Nurse Education Today 87 (2020) 104348Contents lists avail.docx

Nurse Education Today 87 (2020) 104348
Contents lists available at ScienceDirect
Nurse Education Today
journal homepage: www.elsevier.com/locate/nedt
Clinical mentors' experiences of their intercultural
communication T competence in mentoring culturally and
linguistically diverse nursing students: A qualitative study
Pia Hagqvista,b, Ashlee Oikarainena, Anna-Maria Tuomikoskia,
Jonna Juntunena, Kristina Mikkonena,⁎
a Research Unit of Nursing Science and Health Management,
University of Oulu, Oulu, Finland b Healthcare Unit, Centria
University of Applied Sciences, Finland
ARTICLE INFO
Keywords:
Clinical practice
Intercultural communication Competence
Cultural and linguistic diversity Nurse

Mentor
Student
ABSTRACT
Background: Intercultural communication has become
increasingly important in nursing due to the cross-border
mobility of patients, health professionals and students.
Development of cultural competence continues to be a
challenge, particularly among professionals such as educators or
healthcare providers who work in professions requiring
communication across cultural boundaries. Despite challenges
in nursing education related to cultural diversity, competence in
intercultural communication has been proven to empower
students and to help them grow professionally.
Objectives: The aim of this study was to describe clinical
mentors' experiences of their intercultural communication
competence in mentoring culturally and linguistically diverse
nursing students during completion of their clinical practice.
Design: Qualitative study design.
Participants: The participants were 12 nurses who had
previously mentored at least two culturally and linguistically
diverse nursing students.
Methods: Data were collected during spring 2016 using semi-
structured interviews of 12 mentors working in specialized
nursing care at one hospital located in central Finland. Data
were analyzed using deductive-inductive content analysis. The
main concepts of the Integrated Model of Intercultural
Communication Competence were used during the semi-
structured theme interviews and during analysis. These concepts
include empathy, motivation, global attitude, intercultural

experience and interaction involvement.
Results: Mentors stated that empathy motivates them in the
development of intercultural communication. Mentors
experienced a lack of resources and support from their
superiors, which caused psychological and ethical strain and
reduced mentors' motivation. Mentors openly admitted that they
had experienced fear towards unknown cultures, but that this
fear was reduced through positive mentoring experiences and
cultural encounters.
Conclusions: Continuous education on intercultural
communication competence could succeed to further develop
clinical mentors' mentoring expertise, which could have the
potential to greatly benefit students, patients and staff. Such
education could be designed, implemented and measured for its
effect in collaboration between health care organizations and
higher educational institutions.
1. Introduction
There is an increased demand for cultural competence in
nursing care due to current trends in globalization.
Internationally, the expan- sion of nursing education to
international students has become a common trend (Mikkonen et
al., 2016). The strategic framework for
European cooperation in education and training (2009) states
that education should promote cultural competencies,
democratic values, respect for fundamental rights, as well as
work against all forms of discrimination and to teach young
people to interact positively with their peers from diverse
backgrounds. In the United States, the National Standards for
Culturally and Linguistically Appropriate Services call for

⁎ Corresponding author at: Research Unit of Nursing Science
and Health Management, Faculty of Medicine, University of
Oulu, P.O. Box 5000, FI-90014, Finland. E-mail address:
[email protected]
(K. Mikkonen).
https://doi.org/10.1016/j.nedt.2020.104348
Received 14 April 2019; Received in revised form 3 December
2019; Accepted 20 January 2020
0260-6917/ © 2020 Elsevier Ltd. All rights reserved.
P. Hagqvist, et al.
healthcare professionals to provide quality care and services
that are responsive to diverse cultural health beliefs and
practices (U.S. Department of Health and Human Services,
2013). Accreditation standards for programs including nursing
and pharmacy require the in- tegration of cultural competency
training in their educational programs (Accreditation Council
for Pharmacy Education, 2015; Commission on Collegiate
Nursing Education, 2018). The common need of promoting safe
and quality patient care for diverse patients by enhancing inter-
cultural communication serves as a foundation for
interprofessional education development (Liu et al., 2015).
Due to high levels of immigration (Bhopal, 2014), cultural
competence is seen in many countries to be a major future
competence area of society. Cultural diversity offers rich
opportunities for creativity and innovation, but also requires
new leadership practices, development of new skills in the

