my story in nursing, I hoped that, as I advanced in my career, there might be others with whom I could identify either in an educational or professional setting. Clinging to that hope, I prepared myself, mentally, for the road ahead. I made the decision that no matter how hard or lonely the journey, I would accept the trials and triumphs while garnering the strength of my community and my ancestors to pave a path for those who would come after me.

I showed up to my first day of class bearing the significance of growing up in a single-parent household and being the first in my family to pursue doctoral studies. Simultaneously, I carried the weight of being a Black woman at a White institution built by enslaved Africans. I had to contend with and compartmentalize the pressure of being the only Black student in a doctorate program. Inherently, I knew this placed the responsibility on me to represent my entire community, for my family's sake. In addition, I knew how society labeled and historically excluded people like me for so long in spaces such as these.

The dual consciousness of being the only Black person in all White spaces led me to acquire ways of code-switching and assimilating to my surroundings to downplay my Blackness, my authentic self. I developed a keen sense of emotional intelligence and learned to be resourceful. However, as time wore on, the need to have a community that understood my lived experience, where I could be my authentic self, and access resources of support personally and professionally panged heavily on me. Thus began the journey of creating DNPs of Color.

Initially, I researched existing organizations but could not find one that spoke to my desire of an organization specifically for nurses of color pursuing their DNP degree. The search concluded with me creating a Facebook? group, unaware of the magnitude it would have in filling a much-needed gap for a growing body of professionals in nursing. Within a couple of months, there were hundreds of individuals who were aspiring DNPs, current DNP students, or DNP professionals. People described the community as validating, inspiring, and a place where they felt a sense of belonging.

Building a Community (During a Pandemic)

The coronavirus disease 2019 (COVID-19) pandemic and racial reckoning in society exposed the insidious nature and permeation of racism throughout the United States and in health care. This reckoning made DNPs of Color more resolute to the mission of creating a community through networking, mentorship, and advocacy to increase diversity in doctoral studies, clinical practice, and leadership. Our ultimate vision is to inspire, empower, and transform the landscape of nursing by increasing diversity in doctoral nursing practice. The anxieties and fears potentiated by the two pandemics (i.e., COVID-19 and racial reckoning) amplified the need for connection, as a result catapulting our growth to >2,000 DNP–prepared professionals, DNP students, and aspiring DNPs internationally. We served as and continue to be a safe space fostering the psychological safety that helped DNPs of Color process the gravity of the events that directly impacted us deeply because we bear the burden of being providers and witnesses of the devastation ensued by the disproportionate effect of COVID-19 and racism on our communities of color.

Despite the ongoing traumatic stress of society in 2020, we created ways to offer hope and inspiration, hosting events and spaces to foster growth and connection as we all tackled getting through one day at a time. Our first program—virtual commencements, now one of the signature events—recognized and celebrated approximately 200 newly minted DNP graduates. We capitalized on the momentum to host numerous programming events that fostered professional development and mentorship. The largest event was our inaugural virtual conference; the theme was “DNPs of Color at the Table: Promoting Diversity and Transforming Nursing Practice,” which had >200 registrants and 50 sponsors. As we grew, key partnerships with professional nursing organizations enabled us to establish credibility in the nursing profession. We are now featured in numerous media outlets regarding the establishment, growth, and future of DNPs of Color.

Creating Opportunities

DNPs of Color is a wonderful organization and creating meaningful opportunities for DNPs and DNP students that didn't exist prior!—Stephen Ferrara, DNP, FNP-BC, FAAN, FAANP

According to recent data published by Campaign for Action (2021), over the past decade, there have been approximately 50,000 individuals who received their DNP degrees from accredited nursing programs across the country. As more nurses of color pursue their DNPs and as more institutions transition to DNP entry-level programs, there will be an exponential increase in DNP–prepared nurses. This positions DNPs of Color to be the leading organization to represent and elevate the voices of DNP–prepared nurses of color. DNPs of Color is the first organization of its kind that focuses on and supports the voice of this community of nurses.

