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Stirrat T, Yu J, Tran C, Sayah A, Umair M, Akpolat YT. Pioneers of progress: Documenting the legacy of underrepresented radiologists. Curr Probl Diagn Radiol 2024; 53:533-538. [PMID: 39004582 DOI: 10.1067/j.cpradiol.2024.07.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/10/2024] [Accepted: 07/08/2024] [Indexed: 07/16/2024]
Abstract
PURPOSE This study aims to illuminate the enduring contributions of underrepresented pioneers in radiology, emphasizing their resilience, innovations, and the significant barriers they overcame. By weaving their achievements into the broader narrative of medical science, this research highlights the critical role of diversity and progress in the evolution of radiology. HISTORICAL EXPLORATION This narrative review chronicles the significant contributions of underrepresented radiologists from the early 20th century to the present. By synthesizing historical data, biographical sketches, and contemporary medical literature, we highlight the pivotal roles these pioneers have played in advancing radiology. Their groundbreaking work not only enhanced medical imaging technologies and practices but also championed the cause of diversity and inclusion within the field. These stories of perseverance and innovation underscore the ongoing need for an inclusive approach in the medical community, reflecting on how diversity has shaped and will continue to influence the evolution of radiology. FINDINGS AND CONCLUSION The study identifies several pivotal figures, such as Marcus F. Wheatland, the first known African American radiologist, and Ivy O. Roach Brooks, the first woman to lead a radiology department at a major U.S. hospital. It explores their wide-ranging contributions from clinical practice and education to leadership and advocacy for diversity within the medical profession. The legacies of these radiologists illuminate not just their individual accomplishments but also reflect the broader struggle for equality and representation in the medical field. Their determination and excellence have paved the way for future generations, significantly enhancing the inclusivity and diversity of the radiology field. CLINICAL RELEVANCE AND APPLICATION Understanding the contributions of these underrepresented radiologists enriches the field's perspective on diversity, equity, and inclusion. Highlighting these pioneers underscores the importance of mentorship, representation, and advocacy in creating an environment where all talented individuals can thrive. Insights from this historical analysis are crucial for shaping future policies and practices in radiology and medical education, ensuring the continuation of these trailblazers' inspiring legacy.
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Affiliation(s)
- Thomas Stirrat
- Georgetown University School of Medicine, United States.
| | - Joshua Yu
- Georgetown University School of Medicine, United States
| | - Caitlyn Tran
- Georgetown University School of Medicine, United States
| | - Anousheh Sayah
- Georgetown University Hospital MedStar, Department of Radiology, United States
| | - Muhammad Umair
- Johns Hopkins University, Department of Radiology, United States
| | - Yusuf T Akpolat
- Winchester Radiologists, P.C., Breast Imaging, United States
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Teles MS, Mamidanna S, Mattes MD. Assessment of Student Perceptions of Aspects of a Career in Radiation Oncology. J Am Coll Radiol 2024; 21:1079-1089. [PMID: 38369041 DOI: 10.1016/j.jacr.2024.02.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/30/2023] [Revised: 01/27/2024] [Accepted: 02/03/2024] [Indexed: 02/20/2024]
Abstract
PURPOSE To determine medical students' views of various aspects of a career in radiation oncology (RO) to identify areas that may benefit from reform and to guide initiatives to stimulate broader and more diverse student interest in the specialty. METHODS AND MATERIALS An electronic survey was sent to student oncology interest group members at seven US medical schools. The survey asked students to rate 19 aspects of RO on a 5-point bipolar Likert-type scale. Descriptive statistics are reported, along with subgroup analyses based on participants' demographics. RESULTS The response rate was 51.1% (n = 275 of 538). The most favorably rated aspects of RO were outpatient working hours (mean ± SD Likert-type rating of 4.51 ± 0.82), routinely working with other physicians (4.45 ± 0.76), and use of advanced technology to treat patients. The most unfavorably rated aspects of RO were less geographic flexibility for residency or employment (1.98 ± 1.04), spending a lot of time on a computer doing treatment planning (2.80 ± 1.21), and having a job that is not well understood by most doctors and the general public (2.89 ± 1.02). Gender was associated with significant differences in 8 of 19 questions in how each aspect of RO was viewed. Few differences were observed based on race or ethnicity, though Asian participants had a significantly more favorable view of RO being a more science-oriented specialty compared with White or underrepresented students, respectively (3.50 versus 3.21 versus 2.84, P = .01). CONCLUSIONS These findings inform the RO community in the development of more effective initiatives to encourage students to fully explore the specialty.
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Affiliation(s)
| | - Swati Mamidanna
- Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, New Brunswick, New Jersey
| | - Malcolm D Mattes
- Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, New Brunswick, New Jersey; Member ASTRO Communications and Education Committees.
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Seely JM. Women in Radiology: Challenges and Opportunities. JOURNAL OF BREAST IMAGING 2024:wbae030. [PMID: 38943288 DOI: 10.1093/jbi/wbae030] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2024] [Indexed: 07/01/2024]
Abstract
Improving the status of women in radiology is crucial to better work environments. There is strong evidence in the business world that women leaders improve the workplace by making it more financially viable and by increasing collaboration, job satisfaction, and engagement. Diverse leadership fosters innovation, and women approach problem-solving with unique insights and collaborative styles. Gender diversity in leadership correlates with improved patient outcomes because women leaders prioritize patient-centered care and communication. Women create sustainable, productive work and improve radiology. Women serve as powerful role models, inspiring the next generation of women in radiology and addressing gender disparities. Increasing women leaders in radiology is essential to increase the number of women in radiology. This article summarizes many challenges women face when taking leadership roles: organizational biases prioritizing male viewpoints and marginalizing women's voices and contributions, a lack of role models, a lack of time ("second shift"), a lack of confidence, a lack of interest or perceived benefit, a lack of support, burnout, and previous poor experiences. While systemic issues are difficult to overcome, this article assists in the training and development of women radiologists by offering strategies to enhance job satisfaction and bring new and valuable perspectives to leadership.