professional context, and continuous education on cultural
knowledge (Mikkonen et al., 2017; Oikarainen et al., 2019).
Culturally competent nurses are a necessity in today's
healthcare, they play a critical role in improving health
outcomes and decreasing health disparities. Nurses and nursing
students need to have a deeper understanding of how to apply
cultural competence while conducting patient assessments and
delivering treatment options (Alpers and Hanssen, 2014). The
development of cultural competence continues to be a
challenge, particularly among professionals such as educators or
healthcare providers who work in professions requiring
communication across cultural boundaries (Oikarainen et al.,
2019). A key assumption of education is that cultural
competence contains cognitive, affective and behavioral
dimensions, which can be developed through participation in
well-designed educational programs (Spitzberg and Changnon,
2009).
In today's cross-cultural world, cross-cultural values are needed
to break down international barriers to practice (Collins and
Hewer, 2014). Culturally and linguistically diverse (CALD)
nursing students have been shown to experience greater
challenges in clinical learning environments than in academic
settings (Mikkonen et al., 2016). Clin- ical practice is an
important part of nursing education through which nursing
students are provided with the opportunity to familiarize
themselves with common nursing tasks and to apply skills and
knowledge from theoretical studies into practice (Mikkonen et
al., 2017). Successful communication between the mentor and
the student has been shown to play an important role in
satisfaction, achievement of learning outcomes (Mikkonen et
al., 2016), and maintenance of patient safety (Sairanen et al.,
2012). Effective communication in nursing requires
knowledge, a positive attitude, and motivation to develop mu-
tual understanding with others. Competence in intercultural
communication has been proven to empower students and to

help them grow professionally (Pitkäjärvi et al., 2012a). It has
been previously recognized that mentors have negative
attitudes towards CALD students (Pitkäjärvi et al., 2012a;
Pitkäjärvi et al., 2012b) and that students experience difficulties
in communication with their mentors during clinical practice
(Mikkonen et al., 2016; Mikkonen et al., 2017; Oikarainen et
al., 2018).
Oikarainen et al. (2018) observed that although mentors were
positive in their evaluations of their competence in cultural
diversity in mentoring, they had a tendency to stereotype CALD
nursing students. Mentors reported that language barriers
hindered interaction with CALD students (Oikarainen et al.,
2018). When examining nursing students' outcomes in clinical
learning environments, language and communication were found
to affect students' experiences of cultural discrimination and
limitation of learning opportunities in clinical practices
(Mikkonen et al., 2017). Based on previous studies, we found it
important to address the current gap in knowledge on
intercultural communication by searching to understand
mentors' experiences with CALD nursing students. The aim of
this study was to describe clinical mentors' experience of their
intercultural communication competence in mentoring culturally
and linguistically diverse nursing students during their clinical
practice.
2. Background
Nursing degree programs are commonly provided at the
university or university of applied sciences degree level and
contain a curriculum that requires a total of three to three and a
half years of full-time studies. Following completion of degree
programs, students are awarded a bachelor's degree and are
given the right to practice the nursing pro- fession. According
to the European Union Council Directive (Directive
2013/55/EU), up to 50% of the duration of nursing education

should be conducted as clinical practice. In European Union
countries on average, clinical practice is conducted during a
period of 4–5 weeks (Pitkänen et al., 2018; Warne et al., 2010).
While completing clinical practice in clinical learning
environments and being provided with mentoring, nursing
students are able to fulfill their learning outcomes and pro-
gressively deepen their learning experiences (Pitkänen et al.,
2018; Tuomikoski et al., 2019).
Nursing students from European Union countries are offered the
opportunity to go on exchange for a period of three to six
months to a European Union country and/or outside of the
European Union. In European countries where the native
language is not English, nursing students from diverse
backgrounds are provided with the opportunity to complete their
nursing degree in English-language-taught degree nursing
programs. Finland is one of the few European countries that
offers these kinds of programs, which are offered so that both
international and national students study together. Although
the nursing programs are offered in English, students need to
conduct up to half of their education in clinical practice with
patients who speak only Finnish and/or Swedish (Mikkonen et
al., 2017; Pitkäjärvi et al., 2012a).
Nurse educators are on the frontline in educating the next
genera- tion of nurses and have an important role in developing
nursing cur- ricula to withstand international comparison and in
preparing culturally competent nurses of the future (Parcells
and Baernholdt, 2014; Tella et al., 2015). Since clinical practice
takes up to half of nursing education, mentors have great impact
on the experiences of nursing students (Pitkänen et al., 2018). It
was shown in a previous study that mentors are registered
nurses who commonly have no previous education in
mentoring (Tuomikoski et al., 2019). Good mentorship during
clinical practice has a positive effect on promoting students'
learning and on assisting students in building their own