Inspiring Nurses

I just got accepted to my DNP program. I would have never applied if not for DNPs of Color. Representation matters. Seeing these brilliant DNPs, making connections through events, and feeling supported is exactly what I needed.—Anonymous

The hallmark of DNPs of Color is fostering inspiration by highlighting the richness of diversity of the group and elevating the variety of expertise and scholarship present within the community. We are intentional in acknowledging the stories, lived experiences, and accomplishments of DNPs of Color in a variety of ways, such as establishing partnerships with organizations that provide pathways to expose nursing to elementary to high school students. In addition, our programming often focuses on encouraging doctoral studies, ways to navigate post-DNP, and how to reciprocate/pay it forward for the next generation/those to come.

Members share that this organization has stopped them from leaving their DNP programs and the nursing profession and has given them the courage to stand where they might be the only person of color in their respective areas in nursing. DNPs of Color is crucial to the retention of these professionals, which ultimately contributes to increasing workforce diversity and advancing progress toward health equity (Phillips & Malone, 2014).

Empowering Professionals

Supporting a group of which I hope to soon be a part of. My time is coming! We need to support and build each other up. I believe this group will do exactly that.—Nycole Hollington, MS, ACNP-BC, & future DNP

Building a network enables DNPs of Color to gain access to different levels of opportunities in nursing. Communities of color tend not to have access to such networks, which impacts the success and progress of mentorship and advancement.

Leveraging and utilizing the value, prestige, and distinction of being DNP–prepared opens up seats at different tables. This access is vital for DNPs of Color to increase diversity and is influential in transforming nursing practice.

Transforming Nursing Practice

I have NEVER felt so welcomed by a group of professionals in my entire nursing career. In the short time I've participated in DNP-led events, I've had some truly transformational experiences. I am excited to see how I can support [DNPs of Color] and support other nursing professionals in achieving what they never thought was possible.—Madeline Feliciano-Weiser, MSN, RN, & future DNP

The phenomenal growth and impact we have had in our community through our programs and events is encouraging and amazing. DNPs of Color is at the forefront of elevating the experiences of DNP–prepared nurses of color. Through building a community focused on mentorship, networking, and advocacy to increase diversity in doctoral studies, clinical practice, and leadership, we are fulfilling our mission. As more DNPs are present in nursing, we are changing the face of doctorally prepared nursing. DNPs of color are being found in a variety of places, and therein lies the potential impact we can make. Nurses of color in the present day are making space, trailblazing, and transforming nursing practice so that it is more representative of the patients and families we serve. Our very existence enables us to make strides toward health equity.

Danielle McCamey, DNP, CRNP, ACNP-BC,

FCCP

Founder, CEO, & President

DNPs of Color

全文翻譯（僅供參考）

護(hù)理實踐醫(yī)生 (DNP) 的有色人種護(hù)士人數(shù)正在穩(wěn)步增加。盡管有這種增長，但 DNP 之間仍然缺乏多樣性。根據(jù)美國護(hù)理學(xué)院協(xié)會 ( 2019 ) 2018-2019 年關(guān)于研究生護(hù)理課程招生的報告，來自少數(shù)族裔背景的護(hù)士僅占 DNP 護(hù)理專業(yè)學(xué)生的 34.6%。這種缺乏代表性對少數(shù)民族護(hù)士來說是一個重大挑戰(zhàn)，通常會導(dǎo)致孤立、排斥、歧視和邊緣化的感覺（Iheduru-Anderson，2020；Iheduru-Anderson & Wahi，2018；Mapedzahama 等人，2012；Moceri，2014；羅賓遜，2014 年；惠勒等人，2013 年）。文獻(xiàn)中的這些發(fā)現(xiàn)與我的經(jīng)驗相符，因此成為建立 DNPs of Color 的催化劑。

在我的 DNP 計劃開始時，我是我的隊列中唯一的黑人女性。盡管這一直是我護(hù)理故事中永無止境的一部分，但我希望隨著我職業(yè)生涯的進(jìn)步，在教育或?qū)I(yè)環(huán)境中可能會有其他人可以與我認(rèn)同。抱著這樣的希望，我在精神上為未來的道路做好了準(zhǔn)備。我決定，無論旅途多么艱辛或孤獨，我都會接受考驗和勝利，同時凝聚社區(qū)和祖先的力量，為后來者鋪平道路。