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Affiliation(s)
- Jean M Seely
- University of Ottawa, Ottawa, Ontario, Canada
- Breast Imaging Section, Ottawa Hospital, Ottawa, Ontario, Canada
- The Ottawa Hospital Research Institute, Ottawa, Ontario, Canada
- Department of Medical Imaging, The Ottawa Hospital, Ottawa, Ontario, Canada
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LeCompte MC, Gibbs IC, Taparra K, Suneja G, Deville C, White Z, MacDuffie E, Pinnix CC, Kamrava M, Jimenez RB, Currey AD, Chen Y, Franco I. How Ending Affirmative Action May Affect Radiation Oncology Workforce and Our Patients: A Collaboration of the American Society of Radiation Oncology, Society of Chairs of Academic Radiation Oncology Programs, Association for Directors of Radiation Oncology Programs, and Association of Residents in Radiation Oncology. Int J Radiat Oncol Biol Phys 2024:S0360-3016(24)00747-8. [PMID: 38944312 DOI: 10.1016/j.ijrobp.2024.06.014] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/21/2023] [Revised: 06/08/2024] [Accepted: 06/16/2024] [Indexed: 07/01/2024]
Affiliation(s)
- Michael C LeCompte
- Department of Radiation Oncology and Molecular Radiation Sciences, Johns Hopkins University, Baltimore, Maryland.
| | - Iris C Gibbs
- Department of Radiation Oncology, Stanford University, Palo Alto, California
| | - Kekoa Taparra
- Department of Radiation Oncology, Stanford University, Palo Alto, California
| | - Gita Suneja
- Department of Radiation Oncology, University of Utah, Salt Lake City, Utah
| | - Curtiland Deville
- Department of Radiation Oncology and Molecular Radiation Sciences, Johns Hopkins University, Baltimore, Maryland
| | - Zachary White
- Department of Radiation Oncology, Stanford University, Palo Alto, California
| | - Emily MacDuffie
- Department of Radiation Oncology, University of Pennsylvania, Philadelphia, Pennsylvania
| | - Chelsea C Pinnix
- Department of Radiation Oncology, University of Texas MD Anderson Cancer, Houston, Texas
| | - Mitchell Kamrava
- Department of Radiation Oncology, Cedars Sinai Medical Center, Los Angeles, California
| | - Rachel B Jimenez
- Department of Radiation Oncology, Massachusetts General Hospital, Boston, Massachusetts
| | - Adam D Currey
- Department of Radiation Oncology, Medical College of Wisconsin, Milwaukee, Wisconsin
| | - Yuhchyau Chen
- Department of Radiation Oncology, University of Rochester Medical Center, Rochester, New York
| | - Idalid Franco
- Department of Radiation Oncology, Brigham and Women's Hospital/Dana-Farber Cancer Institute, Boston, Massachusetts
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Firouzabadi FD, Hesami M, Sheikhy A, Radmard M, Dabiri M, Ramezanpour S, Yousem DM. Representation of International Medical Graduates Among Diagnostic Radiology Chairs, Neuroradiology Chiefs, and Program Directors. Acad Radiol 2024:S1076-6332(24)00291-5. [PMID: 38871553 DOI: 10.1016/j.acra.2024.05.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2024] [Revised: 05/06/2024] [Accepted: 05/07/2024] [Indexed: 06/15/2024]
Abstract
RATIONALE AND OBJECTIVES The number of international medical graduates (IMGs) entering radiology residencies and neuroradiology fellowships averaged 9.7% and 20.9% from 2021 to 2023, respectively. We aimed to determine whether IMG graduates are populating leadership roles at a proportionate rate in diagnostic radiology (DR) and neuroradiology. MATERIALS AND METHODS We surveyed 191 DR program directors, 94 neuroradiology program directors (PDs), 192 chairs of radiology, and 91 directors of neuroradiology inquiring about their original citizenship and medical school (American Medical Graduates [AMG] vs IMG). We reviewed institutional websites to obtain missing data and recorded H indices for each person using Scopus. RESULTS We confirmed the original citizenship and medical school location in 61-75% and 93-98% of each leadership group. We found that 16.2% of DR program directors, 43.7% of neuroradiology PDs, 28.5% of Chairs, and 40.6% of neuroradiology directors were not originally US citizens. The IMG rate was 18/188 (9.6%), 20/90 (22.2%), 26/186 (14.0%), and 19/85 (22.4%) for the same groups respectively. The most common country of origin and medical school cited was India for all leadership groups. IMGs had a median H index of 14 while AMG 10, significantly different (p = 0.021) CONCLUSION: Compared to the rate of diagnostic and neuroradiology trainees entering from 2021 to 2023, IMGs are proportionately represented at the leadership positions studied. The H index of the IMGs was higher than AMG. We conclude that IMGs have made substantial and proportionate inroads in radiology and neuroradiology leadership.
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Affiliation(s)
| | - Mina Hesami
- Section of Emergency Ultrasound, Department of Emergency Medicine, Yale School of Medicine, New Haven, Connecticut, USA
| | - Ali Sheikhy
- Non-Communicable Diseases Research Center, Endocrinology and Metabolism Population Sciences Institute, Tehran University of Medical Sciences, Tehran, Iran
| | - Mahla Radmard
- Russell H. Morgan Department of Radiology and Radiological Science, Johns Hopkins Medical Institution, Baltimore, Maryland, USA
| | - Mona Dabiri
- Russell H. Morgan Department of Radiology and Radiological Science, Johns Hopkins Medical Institution, Baltimore, Maryland, USA
| | | | - David M Yousem
- Russell H. Morgan Department of Radiology and Radiological Science, Johns Hopkins Medical Institution, Baltimore, Maryland, USA
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Shunmugam M, Friesen S, Kipfer S, Klonowski A, Hehar HK, Lei LY, Yong-Hing CJ, Khosa F. Gender distribution of North American professional radiology society award recipients. Clin Imaging 2024; 108:110096. [PMID: 38306933 DOI: 10.1016/j.clinimag.2024.110096] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/21/2023] [Revised: 01/14/2024] [Accepted: 01/25/2024] [Indexed: 02/04/2024]
Abstract
PURPOSE Women remain underrepresented in radiology and there is a paucity of literature examining the recognition of their professional contributions to the discipline. The purpose of this study was to examine the gender distribution of award winners across all North American radiology societies. METHODS The gender distribution of 1923 award recipients from 21 North American radiology societies between 1960 and 2021 was examined. Awards were divided into four categories: leadership, teaching, contribution to radiology, and promising new/young societal member. Primary outcome was the total proportion of awards received by gender. All data was compared to the gender distribution of working radiologists in North America. RESULTS A total of 1923 award recipients were identified between 1960 and 2021. Seventy-nine percent of award recipients were men (n = 1527) and 21 % were women (n = 396). As of 1970, the proportion of women award recipients increased 0.55 % ± 0.07 % each year. The proportion of women receiving radiological awards after 2018 is equal to or surpassing the percentage of women radiologists. Women received 36.4 % of leadership, 33.6 % of promising new member, 30.1 % of teaching, and 14.4 % of lifetime contribution awards. CONCLUSIONS In the last five years, the proportion of women receiving awards was equal to or greater than the proportion of women radiologists. Women received more leadership awards and fewer lifetime contributor awards compared to men.