professional identity (Jokelainen et al., 2011; McSharry and
Lathlean, 2017). Mentors of CALD nursing students need to
create positive, culturally appropriate learning environments, a
process that requires resources and support also from other
nurses who work as mentors on the ward (Mikkonen et al.,
2017).
Hawala-Druy and Hill (2012) argue that it is imperative for all
nurse educators to link and bridge cultural competence and to
teach culturally congruent care to future nurses. According to
Garneau and Pepin (2015), cultural competence “involves
knowledge, skills, and know- how that, when combined
properly, lead to a culturally safe, congruent, and effective
action” (pg. 12). Cultural competence is a dynamic and
developmental process, where the nurse is committed to develop
his or her own competence to function better with clients who
come from culturally diverse contexts (Giger and Davidhizar,
2008). Within the Cultural Competence and Confidence model
by Jeffreys (2010), cultural competence is defined as a
multidimensional learning process where cognitive, practical,
and affective dimensions of transcultural self-effi- cacy are
emphasized, that can change over time as a result of for-
malized education and other learning experiences. Cultural
competence can also be described as the ability to work and
communicate effectively and appropriately with people
coming from culturally diverse backgrounds (Alizadeh and
Chavan, 2016).
Intercultural communication is key to cultural understanding
and in the ability to value cultural differences (Saint-Jacques,
2011). It involves knowledge about other cultures and the
application of appropriate and effective communication
behaviors (Neuliep, 2015). As a discipline, intercultural
communication seeks to understand how
2

P. Hagqvist, et al.
people from different cultures and social groups interact with
equal terms and respect to their cultural identities and how they
perceive the world around them. Competence in intercultural
communication can support nurses and mentors to understand
communication better with CALD patients and students
(Hawala-Druy and Hill, 2012).
According to Arasaratnam (2012), intercultural communication
unfolds in symbolical intercultural spaces. Communication
between individuals is affected by cultural differences in a way
that would not have been noteworthy in the absence of these
differences. Members who belong to the same thought
community and share the same kind of values and beliefs
communicate relatively seamlessly on the premise of shared
understanding. However, when members of different thought
communities communicate, the differences in their thinking is a
significant factor that affects communication (Arasaratnam,
2012.)
In this study, we have applied the Integrated Model of
Intercultural Communication Competence (IMICC)
(Arasaratnam et al., 2010). In- tercultural communication
competence is defined using the concepts of empathy,
motivation, global attitude, intercultural experience and in-
teraction involvement within communication. Empathy is
defined as the extent to which one can infer the cognitions and
motivation of another person. Empathy also includes the ability
to accurately sense, perceive and respond to one's personal,
interpersonal and social environment. The concept of
motivation includes interest and anticipation of actual
engagement in intercultural communication. The global atti-

tude dimension describes individuals who are open, positive and
have a non-ethnocentric attitude. These individuals show
interest in differences with awareness towards diversity.
Intercultural experience involves the actual study of
intercultural communication and studying, working and
traveling abroad. Interaction involvement includes an
individual's interest and effort to talk and understand. It
involves en- gaging in active listening through paying close
attention to the other person's communication (Arasaratnam et
al., 2010).
3. Methods
3.1. Study design
A descriptive qualitative study design using a content analysis
approach. The content analysis approach was applied in order
to understand the deeper meaning of nurses' experiences and
the phenomena of intercultural communication competence in
the mentoring of students during clinical practice (Elo and
Kyngäs, 2008). The content analysis approach is commonly
used in critical realist research designs, where the reality of
participants is explained through their own experiences (Tong et
al., 2012). Data were collected through interviews of in-
dividual participants. During the interviews, participants were
provided the opportunity to actively share their own experiences
related to the research aim.
3.2. Data collection
Data were collected in spring 2016 from 12 clinical mentors em-
ployed at one hospital located in central Finland. Among the 12
participants, nine were female and three were male. Clinical
mentors who met the inclusion criteria for participation in the
study worked in acute nursing care and had previously mentored
a minimum of two CALD nursing students (including

international students from English-language-taught degree
programs, immigrant students studying in Finnish language
degree programs or exchange students). Purposive and snowball
sampling were used to enroll the participants in the study (Polit
and Beck, 2011). Charge nurses provided information on the
study to potential participants. Nurses who agreed to participate
in the study were contacted via email by one researcher (P.H.).
Participants who were recruited into the study suggested
additional potential participants. Two interviews were
pretested before the main data collection. The
understandability and clarity of the questions were improved
following feedback received during these interviews. The two
interviews were included in the data because the feedback
received was minor.
Semi-structured theme interviews were conducted. The main
concepts of the Integrated Model of Intercultural
Communication Competence were used including the themes of
empathy, motivation, global attitude, intercultural experience
and interaction involvement (Arasaratnam et al., 2010). The
themes were used as main topics with open questions provided
by the interviewer without controlling participants in the
sharing of their experiences. Interviews were conducted in
locations most convenient to the participants. Eight interviews
were held at the hospital where the participants were employed
and the re- maining four interviews were held at a local café
and a public library. The interviews varied from 40 min to 75
min in length. Eleven interviews were held in Finnish and one
in Swedish. Data saturation was reached after twelve interviews
were completed. The data were tran- scribed word for word into
a document in Microsoft Word.
3.3. Data analysis
Data were analyzed using qualitative content analysis (Elo and