第一天上課，我就帶著在單親家庭長大的意義，成為家里第一個攻讀博士的人。同時，我在被奴役的非洲人建立的白人機構(gòu)中承擔(dān)了作為黑人婦女的重?fù)?dān)。作為博士課程中唯一的黑人學(xué)生，我不得不應(yīng)對并劃分壓力。從本質(zhì)上講，我知道這讓我有責(zé)任代表我的整個社區(qū)，為了我的家人。此外，我知道社會是如何在這樣的空間中標(biāo)記和歷史上排斥像我這樣的人這么長時間的。

作為所有白色空間中唯一的黑人的雙重意識使我獲得了代碼轉(zhuǎn)換和同化周圍環(huán)境的方式來淡化我的黑色，我的真實自我。我培養(yǎng)了敏銳的情商，并學(xué)會了足智多謀。然而，隨著時間的推移，需要有一個了解我的生活經(jīng)歷的社區(qū)，在那里我可以做真實的自己，并獲得個人和專業(yè)的支持資源，這對我造成了沉重的打擊。就這樣開始了創(chuàng)建顏色 DNP 的旅程。

最初，我研究了現(xiàn)有的組織，但找不到一個能滿足我對一個專門為追求 DNP 學(xué)位的有色人種護(hù)士的組織的愿望的組織。搜索結(jié)束時，我創(chuàng)建了一個 Facebook ?群組，但我沒有意識到它在填補護(hù)理專業(yè)人士日益增長的一個急需的空白方面的重要性。在幾個月內(nèi)，有數(shù)百人有志成為 DNP、當(dāng)前 DNP 學(xué)生或 DNP 專業(yè)人士。人們將社區(qū)描述為有效、鼓舞人心和讓他們感到歸屬感的地方。

建立社區(qū)（大流行期間）

2019 年冠狀病毒病 (COVID-19) 大流行和社會種族清算暴露了種族主義在整個美國和醫(yī)療保健領(lǐng)域的陰險性質(zhì)和滲透。這種計算使 DNPs of Color 更加堅定地履行通過網(wǎng)絡(luò)、指導(dǎo)和倡導(dǎo)創(chuàng)建社區(qū)的使命，以增加博士研究、臨床實踐和領(lǐng)導(dǎo)力的多樣性。我們的最終愿景是通過增加博士護(hù)理實踐的多樣性來激發(fā)、授權(quán)和改變護(hù)理領(lǐng)域。兩種流行?。?COVID-19 和種族清算）加劇的焦慮和恐懼加劇了對聯(lián)系的需求，結(jié)果使我們的增長迅速增長到超過 2,000 名準(zhǔn)備過 DNP 的專業(yè)人士、DNP 學(xué)生和有抱負(fù)的國際 DNP。

盡管 2020 年社會持續(xù)存在創(chuàng)傷性壓力，但我們創(chuàng)造了提供希望和靈感的方法，舉辦活動和空間以促進(jìn)成長和聯(lián)系，因為我們都在一天一天地度過難關(guān)。我們的第一個項目——虛擬畢業(yè)典禮，現(xiàn)在是標(biāo)志性活動之一——表彰并慶祝了大約 200 名新成立的 DNP 畢業(yè)生。我們利用這一勢頭舉辦了許多促進(jìn)專業(yè)發(fā)展和指導(dǎo)的編程活動。最大的活動是我們的首屆虛擬會議；主題是“餐桌上的有色人種 DNP：促進(jìn)多樣性和轉(zhuǎn)變護(hù)理實踐”，有超過 200 名注冊人和 50 名贊助商。隨著我們的成長，與專業(yè)護(hù)理組織的重要合作伙伴關(guān)系使我們能夠在護(hù)理專業(yè)中建立信譽。

創(chuàng)造機會

DNPs of Color 是一個很棒的組織，它為 DNP 和 DNP 學(xué)生創(chuàng)造了以前不存在的有意義的機會！-斯蒂芬費拉拉，DNP，F(xiàn)NP-BC，F(xiàn)AAN，F(xiàn)AANP

