Equity-Oriented Mentorship for Internationally Educated Nurses: A Rapid Review

Abstract

Introduction:
Internationally educated nurses (IENs) represent a critical proportion of the global nursing workforce and are central to addressing current and projected shortages. While mentorship is widely recognized as a facilitator of workforce integration, much of the existing literature has treated it as symbolic support rather than as equity-oriented infrastructure. This review examines how mentorship for IENs has been designed, implemented, and evaluated, with particular attention to equity, diversity, and inclusion (EDI) considerations.

Methods:
We conducted a rapid review following Joanna Briggs Institute guidance and reported according to PRISMA standards. Searches of peer-reviewed and grey literature from 2010 to 2025 identified 51 relevant sources, including empirical studies, program evaluations, and policy reports. Data were extracted and synthesized thematically, with attention to micro-level (identity and lived experience), meso-level (organizational and regulatory structures), and contextual (mentorship models and design) factors.

Results:
Findings demonstrate that while mentorship is consistently valued by IENs and employers, most programs lack sustained equity-oriented design features. Effective initiatives included culturally congruent mentor–mentee pairing, structured orientation supports, protected time for mentors, and organizational accountability mechanisms. Programs situated within multi-stakeholder partnerships and supported by explicit equity frameworks were associated with stronger integration outcomes, including increased retention, reduced professional isolation, and enhanced career satisfaction. However, mentorship was often undermined by systemic barriers such as licensure delays, underemployment, and racialized power dynamics.

Conclusions:
Mentorship has significant potential to serve as an equity-oriented strategy for IEN workforce integration and retention. For mentorship to move beyond symbolic support, programs must be embedded in organizational policy, resourced adequately, and evaluated against equity-focused outcomes. This review contributes actionable principles for designing and sustaining mentorship that recognizes the intersectional realities of IENs, advancing both workforce stability and justice in nursing.