Kyngäs, 2008). Three main stages were followed during
qualitative content analysis: preparation of the data,
organization of the data and reporting of the results. A
deductive approach guided the analysis during the preparation
stage, and data was transformed into a classi- fication matrix
according to the five chosen concepts (empathy, motivation,
global attitude, intercultural experience and interaction in-
volvement) from the IMICC theoretical framework
(Arasaratnam et al., 2010). Following this, the analysis
continued using an inductive approach within the matrix
containing the five main themes from Arasaratnam et al. (2010)
theoretical model. The data was then orga- nized into meaning-
units, which represented one sentence or one phrase. The
meaning-units were combined into 951 codes, 259 sub-
categories, 44 generic categories and 14 main categories. The
categories were named based on the content of the collected
data. The analysis process was conducted by one researcher
(PH) and con- tinuously verified with another researcher (KM)
to maintain double coding and accuracy, and to increase the
trustworthiness of the results.
3.4. Ethical considerations
This study was conducted according to the standards of good
and ethical practices in scientific research. Research permission
was ob- tained from the participating hospital prior to
conducting the interviews. All participants gave written
informed consent to participate in the study at the beginning of
the interview. The participants were informed about the
benefits of the study, guaranteed confidentiality and autonomy
to remove themselves from the study at any point in time
(Stang, 2015). Data from the interviews were stored as secured
com- puter files which were accessible only to one researcher
(PH). The re- cords and notes will be permanently deleted after
the research project has been completed.

4. Results
The main themes defining clinical mentors' intercultural
communication competence in mentoring CALD nursing
students are described through the main categories presented in
Table 1.
4.1. Empathy
Clinical mentors had a caring and empathic approach towards
CALD nursing students during mentoring. Empathy was seen as
part of mentors' personality, but also as a skill gained through
nursing education and work experience. Mentors felt that CALD
nursing students need more empathy from mentors than national
students. One interviewee
3
P. Hagqvist, et al.
Table 1
Main categories of data analysis according to the themes of the
Integrated Model of Intercultural Communication Competence
(IMICC).
Main themes of IMICC model
Empathy
Motivation
Main categories

Mentors' caring and empathic approach towards CALD students
strengthens mentors' mentoring competence
Cultural and linguistic diversity influences mentors' empathy
towards CALD students
Motivation in cultural diversity and students' active approach in
learning
Mentors' competence relating to motivation to mentor CALD
students
Lack of resources and support influences motivation to mentor
Mentors' experiences of prejudice and racism that CALD
students face
Mentoring CALD students as a way to enhance cultural
knowledge in nursing
Mentoring CALD students contributes to enhanced competence
in intercultural communication
Mentors' intercultural communication competence is supported
by continuous education and free time activities
Mentors' international experiences enhances their mentoring of
CALD students
Mentors' cumulative intercultural communication competence is
developed in clinical practice and through the mentoring of
CALD students
Mentors work as cultural interpreters for students, patients and
for the working community
Cultural, linguistic and ethical challenges of communication in

the mentoring of CALD students
Categories
Characteristics of personal empathy (Nr 1,2,3,4,5,7,8,9,10,12)
Caring and empathic mentoring (Nr 2,3,5,7,8,9,10,12)
Gaining skills in empathy during professional growth (Nr
1,2,3,5,7,8,9,10,12) Empathy as a motivating aspect to develop
one's own mentoring (Nr 3,4,5,7,8,10,12)
The linguistic challenges of realization of empathy in mentoring
(Nr 1,2,3,4,5,6,7,11,12)
Cultural diversity causes unempathetic behavior by other
colleagues (Nr 1,4,8,10,11,12)
Students' culture and linguistic skills motivates mentors (Nr
1,2,4,5,7,8,9,10,12) Students' own role in learning motivates
mentors (Nr 1,2,4,5,6,7,8,9,10,11) Students' passiveness and
lack of motivation in learning reduces mentors' motivation (Nr
1,2,3,4,5,6,7,8,9)
Positive feedback and success in mentoring (Nr
2,5,7,8,10,11,12)
Mentor's competence (Nr 1,3,7,8,9,12)
Mentors' attitudes towards international degree programs (Nr
1,3,4,6,10,11)
Psychological and ethical dilemmas in mentoring due to the lack
of support and knowledge (Nr 2,3,4,5,8,9,10,11,12)
Uneven distribution of resources for mentoring (Nr