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Affiliation(s)
| | - Seth Friesen
- Max Rady College of Medicine, Winnipeg, MB, Canada
| | - Sharon Kipfer
- Faculty of Medicine, University of British Columbia, Vancouver, BC, Canada
| | | | - Harleen K Hehar
- Faculty of Medicine, University of British Columbia, Vancouver, BC, Canada
| | - Lucy Y Lei
- Cumming School of Medicine, University of Calgary, Calgary, AB, Canada
| | - Charlotte J Yong-Hing
- Faculty of Medicine, University of British Columbia, Vancouver, BC, Canada; Diagnostic Imaging, BC Cancer, Vancouver, BC, Canada
| | - Faisal Khosa
- Faculty of Medicine, University of British Columbia, Vancouver, BC, Canada; Department of Radiology, Vancouver General Hospital, Vancouver, BC, Canada.
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Obeng K. Diversity, Equity, and Inclusion in Healthcare and Academic Radiology: A Critical Examination of Demographic Disparities in 2023. Semin Ultrasound CT MR 2024; 45:170-177. [PMID: 38401828 DOI: 10.1053/j.sult.2024.02.006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/26/2024]
Abstract
Diversity, equity, and inclusion (DEI) are fundamental to a just healthcare system, yet academic radiology continues to grapple with the underrepresentation of women and underrepresented minorities (URMs). This study investigates demographic disparities within academic radiology and proposes strategies to enhance DEI. Through analysis of demographic data and a review of successful DEI initiatives, I identified a severe underrepresentation of URMs and women throughout every stage of the radiology pipeline. Challenges such as implicit bias, financial barriers, and lack of mentorship contribute to this disparity. However, promising initiatives like the Radiology Leadership Institute and the Association of University Radiologists Mentorship Program offer examples of progress in diversifying the field. To achieve true DEI in academic radiology, a multifaceted approach is essential, encompassing early outreach, financial aid, mentorship, inclusive recruitment, and a commitment to fostering a welcoming environment. Continuous evaluation and adaptation of these initiatives will pave the way for a more equitable and inclusive future in radiology.
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Affiliation(s)
- Kwaku Obeng
- Diagnostic Radiology, Department of Radiology, University of Kentucky, Lexington, KY.
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8
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Wu X, Khunte M, Tegtmeyer K, Bajaj S, Prajapati P, Payabvash S, Gandhi D, Malhotra A. Trends of diversity in radiology trainees compared to other primary- and nonprimary-care specialties. Clin Imaging 2024; 106:110015. [PMID: 38065023 DOI: 10.1016/j.clinimag.2023.110015] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2023] [Revised: 10/24/2023] [Accepted: 10/30/2023] [Indexed: 01/15/2024]
Affiliation(s)
- Xiao Wu
- Department of Radiology, University of California at San Francisco, United States of America
| | - Mihir Khunte
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, United States of America.
| | - Kyle Tegtmeyer
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, United States of America.
| | - Suryansh Bajaj
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, United States of America
| | - Priyanka Prajapati
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, United States of America
| | - Seyedmehdi Payabvash
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, United States of America
| | - Dheeraj Gandhi
- Interventional Neuroradiology, Radiology, Nuclear Medicine, Neurology and Neurosurgery, University of Maryland School of Medicine, United States of America.
| | - Ajay Malhotra
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, United States of America.
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9
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Gangwani P, Bennie K, Gupta A, Koka S, Bompolaki D. Women in leadership positions in dentistry: A scoping review. J Am Dent Assoc 2024; 155:138-148.e1. [PMID: 38180427 DOI: 10.1016/j.adaj.2023.10.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2023] [Revised: 09/06/2023] [Accepted: 10/02/2023] [Indexed: 01/06/2024]
Abstract
BACKGROUND The objectives of this scoping review were to calculate the prevalence of women in leadership positions in dentistry, present existing research on gender (male, female) disparities affecting dentistry globally, identify gaps in the literature that can drive future research, and provide recommendations for achieving gender parity in leadership positions. TYPES OF STUDIES REVIEWED A search of PubMed, Web of Science, Cumulative Index to Nursing and Allied Health Literature, Embase, Google Scholar, and Cochrane Central Register of Controlled Trials databases was performed using search terms. The search strategies were developed to cover English-language articles from January 2016 through April 2022 that examined the prevalence of women in leadership positions in dentistry. Abstracts, newsletters, qualitative reports, and letters to the editors were excluded. RESULTS Eighteen studies met all inclusion criteria and were included in the final analysis. Low prevalence was noted of women in leadership positions in dentistry globally. Multiple reasons that have led to gender disparities were identified and recommendations for decreasing gender disparities and achieving gender equity in dentistry were provided. PRACTICAL IMPLICATIONS Over the years, several factors have contributed to gender inequalities in dentistry. However, during the past decade, gender equity, inclusion, and diversity have been recognized increasingly as core values of the dental profession. Presenting and analyzing all available data surrounding this topic are of paramount importance to start formulating appropriate strategies to achieve gender parity in all areas of dental leadership.
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Rodrigues TC, Antunes E, Dias P, Serfaty A. Representation of women in musculoskeletal radiology conferences in Europe and North and South Americas: an estimation and comparative analysis. Skeletal Radiol 2024; 53:117-127. [PMID: 37306770 DOI: 10.1007/s00256-023-04377-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/23/2023] [Revised: 05/22/2023] [Accepted: 05/29/2023] [Indexed: 06/13/2023]
Abstract
OBJECTIVE To assess gender distribution and disparities in the musculoskeletal field at radiology conferences and to identify factors associated with the imbalance of women speakers. MATERIALS AND METHODS This cross-sectional study evaluated publicly available data online from musculoskeletal radiology conference programs from radiological societies across Europe, North America (NA), and South America (SA) from 2016 to 2020. The gender of invited speakers, moderators, and planning committee members and the occurrence of single-gender panels for musculoskeletal and plenary sessions were assessed. RESULTS A total of 531 sessions, 2580 speakers, 603 moderators, and 231 planning committee members were assessed. Women accounted for 26.6% of total speakers (p<0.001), 33.3% of moderators (p<0.001), and 31.2% of planning committee members (p=0.381). All-male panels were 26.7%, with 21.1% of women moderating these panels (p<0.001). The proportion of women speakers in musculoskeletal and plenary sessions was 29.7% and 34.6% in NA (p=0.035, p=0.052), 26.6% and 25.0% in Europe (p<0.001, p=0.199), and 12.9% and 13.6% in SA (p<0.001). The proportion of women moderators was 35.0% in NA (p=0.002), 37.1% in Europe (p=0.914), and 13.8% in SA (p<0.001). A linear relationship was observed in the proportion of women speakers, moderators, and members of the planning committee (p<0.05). CONCLUSION We evaluated the participation of women speakers in musculoskeletal radiology conference programs, with significant differences in Europe and South America in all years evaluated, and the participation of women moderators with significant differences in South America and in all-male panels in all regions. Acknowledging gender biases and increasing the number of women on planning committees may help address gender imbalance and promote gender equity.
