http://jnep.sciedupress.com Journal of Nursing Education and Practice 2017, Vol. 7, No. 11 ORIGINAL RESEARCH Feasibility for the implementation of the MENtorship Program Kevin J. Milligan * , Gordon L. Gillespie College of Nursing, University of Cincinnati, Cincinnati, United States Received: May 23, 2017 Accepted: June 19, 2017 Online Published: June 28, 2017 DOI: 10.5430/jnep.v7n11p84 URL: https://doi.org/10.5430/jnep.v7n11p84 ABSTRACT Objective: Men comprise only 9% of the U.S. nursing workforce and 15% of baccalaureate nursing students. The odds of male nursing students completing nursing school are significantly lower than that of female nursing students. Mentoring programs designed to improve male nursing student retention are needed. This study was conducted to evaluate the feasibility of a novel “MENtorship” Program for men in nursing school. Methods: This study used a sequential QUAN-qual explanatory mixed methods design in two phases: (1) quantitative web-based surveys were sent to all participants (n = 19) to assess mentor/mentee relationships; and, (2) qualitative interviews were conducted to explain the survey results. Data were analyzed thematically, and data source triangulation was done by comparing the qualitative findings to the quantitative findings. Results: Findings included high perceived commitment from mentors and mentees. Participants described multiple program benefits and recommended program improvements. One key recommendation is to provide a thematic focus to each mentor/mentee meeting (i.e. professionalism, ethics, nursing specialties). Conclusions: The MENtorship Program pilot was deemed feasible for future implementation. Key Words: Mentorship, Men in nursing, College of nursing, Diversity 1. I NTRODUCTION Men comprise only 9% of the U.S. nursing workforce [1] and only 15% of baccalaureate nursing students. [2] The 2010 report from the Institute of Medicine, [3] “The Future of Nurs- ing,” specifically calls for increasing the gender diversity of the nursing workforce: “While more men are being drawn to nursing, especially as a second career, the profession needs to continue efforts to recruit men; their unique perspectives and skills are important to the profession and will help contribute additional diversity to the workforce.” Efforts to increase the pipeline of men entering the nursing profession are challenging, because men are not only less likely to go into nursing, they are less likely than women to be successful in nursing school. Once men are recruited into undergraduate nursing programs, the odds of them not completing their program are nearly twice (OR: 1.93) that of female nursing students. [4] Reasons attributed to male nurs- ing student attrition are the unique challenges they face due to their minority gender status: role strain, isolation, suspi- cion surrounding intimate touch, and sexual stereotyping. [5, 6] While the overall number of men in nursing is increasing, male attrition from nursing school is a key barrier to maxi- mizing the gender diversity of the nursing workforce. To promote gender diversity, the barriers men face in nursing * Correspondence: Kevin J. Milligan; Email: milligkj@mail.uc.edu; Address: College of Nursing, University of Cincinnati, Cincinnati, United States. 84 ISSN 1925-4040 E-ISSN 1925-4059