1,2,3,5,6,8,10,11)
Fears and attitudes towards unknown cultures (Nr
2,3,4,6,7,8,10,12) Racist attitudes of colleagues towards CALD
students (Nr 2,4,6,8,10,12) Social media and press affect
attitudes towards CALD students (Nr 1,3,4,5,6,8,9,10,12)
Effect of increasing migration on general attitudes towards
CALD students (Nr 1,2,3,4,6,7,8,10,11)
Mentors' positive attitude of learning about the students' culture
(Nr 1,3,5,7,8,9,10,11,12)
Mentors experience mentoring students from different cultures
as enriching (Nr 1,2,3,4,6,7,9,10,12)
Mentors' learning experiences of the nursing cultures of
different countries (Nr 1,2,3,4,5,6,7,9)
Mentors gain learning experiences in cultural interaction and
communication in mentoring (Nr 1,2,3,4,5,6,7,8,9,10,11,12)
Mentors recognize the students' individual cultural
communication (Nr 1,3,4,5,6,7,8,10,12)
Mentors' experience of recognizing their own bias towards
different cultures (Nr 1,2,3,6,7,8,9,10,12)
General nursing education provided mentors' with only limited
knowledge on cultural competence (Nr 2,3,4,5,6,7,8,9,10,11)
Cultural competence gained from continuous education (Nr
1,3,4,5,6,7,8,10,12) Cultural experiences gained through
traveling and free time activities
(Nr 2,3,5,6,9,10,11,12)

Mentors' working and studying experience from abroad (Nr
1,7,8,12)
Mentors' international experience enhances cultural diversity in
communication (Nr 1,7,8,12)
Increase of cultural diversity in nursing practice (Nr
2,3,5,6,7,10) Increase of cultural diversity in mentoring (Nr
2,3,4,5,6,9,10,11,12)
Mentors' experiences cultural interaction in working life of
nursing (Nr 1,2,3,4,5,6,7,12)
Mentors' experiences of intercultural communication issues with
students and patients (Nr 1,2,3,4,5,6,7,8,9,10,11,12)
Mentors experience linguistic challenges in mentoring and in
the evaluation of CALD students learning outcomes (Nr
1,2,3,4,5,6,7,8,9,10,11,12)
Mentors experience ethical and cultural challenges in the
evaluation process of CALD students (Nr
2,3,4,5,6,8,9,10,11,12)
Mentors' foreign language skills facilitates communication with
student (Nr 1,2,3,4,7,8,12)
Mentors experience students' language skills and desire to learn
Finnish as a promoting aspect for the good mentorship (Nr
1,2,3,4,5,6,7,8,9,10,11,12)
Global attitude
Intercultural experience

Interaction involvement
4
(continued on next page)
P. Hagqvist, et al. Table 1 (continued)
Main themes of IMICC model
Main categories
Mentors' receive rich learning experiences that enhance their
intercultural communication in mentoring
Categories
(Nr 8) expressed: “Students are that age where they are like my
own children or even younger. Mentoring should include
motherly empathy. With international students, you should think
that their mother is far away. If I think of myself as a self-
taught mentor, it was in the early stages of my nursing career
that I thought that these students here are now the ones I should
pass the knowledge and skills that I had learned to, but now my
mentoring may have become motherly.” Mentors stated that
empathy is a motivating factor for them to develop their
mentoring competence and improve their intercultural
communication. They were aware of their lack in theoretical
knowledge of cultural competence in mentoring. The impact of
communication and cultural diversity on empathy in mentoring
was stated by mentors as a challenge. Mentors also faced chal-