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Affiliation(s)
| | - Erika Antunes
- Medscanlagos Radiology, rua Manoel Francisco Valentim, 57, Cabo Frio, RJ, 28906220, Brazil
| | - Pedro Dias
- Grupo Fleury, Rio de Janeiro, RJ, Brazil
- Hospital Copa Star, Rio de Janeiro, RJ, Brazil
| | - Aline Serfaty
- Medscanlagos Radiology, rua Manoel Francisco Valentim, 57, Cabo Frio, RJ, 28906220, Brazil.
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Yohannes N, Gil HDJ, Babagbemi K, RoyChoudhury A, D'Angelo D, Belfi LM. Supporting underrepresented minority students and advancing educational and health equity: Travelers Summer Research Fellowship (TSRF) program radiology panel. Clin Imaging 2023; 104:109927. [PMID: 37866254 PMCID: PMC10204280 DOI: 10.1016/j.clinimag.2023.05.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/18/2023] [Revised: 04/28/2023] [Accepted: 05/09/2023] [Indexed: 10/24/2023]
Abstract
OBJECTIVE The COVID-19 pandemic has highlighted the racial disparities in health outcomes within our nation. This is especially relevant in the field of radiology where the lack of minority representation is particularly striking. The purpose of this paper is to describe a pipeline program designed to support underrepresented minority (URM) students and provide a model to bridge URMs to careers in medicine hence cultivating health equity. METHODS We designed a radiology pipeline program within The Travelers Summer Research Fellowship Program (TSRF) to give underrepresented students an opportunity to engage with radiologists. Participants experience a rich inquiry-based curriculum and completed pre- and post-intervention surveys that measured motivational factors for medical education and interest level in medical careers. RESULTS 29 undergraduate students participated in the 2021 TSRF Program. The data comparing the pre- and post-surveys demonstrated that the TSRF program played a positive role in sparking interest in radiology, debunking misperceptions about radiologists, and boosting participant confidence regarding medical school applications. DISCUSSION We created an interactive curriculum for URM students to cultivate a new generation of radiologists that will reflect and better meet the needs of the populations they are serving thereby mitigating the current health disparities in our nation.
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Affiliation(s)
- Nathaniel Yohannes
- Department of Radiology, Weill Cornell Medicine, United States of America.
| | | | - Kemi Babagbemi
- Department of Radiology, Weill Cornell Medicine, United States of America
| | - Arindam RoyChoudhury
- Department of Population Health Sciences, Weill Cornell Medicine, United States of America
| | - Debra D'Angelo
- Department of Population Health Sciences, Weill Cornell Medicine, United States of America
| | - Lily M Belfi
- Department of Radiology, Weill Cornell Medicine, United States of America
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Wu X, Khunte M, Bajaj S, Prajapati P, Payabvash S, Wintermark M, Gandhi D, Malhotra A. Diversity in Radiology Residents Relative to Other Specialties- Trends Over the Past Decade. Acad Radiol 2023; 30:2736-2740. [PMID: 37748955 DOI: 10.1016/j.acra.2023.07.020] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2023] [Revised: 07/10/2023] [Accepted: 07/20/2023] [Indexed: 09/27/2023]
Abstract
RATIONALE AND OBJECTIVES The objective of this study was to assess diversity among radiology residents relative to other specialties and compare it with historical trends. MATERIALS AND METHODS The Graduate Medical Education results from 2010-2011 to 2020-2021 were accessed for demographic information for major medical specialties (number of residents > 500 as of the 2020-2021 report). Subspecialties and fellowship programs were not included in this analysis. The racial and ethnicity breakdowns were extracted, including Black, White/Caucasian, Asian, Hispanic, and others. The changes in racial and ethnicity composition of residents in radiology was compared to other specialties using the Chi Squared test using a significance level of p < 0.05. RESULTS In 2020-2021, radiology ranked ninth in total resident enrollment among the 21 largest ACGME training programs, unchanged when compared to 2010-2011. Amongst all specialties, Radiology ranked 10th for Black and 9th for Hispanic representation in 2020-2021.The percentage of Black residents increased from 3.07% in 2010-2011 to 3.83% in 2020-2021. The percentage of Hispanic Radiology residents increased from 4.83% to 7.35%, constituting the third largest increase amongst all specialties. CONCLUSION The representation of Blacks and Hispanics in Radiology has improved relative to other medical specialties in the last decade.
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Affiliation(s)
- Xiao Wu
- Department of Radiology, University of California at San Francisco, San Francisco, CA
| | - Mihir Khunte
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, CT
| | - Suryansh Bajaj
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, CT
| | - Priyanka Prajapati
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, CT
| | - Seyedmehdi Payabvash
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, CT
| | - Max Wintermark
- Department of Neuroradiology, MD Anderson Cancer Center, Houston, Texas
| | - Dheeraj Gandhi
- Interventional Neuroradiology, Nuclear Medicine, Neurology and Neurosurgery, University of Maryland School of Medicine, Baltimore, MD
| | - Ajay Malhotra
- Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, CT.
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Camargo A. Developing strategies to improve the sense of belonging and mitigate tokenism. Clin Imaging 2023; 103:109987. [PMID: 37742412 DOI: 10.1016/j.clinimag.2023.109987] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/21/2023] [Revised: 08/30/2023] [Accepted: 09/15/2023] [Indexed: 09/26/2023]
Abstract
Despite the increase in DEI initiatives and the rising social awareness, diversity, equity, and inclusiveness are still scarce in many work environments. In the process of implementing a diverse group in the workplace and training programs, retention efforts should always follow recruitment strategies; it is crucial to establish an environment that offers recruited women and minorities a sense of belonging and inclusiveness. Literature shows that diversity and belonging benefit not only the individual, but also the organization, society, and health care system. Many strategies to foster a sense of belonging in the workplace have been suggested, including, but not limited to, mentorship, sponsorship, affinity groups, dashboards, and surveys. Leaderships should acknowledge DEI initiatives, promoting efforts to enhance inclusiveness and mitigate tokenism. Amid DEI criticism and backlash, it is important to continue to promote education and positive discussions and aim for cultural changes targeting rooted systemic racism and discrimination, which continue to impose an obstacle to DEIB achievements.
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Affiliation(s)
- Aline Camargo
- Department of Radiology and Imaging Sciences, Emory University School of Medicine, 1364 Clifton Road NE, Atlanta, GA 30322, USA.