根據(jù)行動運動（2021 年）最近發(fā)布的數(shù)據(jù)，在過去十年中，大約有 50,000 人從全國認(rèn)可的護(hù)理項目中獲得了 DNP 學(xué)位。隨著越來越多的有色人種護(hù)士追求他們的 DNP，并且隨著越來越多的機構(gòu)過渡到 DNP 入門級項目，準(zhǔn)備 DNP 的護(hù)士將呈指數(shù)級增長。這使 DNPs of Color 成為代表和提升 DNP 準(zhǔn)備的有色人種護(hù)士聲音的領(lǐng)先組織。DNPs of Color 是同類組織中第一個關(guān)注并支持這個護(hù)士社區(qū)的聲音的組織。

鼓舞人心的護(hù)士

我剛剛被我的 DNP 項目錄取。如果不是有色的 DNP，我永遠(yuǎn)不會申請。代表很重要?？吹竭@些出色的 DNP，通過事件建立聯(lián)系，感覺得到支持正是我所需要的。——匿名

DNPs of Color 的標(biāo)志是通過突出群體多樣性的豐富性和提升社區(qū)中存在的各種專業(yè)知識和學(xué)術(shù)來培養(yǎng)靈感。我們有意以各種方式承認(rèn)有色人種 DNP 的故事、生活經(jīng)歷和成就，例如與提供向小學(xué)生到高中學(xué)生提供護(hù)理途徑的組織建立合作伙伴關(guān)系。此外，我們的計劃通常側(cè)重于鼓勵博士研究，導(dǎo)航后 DNP 的方法，以及如何為下一代/未來的人回報/支付它。

成員們分享說，這個組織阻止了他們離開他們的 DNP 計劃和護(hù)理專業(yè)，并讓他們有勇氣站在他們可能是各自護(hù)理領(lǐng)域唯一有色人種的地方。DNPs of Color 對于留住這些專業(yè)人士至關(guān)重要，這最終有助于增加勞動力多樣性并推動健康公平（Phillips & Malone, 2014）。

賦予專業(yè)人士權(quán)力

支持一個我希望很快成為其中一員的團(tuán)體。我的時代快到了！我們需要互相支持，互相建設(shè)。我相信這個小組會做到這一點。- Nycole Hollington，MS，ACNP-BC 和未來的 DNP

建立一個網(wǎng)絡(luò)使有色人種的 DNP 能夠獲得不同級別的護(hù)理機會。有色人種社區(qū)往往無法訪問此類網(wǎng)絡(luò)，這會影響指導(dǎo)和進(jìn)步的成功和進(jìn)步。

利用和利用為 DNP 做好準(zhǔn)備的價值、聲望和區(qū)別在不同的桌子上開辟了座位。這種訪問對于有色人種 DNP 增加多樣性至關(guān)重要，并且對改變護(hù)理實踐具有影響力。

轉(zhuǎn)變護(hù)理實踐

在我的整個護(hù)理生涯中，我從未感到如此受到一群專業(yè)人士的歡迎。在我參加 DNP 主導(dǎo)的活動的短時間內(nèi)，我獲得了一些真正具有變革意義的經(jīng)歷。我很高興看到我可以如何支持 [DNPs of Color] 并支持其他護(hù)理專業(yè)人員實現(xiàn)他們從未想過的事情。-Madeline Feliciano-Weiser，MSN，RN，以及未來的 DNP

通過我們的計劃和活動，我們在社區(qū)中產(chǎn)生的驚人增長和影響令人鼓舞和驚人。DNPs of Color 在提升 DNP 準(zhǔn)備的有色人種護(hù)士的體驗方面處于最前沿。通過建立一個專注于指導(dǎo)、網(wǎng)絡(luò)和倡導(dǎo)的社區(qū)，以增加博士研究、臨床實踐和領(lǐng)導(dǎo)力的多樣性，我們正在履行我們的使命。隨著護(hù)理中出現(xiàn)更多的 DNP，我們正在改變博士準(zhǔn)備護(hù)理的面貌。有顏色的 DNP 在很多地方都可以找到，這就是我們可以產(chǎn)生的潛在影響。當(dāng)今的有色人種護(hù)士正在創(chuàng)造空間、開拓和轉(zhuǎn)變護(hù)理實踐，使其更能代表我們所服務(wù)的患者和家庭。我們的存在使我們能夠朝著健康公平邁進(jìn)。

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