lenges related to difficulties in communication, with how time-
con- suming and burdening mentoring was, and at times were
faced with students who had weak commitment to the clinical
practice. Mentors reported that they lacked empathetic support
from their colleagues and that they had experienced receiving
negative feedback from them about students.
4.2. Motivation
Students' cultural and linguistic background and active approach
to learning affected the motivation of mentors. Mentors also
stated that their experiences of challenges related to
intercultural communication and students' poor Finnish
language skills reduced their motivation to mentor. Mentors'
motivation to mentor CALD students was enhanced when they
received feedback and felt that they had good mentoring
competence. Additionally, successful mentoring experiences
with students motivated mentors to improve their mentoring
competence. According to the results, students' willingness to
learn strongly impacted mentors' motivation. One interviewee
(Nr 6) shared: “It motivates me if the student gives me the
impression that she wants to learn. That she is genuine, asks
questions, and comes with me. But then if the student is passive
and just comes along but shows no interest, you really get the
feeling that how is this going to work. You just want that
practice to be over with.” Mentors felt that incentives for
mentoring in the English language would succeed to motivate
other nurses to agree to mentor CALD students. They had
experiences of compensation for mentoring being un- evenly
distributed which affected their motivation to mentor. Although
mentors were motivated to mentor and guide students as they
learned about health care, clinical nursing and developed skills
in the Finnish language, they felt burdened with issues arising
from their leaders. During mentoring, mentors experienced a
lack of resources, knowledge and support from superiors,
colleagues and nurse educators, which caused a psychological

and ethical dilemma for mentors and reduced their motivation.
Ethical dilemmas arose from mentors' experiences that CALD
students were not given equal learning opportunities due to
language barriers with patients and lack of time and resources
for mentoring. Mentors felt that they are not able to resolve this
issue, which negatively impacted their motivation.
Mentors' experience that CALD students are active listeners
who observe the mentors' interaction (Nr 1,3,5,7,8,9,10,11,12)
Mentors apply their own communication competence to
facilitate the understanding of CALD students (Nr
1,2,3,4,5,6,7,8,9,10,11,12)
Mentors' experiences of non-verbal communication as a
dominant form of communication in student mentoring (Nr
4,5,6,10,11)
Mentors experience that they lack the intercultural
communication competence needed to interpret CALD students
(Nr 2,4,5,6,9,10,11)
4.3. Global attitude
Mentors reported that CALD students experience prejudice and
racism during clinical practice. Mentors openly admitted that
they themselves had experienced fear towards unknown
cultures, but this fear was reduced through positive mentoring
experiences, cultural encounters and cultural knowledge.
Mentors were concerned for CALD students when they had to
face people on the working units with racist attitudes, especially
when they faced nurses who refused to mentor these students.
Mentors recognized the impact of the economic situa- tion and
the rise in immigration on the attitudes of staff towards
mentoring. They also discussed the effects of certain debates in
the press and on social media. Mentors expressed a positive

attitude towards learning and felt that the mentoring of CALD
students was a resource through which they could learn more
about cultures. The opportunity to experience different nursing
cultures during mentoring was seen as an enriching factor.
Interviewee (Nr 6.) replied: “When we had these exchange
students on the ward, it was such a rich learning experience to
be able to compare their way of doing things, how things are
done in their countries and how we do them here in Finland. I
remember when we were reflecting together on how different
our worlds are.” According to the results, the mentoring of
CALD students shaped mentors' attitudes and contributed to
their skill development in intercultural communication. Mentors
were able to receive various learning experiences related to
intercultural communication during mentoring.
4.4. Intercultural experience
Mentors stated that their intercultural communication skills
developed through continuous education and their personal
free time activities. Mentors felt that nursing education had
limited contribution on their development of cultural
competence. Interviewee (Nr 10) replied: “There was nothing
about different cultures in my education. I graduated in the
beginning of the 1980s. There was not a single foreigner, not a
nurse, a student, or a patient from another culture. Then later on
there were refugees or immigrants as patients. There was one
nurse visiting us from the Arab Emirates and he had some
experience from working there. These things were nice to listen
to, but that was the only time.” Mentors with international and
intercultural experience stated that this experience had a
positive impact on their intercultural communication skills with
CALD students. Mentors with experience working and studying
abroad replied that this intercultural experience had given them
the courage to communicate effectively in mentoring and the
ability to understand cultural diversity in communication. Due
to an increase in cultural diversity in nursing, mentors stated

that they had cumulatively gained intercultural communication
skills through mentoring CALD students during clinical
practice. Mentors' working experience increased their
intercultural skills and motivated them to develop their cultural
competence.
4.5. Interaction involvement
According to the results, mentors acted as cultural interpreters
for CALD nursing students, patients and for the working
community.
5
P. Hagqvist, et al.
Mentors reported that they teach students about issues related to
nursing culture and cultural interaction in working life.
Mentors reported experiencing issues between students and
patients related to intercultural communication, for example,
the need to provide details on the students' cultural and
linguistic backgrounds to elderly patients who were not
accustomed to cultural diversity at the hospital. The results
indicated that the mentoring of CALD students increased
mentors' intercultural communication skills because mentors
received enriching learning experiences in intercultural
communication during mentoring and they learned to recognize
students' cultural backgrounds and in- dividuality in cultural
interactions. Mentors described that during mentoring they
processed their own personal stereotypic attitudes and fears, and
also those of other people on the working unit. Mentors ac-
knowledged cultural, linguistic and ethical challenges of
communication during the mentoring and evaluation of CALD
students. Mentors experienced linguistic challenges when