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Harji D, Sarmah P, Gwyther B, Lyons MK, Boereboom CL, Siddiqi S, Arnott R, Harikrishnan A, Maxwell-Armstrong C, Cuming T. Bridging that gap: a qualitative study of perceptions of equality, diversity and inclusivity in colorectal surgery in the UK and Ireland. BMJ Open 2023; 13:e069297. [PMID: 37429683 DOI: 10.1136/bmjopen-2022-069297] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 07/12/2023] Open
Abstract
BACKGROUND There is a growing recognition on the importance of equality, diversity and inclusion (EDI) within surgery and the need to diversify the surgical community and its various organisations, in a bidto reflect the diverse populations they serve. To create, sustain and encourage a diverse surgical workforce requires an in-depth understanding of the current makeup of key surgical institutions, relevant issues pertaining to EDI and appropriate solutions and strategies to ensure tangible change. OBJECTIVES Following on from the recent Kennedy Review into Diversity and Inclusion commissioned by the Royal College of Surgeons of England, the aim of this qualitative study was to understand the EDI issues which affected the membership of the Association of Coloproctology of Great Britain and Ireland, while seeking appropriate solutions to address them. DESIGN Dedicated, online and qualitative focus groups. PARTICIPANTS Colorectal surgeons, trainees and nurse specialists were recruited using a volunteer sampling strategy. METHODS A series of online, dedicated, qualitative focus groups across the 20 chapter regions were held. Each focus group was run informed by a structured topic guide. All participants who were given the opportunity to remain anonymous were offered a debriefing at the end. This study has been reported in keeping with the Standards for Reporting Qualitative Research. RESULTS Between April and May 2021, a total number of 20 focus groups were conducted, with a total of 260 participants across 19 chapter regions. Seven themes and one standalone code pertaining to EDI were identified: support, unconscious behaviours, psychological consequences, bystander behaviour, preconceptions, inclusivity and meritocracy and the one standalone code was institutional accountability. Five themes were identified pertaining to potential strategies and solutions: education, affirmative action, transparency, professional support and mentorship. CONCLUSION The evidence presented here is of a range of EDI issues which affect the working lives of those within colorectal surgery in the UK and Ireland, and of potential strategies and solutions which can help build a more inclusive, equitable and diverse colorectal community.
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Affiliation(s)
- Deena Harji
- Department of Surgery, Manchester University Foundation Trust, Northern Surgical Trainees Research Association, Newcastle, UK
| | - Panchali Sarmah
- Robert Kilpatrick Clinical Sciences Building, University Hospitals of Leicester NHS Trust, Leicester, UK
- Leicester Cancer Research Centre, University of Leicester, Leicester, UK
| | - Bethany Gwyther
- Barts and The London School of Medicine and Dentistry, Queen Mary University of London, London, UK
| | - M K Lyons
- Barts and The London School of Medicine and Dentistry, Queen Mary University of London, London, UK
| | | | - S Siddiqi
- Department of Surgery, Mid and South Essex NHS Foundation Trust, Basildon, UK
| | - R Arnott
- Institute for Energy Studies, University of Oxford, Oxford, UK
| | - Athur Harikrishnan
- Department of Surgery, Sheffield Teaching Hospitals NHS Foundation Trust, Sheffield, UK
| | | | - Tamzin Cuming
- Deparment of Surgery, Homerton University Hospital NHS Foundation Trust, London, UK
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15
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Mohammed TL. Diversity in Radiology: The Time has Come. Semin Roentgenol 2023; 58:384. [PMID: 37507178 DOI: 10.1053/j.ro.2023.03.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/26/2023] [Accepted: 03/03/2023] [Indexed: 04/05/2023]
Affiliation(s)
- Tan Lucien Mohammed
- Department of Radiology, University of South Florida - Morsani College of Medicine, Tampa, FL.
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16
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Cetnar AJ, DiCostanzo DJ, Weldon M, Swanson AE, Mathews J, Gupta N. Blinding of Residency Applications in Medical Physics: Promises and Pitfalls. Adv Radiat Oncol 2023; 8:101242. [PMID: 37250285 PMCID: PMC10209683 DOI: 10.1016/j.adro.2023.101242] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/11/2023] [Accepted: 03/31/2023] [Indexed: 05/31/2023] Open
Abstract
Purpose The feasibility of blinding applications for a medical physics residency program has yet to be demonstrated in the literature. We explore the application of an automated approach with human review and intervention to blind applications during the annual medical physics residency review cycle. Methods and Materials Applications were blinded using an automated process and used for the first phase of residency review in the program. We retrospectively compared self-reported demographic and gender data with blinded and nonblinded cohorts from 2 sequential years of review from a medical physics residency program. Demographic data were analyzed comparing applicants with candidates selected to move to the next phase of the review process. Interrater agreement was also evaluated from the applicant reviewers. Results We show the feasibility of blinding applications for a medical physics residency program. We observed no more than a 3% difference between the gender selection within the first phase of application review but greater differences when examining race and ethnicity between the 2 methods. The greatest difference was shown to be between Asian and White candidates, where there are statistical differences in the scores in the rubric categories of essay and overall impression. Conclusions We suggest that each training program critically evaluate its selection criteria for potential sources of bias within the review process. We recommend further critical investigation of processes to promote equity and inclusion to ensure the methods and outcomes are aligned with the mission of the program. Finally, we recommend that the common application provide an option for blinding applications at the source so this can be an option to facilitate efforts for evaluating unconscious bias in the review process.
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17
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Ahmed R, Hartwell JL, Farley H, MacRae J, Rogers DA, Lawrence EC, Brazeau CM, Park EM, Cassidy A, Hartsock J, Holmes E, Schroeder K, Barach P. Navigating Minority and Gender Discrimination, Substance Use Disorder, Financial Distress, and Workplace Politics: Lessons for Work-Life Wellness in Academic Medicine: Part 2 of 3. Kans J Med 2023; 16:159-164. [PMID: 37377619 PMCID: PMC10291990 DOI: 10.17161/kjm.vol16.19953] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/26/2023] [Accepted: 05/31/2023] [Indexed: 06/29/2023] Open
Abstract
In this second of three manuscripts addressing a range of complex work and personal issues, the authors explore case scenarios with characters who work in the fields of general surgery, orthopedic surgery, anesthesiology, neurology, radiology, and otolaryngology. The medical specialty identifiers help inform some baseline understanding of the demands of that particular profession but are less pertinent than the specifics of each case. In this manuscript, the authors dive into the topics of navigating a lawsuit and professional burnout, personal finances, substance use disorder, demands of clinical work and workplace politics, diversity and inclusion, and dealing with major personal illness. The authors provide practical steps to help the readers deal with similar situations and provide insight to support persons on how to improve support structures.