communicating in a foreign language and trying to ensure
common understanding during mentoring and the evaluation
process. Mentors also experienced ethical and cultural
challenges during the evaluation process because they lacked
clear instructions on how to apply evaluation criteria to the
evaluation of students' learning. Interviewee (Nr 6) replied: “If
I have an international student, or at least I feel so, that there
is this assumption, that I need to handle these students more
tenderly and not be so strict with them like with Finnish
students. But I try to mentor all of my students with the same
criteria and with the same demands for basic things, same rules
for everyone.”
Mentors' good foreign language skills facilitated communication
between CALD students and mentors. Students' language skills
and their desire to learn Finnish was seen to promote a
successful student-mentor relationship in mentorship. Mentors
had experiences of CALD students being active listeners and
observers of the mentors' interaction during the clinical
practice. Mentors stated that they adapt their own com-
munication style during mentoring in order to facilitate common
understanding between the student and the mentor by avoiding
the use of dialects and by speaking slowly and clearly. They
learned that nonverbal communication becomes the dominant
form of communication in the mentoring of students in
situations where the common language is missing. However,
mentors experienced a lack in their intercultural communication
skills to interpret CALD students' nonverbal communication in
mentoring.
5. Discussion
This study applied the integrated model of intercultural commu-
nication competence by Arasaratnam et al. (2010) to the context
of the mentoring of CALD nursing students during their clinical
practice. This study aimed to describe clinical mentors'

experiences of their intercultural communication competence
in mentoring. It has been previously shown that there is a need
for more research regarding the mentoring of CALD nursing
students in nursing education (Mikkonen et al., 2017; Pitkäjärvi
et al., 2012a) to create culturally safe learning environments for
students by avoiding misunderstandings caused by poor
intercultural communication (Sairanen et al., 2012) and to im-
prove the quality of mentoring (Jokelainen et al., 2011).
Mentors with international experience were more empathetic to-
wards the CALD students and had a wider understanding of the
cultural effects of communication. These findings are consistent
with Arasaratnam et al. (2010) regarding a positive significant
correlation between empathy and intercultural communication
competence. Ability to empathize is shown to be important in
mentoring because it promotes motivation to communicate and
engage in active listening, which in turn results in perception of
intercultural communication competence (Arasaratnam et al.,
2010). Clinical mentors are seen as role models for CALD
students and known to be supportive, having the ability to be
empathetic and hold nursing in high regard (Montenery et al.,
2013).
Mentors experienced higher motivation when students took an
active approach to learning and showed courage in
communicating with staff and patients despite the existence of a
certain level of language barriers. In previous studies, it was
observed that there is con- tradiction between mentors'
evaluation of their competence in mentoring nursing students
(Tuomikoski et al., 2019) and students' experiences of clinical
learning environment and mentoring (Pitkänen et al., 2018).
Mentors evaluated their competence highly, whereas students
evaluated their clinical learning environment and mentoring at
the satisfactory but not at the excellent level. (Izadinia, 2016;
Moked and Drach-Zahavy, 2016). The role of students is highly

emphasized in clinical learning, especially their language
competence and ability to speak the language of the country
they study in Mikkonen et al. (2016a). However, students are in
a vulnerable position when they come to learn in clinical
learning environments and highly depend on their mentors, and
are significantly impacted by how mentors approach them.
Pitkäjärvi et al. (2012a, 2012b) recognized that nurses' attitudes
had positive influence upon students' motivation to overcome
barriers in language and in their learning.
In this study, lack of resources and support influenced mentors'
motivation to mentor. In a previous study by Jeong et al.
(2011), it was shown that mentors were not provided with
resources to take care of mentoring duties in clinical learning
environments by the hospital and/ or leadership, but rather had a
full workload having to take care for their patients and mentor
students at the same time. Carlson (2013) stated that it is
difficult to reduce the workload of mentors meaning that they
often have to balance patient care with the demands of mentor-
ship, leading to feelings of stress and inadequacy. Such
pressures create ethical dilemma for mentors. In our study,
mentors experienced psychological and emotional pressure
from colleagues and organizations such as the hospital and
higher education institution. Cassidy et al. (2017) emphasize
that leaders and educators take team responsibility for the
clinical practice of nursing students. According to the results of
our study, mentors also experienced pressure related to their
mentoring competence and experienced ethical challenges to
pass a student with less-demanding evaluation criteria and
would have liked to receive more support of their team. Cultural
diversity encompasses ethical ac- ceptance and respect, which
means understanding and recognizing each individual's
uniqueness with individual differences. The Code of Ethics for
Nurses set by the International Council of Nursing (ICN, 2012,
2013) states that inherent in all nursing is a respect for human
rights, including cultural rights, to dignity and to be treated