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Affiliation(s)
- Rami Ahmed
- Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN
| | | | | | | | | | - Elizabeth C Lawrence
- Department of Internal Medicine, University of New Mexico Health Sciences, Albuquerque, NM
| | - Chantal Mlr Brazeau
- Department of Family Medicine, Rutgers New Jersey Medical School, Newark, NJ
| | - Eliza M Park
- Departments of Psychiatry and Medicine, University of North Carolina School of Medicine, Chapel Hill, NC
| | - Anna Cassidy
- University of North Carolina, School of Medicine, Chapel Hill, NC
| | - Jane Hartsock
- Center for Bioethics, Indiana University, Indianapolis, IN
| | - Emily Holmes
- Department of Psychiatry, Indiana University School of Medicine, Indianapolis, IN
| | - Kristen Schroeder
- Department of Psychiatry, Indiana University School of Medicine, Indianapolis, IN
| | - Paul Barach
- Thomas Jefferson School of Medicine, Philadelphia, PA
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18
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Averill SL, Pollard JH, Metz CM, DiCamillo PA, Stiles JL, Maiers JJ, Martinez DA, N Ferguson N, R Patel A, Zhan X. Grassroots Approach to Forming a Diversity, Equity, and Inclusion Committee in an Academic Radiology Department. Radiographics 2023; 43:e220125. [PMID: 37141138 DOI: 10.1148/rg.220125] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/05/2023]
Abstract
Radiology is among the medical specialties that have made the fewest gains in closing the gap in underrepresented minorities and women. Diversity, equity, and inclusion (DEI) initiatives are important for promoting healthy learning environments for trainees, health equity for patients, and equitable career development opportunities for employees, all of which contribute to innovation in today's competitive health care environment. DEI committees can self-organize or form from institutional directives. These committees can implement impactful projects in multiple domains in education, recruitment and retention, department culture, and health equity research. This article describes the formation of a grassroots DEI committee, key initiatives and strategies, and structures for accountability. ©RSNA, 2023 Quiz questions for this article are available in the supplemental material.
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Affiliation(s)
- Sarah L Averill
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Janet H Pollard
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Catherine M Metz
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Paul A DiCamillo
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Jared L Stiles
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Jennifer J Maiers
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Denise A Martinez
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Nkanyezi N Ferguson
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Aditi R Patel
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
| | - Xin Zhan
- From the Departments of Radiology (S.L.A., J.H.P., C.M.M., P.A.D., J.L.S., J.J.M., A.R.P., X.Z.), Family Medicine (D.A.M.), and Dermatology (N.N.F.), University of Iowa, 200 Hawkins Dr, Iowa City, IA 52246; and Department of Radiology, Iowa City Veterans Health Care System, Iowa City, IA (J.H.P.)
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Paradis KC, Franco I, Beltrán Ponce S, Chaurasia A, Laucis AM, Venkat P, Siker M, Suneja G, Deville C, Munbodh R, Mattes MD. The Current State of Departmental Diversity, Equity, and Inclusion Efforts Within US Academic Radiation Oncology Departments. Int J Radiat Oncol Biol Phys 2023; 116:219-228. [PMID: 36306980 DOI: 10.1016/j.ijrobp.2022.06.071] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/18/2022] [Revised: 05/13/2022] [Accepted: 06/05/2022] [Indexed: 01/31/2023]
Abstract
PURPOSE Promoting a diverse workforce of health care professionals that delivers equitable patient care is an important goal in oncology, as in all of medicine. Although most medical schools have a diversity office and associated initiatives, little is known about radiation oncology (RO) department-level efforts to promote diversity, equity, and inclusion (DEI). We describe the current state of DEI leadership and initiatives in RO departments in the US to guide future policies and programs. METHODS AND MATERIALS A total of 124 US RO departments affiliated with a medical school were contacted to identify departmental DEI leadership. Identified DEI leaders were asked to complete an anonymous survey assessing characteristics of their departmental DEI leadership, committee/organizational structure, activities, and perceived barriers to, and effect of, their work. Descriptive statistics are reported. RESULTS Among 85 RO departments that responded (68.5% response rate), 48 (56.5%) reported having a departmental DEI leader. Thirty-four DEI leaders completed the survey (70.8%). Of those who answered each survey question, most DEI leaders were assistant or associate professors (n = 24, 82.8%), women (n = 19, 73.1%), and identified with at least one non-White race or Hispanic ethnicity (n = 15, 53.6%). Nineteen (57.6%) had an associated departmental DEI committee; with 10 of these starting in 2020 or later. Few DEI leaders had administrative support (38.2%), funding (29.4%), protected time (23.5%), or increased compensation for added duties Fifteen (50.0%) believed their DEI-focused efforts were considered for promotion. The most reported initiatives included offering programming/education, supporting students from backgrounds underrepresented in medicine, improving recruitment practices/hiring, and implementing pipeline/pathway projects. The perceived impact of DEI initiatives included an increased culture of respect (89.7%), improved health care disparity awareness (75.9%), and improved systemic/structural racism awareness (79.3%). CONCLUSIONS Departmental DEI efforts are increasingly common within RO, however, the structure, resources, and recognition associated with DEI work are variable. Additional dedicated resources and recognition for these efforts will help ensure a culture of inclusive excellence for the RO workforce and patients.
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Affiliation(s)
- Kelly C Paradis
- Department of Radiation Oncology, Michigan Medicine, Ann Arbor, Michigan.
| | - Idalid Franco
- Department of Radiation Oncology, Brigham and Women's Hospital, Dana-Farber Cancer Institute, Harvard Medical School, Boston, Massachusetts
| | - Sara Beltrán Ponce
- Department of Radiation Oncology, Medical College of Wisconsin, Milwaukee, Wisconsin
| | - Avinash Chaurasia
- National Capital Consortium Radiation Oncology Residency, Uniformed Services University of the Health Sciences, Bethesda, Maryland
| | | | - Puja Venkat
- Department of Radiation Oncology, University of California Los Angeles, Los Angeles, California
| | - Malika Siker
- Department of Radiation Oncology, Medical College of Wisconsin, Milwaukee, Wisconsin
| | - Gita Suneja
- Department of Radiation Oncology, University of Utah, Salt Lake City, Utah
| | - Curtiland Deville
- Department of Radiation Oncology and Molecular Radiation Sciences, Johns Hopkins University, Baltimore, Maryland
| | - Reshma Munbodh
- Department of Radiation Oncology, Alpert Medical School of Brown University, Providence, Rhode Island
| | - Malcolm D Mattes
- Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, New Brunswick, NJ
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20
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Grace HE, Hurwitz MD, Mattes MD, Etienne M. Predictors of Interest in Radiation Oncology: The Effect of Race, Ethnicity, Gender, and Other Diversity Measures. Adv Radiat Oncol 2023; 8:101140. [PMID: 36896219 PMCID: PMC9991538 DOI: 10.1016/j.adro.2022.101140] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/21/2022] [Accepted: 12/01/2022] [Indexed: 12/13/2022] Open
Abstract
Purpose The presence of women and people underrepresented in medicine (URiM) continues to be lower in radiation oncology (RO) than within the United States population, medical school graduates, and oncology fellowship applicants. The objective of this study was to identify demographics of matriculating medical students who are inclined to consider pursuing a residency in RO and identify barriers to entry that students may perceive before medical school training. Methods and Materials A survey of incoming medical students at New York Medical College was distributed via e-mail and assessed demographic background information, interest in and awareness of oncologic subspecialties, and perceived barriers to RO. Results Students of the incoming class of 2026 had a complete response rate of 72% (155 complete responses and 8 incomplete responses of 214 class members). Two-thirds of participants had prior awareness of RO, and half have considered pursuing an oncologic subspecialty, but less than one-fourth have ever previously considered a career in RO. Students responded that they need more education, clinical exposure, and mentorship to increase their chance of choosing RO. Male participants had 3.4 times the odds of having an acquaintance in the community tell them about the specialty and also had significantly greater interest in using advanced technologies. There were no URiM participants who had personal relationships with an RO physician compared with 6 (4.5%) non-URiM participants. The average response to "What is the likelihood that you will pursue a career in RO?" showed no significant difference between genders. Conclusions All races and ethnicities scored a similar likelihood of pursuing a career in RO, which differs greatly from the current RO workforce. Responses emphasized the importance of education, mentorship, and exposure to RO. This study demonstrates the need for support of female and URiM students during medical school.
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Affiliation(s)
- Holly E Grace
- Department of Radiation Medicine, New York Medical College, Valhalla, New York
| | - Mark D Hurwitz
- Department of Radiation Medicine, New York Medical College, Valhalla, New York.,Department of Radiation Medicine, Westchester Medical Center, Valhalla, New York
| | - Malcolm D Mattes
- Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, New Brunswick, New York
| | - Mill Etienne
- Department of Neurology, New York Medical College, Valhalla, New York.,Department of Medicine, New York Medical College, Valhalla, New York
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21
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Diversity, Equity, and Inclusion Programs in Radiology: Data-Driven Strategies for Success, From the AJR Special Series on DEI. AJR Am J Roentgenol 2023; 220:780-785. [PMID: 36287624 DOI: 10.2214/ajr.22.28422] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
Radiology practices nationwide have implemented diversity, equity, and inclusion (DEI) programs seeking to change the landscape of a field traditionally dominated by White men. However, measuring these programs' success is often challenging, and a lack of documented success may threaten such programs' ongoing growth. This article explores the application of metrics and overall concepts from the business world to assess the success of DEI programs in radiology practices. Metrics and processes are described for each area, including demographic data for measuring diversity, compensation and leadership representation data for measuring equity, and survey-based data for measuring inclusion. A practical data-driven framework is presented that radiology practices may adapt to their DEI programs. This framework is centered on critical assessment of a practice's current shortcomings and creation of leadership accountability to track progress and effect real change. Through the spectrum of considerations highlighted in this article, DEI programs can have a large impact in driving measurable success for radiology practices and ultimately the specialty at large.
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22
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Musa A, Afify O, Al-Hihi M, Anavim A, Holton JM, Azar S, Kumar V, Cassella KD, Ledbetter KA, Trivedi PS, Arnold EC, Ter-Oganesyan R. Views of Diagnostic Radiology Residency Program Directors Regarding Methods to Increase Female and Under-Represented in Medicine Residents: A Cross-sectional Study. Acad Radiol 2023; 30:541-547. [PMID: 35581054 DOI: 10.1016/j.acra.2022.03.024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/17/2022] [Revised: 03/22/2022] [Accepted: 03/24/2022] [Indexed: 01/25/2023]
Abstract
RATIONALE AND OBJECTIVES Diagnostic radiology remains one of the least diverse medical specialties. Recent reports have found that the number of female and under-represented in medicine (URiM) residents have not increased despite efforts to increase representation over the last decade. Given the critical role of residency program directors in selecting diverse applicants, this study was performed to identify which strategies were most preferred to increase the number of female and/or URiM residents by directors of diagnostic radiology residency training programs. MATERIALS AND METHODS This was an anonymous, cross-sectional study of diagnostic radiology residency program directors that included a survey about program characteristics, demographics, and strategies to increase the number of female and/or URiM residents. RESULTS The questionnaire was submitted to 181 potential participants with a 19.9% response rate. The most preferred strategies to increase diversity involved directly recruiting medical students, promoting mentorship, increasing the number of diverse teaching faculty, and unconscious bias training. The least supported strategies included deemphasizing exam scores, accepting more international graduates, accepting a minimum number of female and/or URiM applicants, and de-identifying applications. Female and/or URiM program directors indicated a statistically significant preference for medical student recruitment and providing an opportunity to discuss workplace issues for female and/or URiM trainees (p < 0.05). CONCLUSION Diagnostic radiology residency program directors endorsed a wide variety of strategies to increase diversity. Recruitment of female and/or URiM medical students and promoting the number of diverse faculty members and mentorship of trainees by these faculty appear to be the most preferred strategies to increase female and/or URiM residents. Female and/or URiM program directors placed a greater importance on recruiting diverse applicants and supporting safe discussion of workplace issues faced by female and/or URiM radiology residents.
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Affiliation(s)
- Arif Musa
- Wayne State University School of Medicine, 540 East Canfield Street, Detroit, Michigan, 48201.