with respect. This can be applied to the mentoring of CALD
students. According to our findings, mentors had the
competence to identify the need to promote a more culture
sensitive evaluation process during clinical practices, but they
lacked sufficient resources.
In this study, mentors shared their fears related to CALD
students experiencing discrimination on the ward and of them
not feeling accepted by staff in the learning environment.
Pitkäjärvi et al. (2012a, 2012b) and Mikkonen et al. (2017) had
similar findings indicating that language barriers and staff
attitudes towards students played a major role in whether the
clinical practice experience would be positive or negative.
However, mentors in this study recognized the changing so-
ciety and international mobility, especially visible among
patients and the global demand for nurses. The global demand
for nurses is fueled by an aging population and nursing
workforce, a shrinking applicant pool, unfavorable work
environments, the increasing complexity of health care delivery,
and international nurse migration (Ford and Stephenson, 2014;
Nichols et al., 2010). The increasing number of immigrants in
the European Union has the potential to become a future asset
that can be used to address the shortage of social- and health
professionals (Bhopal, 2014). The World Health Organization
recommends preparing for the growing number of aging
population by ensuring that the future nurses have the
competencies needed to provide high-quality and effective care
to older patients (Buchan et al., 2017). Nursing curriculums
need to include competencies related to healthy aging in the
curriculum of all health professions students. This includes also
competencies around
6
P. Hagqvist, et al.

communication and empowerment, interprofessional practice
and cultural competence (Buchan et al., 2017).
In our study, mentors with intercultural experience had an in-
creased level of cultural competence and cultural knowledge.
They also acknowledged the need to update their cultural
competence through continuous education. Alpers and Hanssen
(2014) emphasize that nurses are not able to develop sufficient
cultural competence solely through working experience, but that
there is a need to provide nurses with continuous cultural
competence education. However, mentors with intercultural
experience had linguistic boldness to communicate and to
clarify unclear issues with CALD nursing students. Moulder
(2011) stated that development of cultural competence is linked
to the amount of cultural encounters a person has experienced
and the length of their clinical experience. Shen (2014) reported
similar findings based on their study, and they recognized that
cultural encounters are an important domain of cultural
competence along with cultural sensi- tivity, awareness, skill,
communication and knowledge.
Mentors who participated in this study experienced challenges
related to intercultural communication in mentoring and in
understanding CALD students' nonverbal communication.
However, mentors also received rich learning experiences that
enhanced their intercultural communication in mentoring.
Mentors observed and recognized differences in the
communication of CALD students compared to native nursing
students. Mentors were able to develop their intercultural
communication skills during the mentoring of students. Mentors
described their own personal biases and stereotypes related to
different ethnic groups or cultural backgrounds during
mentoring. This kind of stereotyping was also reported in
Oikarainen et al. (2018) where mentors reported having a

tendency to stereotype CALD students during their clinical
practice. ICN (2013) strongly emphasizes the development of
nurses' cultural and linguistic competence by understanding
and responding effectively to linguistic needs faced in health
care encounters. When interacting with clients and students
from culturally or linguistically diverse groups, mentors need
to be able to recognize the extra steps that may need to be
taken to ensure interventions are sensitive to the client's
cultural and linguistic needs. Employers should provide all
mentors with an appropriate orientation to ensure they have the
competence to address the cultural and linguistic needs of
their client and student groups (ICN, 2013).
6. Conclusion
It is evident that there is a need to educate clinical mentors in
order to increase their competence in intercultural
communication in mentoring. Continuous education could
succeed to further develop clinical mentors' mentoring
expertise, which could greatly benefit students, patients and
staff from cultural and linguistic diversity backgrounds. Such
education could be designed, implemented and measured for its
effect in collaboration between health care organizations and
higher educational institutions. Providing intercultural
experiences for nurses could be beneficial in the process of
building their intercultural communication competence, a
process that requires face-to-face encounters with other
cultures. Providing mentors with further education on the
evaluation and reflection of CALD and national nursing
students can provide structure and tools for mentors to use in
daily mentoring practice. Finally, we suggest that health care
leadership and higher education institutions together develop
clear collaborative strategies on how to enhance the quality of
mentoring CALD students by building positive attitudes in staff
members towards cultural and linguistic diversity.

Funding
Declaration of competing interest
None.
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