| | - Omar Afify
- Wayne State University School of Medicine, Detroit, Michigan
| | - Maysoon Al-Hihi
- Wayne State University School of Medicine / Detroit Medical Center, Detroit, Michigan
| | - Arash Anavim
- University of California Irvine Medical Center, Orange, California
| | - Jeffrey M Holton
- Diagnostic Radiology Residency Dearborn, Beaumont Hospital Dearborn, Dearborn, Michigan
| | - Shadi Azar
- University of Michigan Medical School, Ann Arbor, Michigan
| | - Vishal Kumar
- University of California San Francisco Department of Radiology and Biomedical Imaging, San Francisco, California
| | - Katharyn D Cassella
- Diagnostic Radiology Residency Dearborn, Beaumont Hospital Dearborn, Dearborn, Michigan
| | | | | | - El Caney Arnold
- Wayne State University School of Medicine, Detroit, Michigan
| | - Ramon Ter-Oganesyan
- University of Southern California Keck School of Medicine, Los Angeles, California
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23
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Lessons learned from a diversity and inclusion survey of the Maryland Radiological Society. Clin Imaging 2023; 95:56-61. [PMID: 36621067 DOI: 10.1016/j.clinimag.2022.12.011] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/22/2022] [Revised: 12/07/2022] [Accepted: 12/27/2022] [Indexed: 12/31/2022]
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24
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Qamar SR, Dhawan T, Adham S, Yahyavi-Firouz-Abadi N, Rehman I, Robbins JB, Hussain M, Kagetsu NJ, Khosa F. Equity, diversity & inclusion in academic radiology: An elusive dream. Clin Imaging 2023; 95:37-46. [PMID: 36603417 DOI: 10.1016/j.clinimag.2022.11.018] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/18/2022] [Revised: 11/15/2022] [Accepted: 11/28/2022] [Indexed: 12/13/2022]
Abstract
BACKGROUND Disparities in sex and race/ethnicity continue to persist in the academic radiology. This study addresses the sex/racial underrepresentation and evolution in the academic radiology. PURPOSE To evaluate academic radiology temporal trends disparities by analyzing sex and race/ethnicity diversity in academic degree and tenure status. MATERIALS AND METHODS A retrospective cross-sectional analysis conducted using American Association of Medical College database between 2007 and 2018. Trends in academic degree, tenure status, race/ethnicity, and sex assessed with linear regression analysis and Poisson regression model for annual percent change with statistical significance of p < 0.05. RESULTS Out of 107,213 radiologists 72%, n = 76,893 males and 64%, n = 68,738 white faculty with 1277 males and 872 females. White MD-degree radiologists constitute 67.2%, Asian (20.9%), Black (2.5%), Hispanic (3.2%), multiple (3.4%), unknown (1.8%) and "other" (1%) races with a similar PhD/other doctoral and dual-degree. White faculty recruitment trend (n2007 = 955, n2018 = 703) and representation (-0.82% per year; 95% CI, -1.00 to -0.63; p < 0.0001) decreased, while Asian URM decreased respectively (n2007 = 152, n2018 = 205) (0.68% per year; 95% CI, 0.58 to 0.77; p < 0.0001). Females were underrepresented in all categories. CONCLUSION URM and females are underrepresented in academic radiology. Academic degree types and tenure track may contribute to White and male academic radiologists overrepresentation.
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Affiliation(s)
- Sadia Raheez Qamar
- Department of Medical Imaging, University of Toronto, Department of Medical Imaging, Canada.
| | | | - Sami Adham
- Department of Medicine, McMaster University, Canada
| | | | - Iffat Rehman
- Department of Radiology, The University of British Columbia, Department of Radiology, Canada
| | - Jessica B Robbins
- Department of Radiology, University of Wisconsin School of Medicine and Public Health, USA
| | - Mehwish Hussain
- Department of Public Health, College of Public Health, Imam Abdulrahman bin Faisal University, Saudi Arabia
| | - Nolan J Kagetsu
- Department of Diagnostic, Molecular and interventional Radiology Icahn School of Medicine at Mount Sinai, USA
| | - Faisal Khosa
- Department of Radiology, The University of British Columbia, Department of Radiology, Canada
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25
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Franco P, De Felice F, Kaidar-Person O, Gabrys D, Marta GN, Banini M, Livi L, Jagsi R, Coles CE, Poortmans P, Meattini I. Equity, Diversity, and Inclusion in Radiation Oncology: A Bibliometric Analysis and Critical Review. Int J Radiat Oncol Biol Phys 2023; 116:232-245. [PMID: 36841344 DOI: 10.1016/j.ijrobp.2023.02.026] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2022] [Revised: 02/12/2023] [Accepted: 02/15/2023] [Indexed: 02/25/2023]
Abstract
The promotion of equity, diversity, and inclusion (EDI) is being increasingly pursued in health care, both in general and within radiation oncology. Because bibliometrics is a powerful tool to reveal the scientific literature on a specific topic during a certain timespan, a systematic bibliometric analysis of the documents published on EDI in radiation oncology was performed, aiming at exploring common patterns in research and emerging trends, tracking collaborations and networks, and anticipating future directions in clinical research. Standard descriptive statistics and bibliometric techniques were used in the analysis. A collaboration network and thematic map were generated from the data. Four domains were represented: (1) motor themes, including themes well developed and important for the structuring of the research field; (2) niche themes, representing the isolated topics that do not share important external links with other themes; (3) emerging themes, referring to still weakly developed topics; and (4) basic themes, including the essential topics. EDI in the profession of radiation oncology is essential to ensure that the workforce delivering radiation oncology care both draws from the full talent pool of human capital and delivers the highest quality science and clinical care to all patients. The burgeoning literature on EDI in radiation oncology suggests that a large and growing cohort of scholars within radiation oncology are dedicated to addressing these important challenges.
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Affiliation(s)
- Pierfrancesco Franco
- Department of Translational Medicine (DIMET), University of Eastern Piedmont, Novara, Italy; Department of Radiation Oncology, Maggiore della Carità University Hospital, Novara, Italy
| | - Francesca De Felice
- Department of Radiotherapy, Policlinico Umberto I, Sapienza University of Rome, Rome, Italy
| | - Orit Kaidar-Person
- Breast Cancer Radiation Therapy Unit, Sheba Medical Center, Ramat Gan, Israel; Sackler School of Medicine, Tel-Aviv University, Tel-Aviv, Israel; GROW - School for Oncology and Developmental Biology, Maastricht University, Maastricht, The Netherlands
| | - Dorota Gabrys
- Radiotherapy Department, Maria Sklodowska-Curie National Research Institute of Oncology, Gliwice Branch, Gliwice, Poland
| | - Gustavo Nader Marta
- Department of Radiation Oncology, Hospital Sírio-Libanês, São Paulo/Brasília, Brazil; Latin American Cooperative Oncology Group (LACOG), Porto Alegre, Brazil
| | - Marco Banini
- Department of Experimental and Clinical Biomedical Sciences "Mario Serio," University of Florence, Florence, Italy; Radiation Oncology Unit, Oncology Department, Azienda Ospedaliero Universitaria Careggi, Florence, Italy
| | - Lorenzo Livi
- Department of Experimental and Clinical Biomedical Sciences "Mario Serio," University of Florence, Florence, Italy; Radiation Oncology Unit, Oncology Department, Azienda Ospedaliero Universitaria Careggi, Florence, Italy
| | - Reshma Jagsi
- Department of Radiation Oncology, University of Michigan, Ann Arbor, Michigan
| | | | - Philip Poortmans
- Department of Radiation Oncology, Iridium Netwerk, Antwerp, Belgium; Faculty of Medicine and Health Sciences, University of Antwerp, Antwerp, Belgium
| | - Icro Meattini
- Department of Experimental and Clinical Biomedical Sciences "Mario Serio," University of Florence, Florence, Italy; Radiation Oncology Unit, Oncology Department, Azienda Ospedaliero Universitaria Careggi, Florence, Italy.
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Kurumety SK, Howshar JT, Loving VA. Breast Cancer Screening and Outcomes Disparities Persist for Native American Women. JOURNAL OF BREAST IMAGING 2023; 5:3-10. [PMID: 38416957 DOI: 10.1093/jbi/wbac080] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2022] [Indexed: 03/01/2024]
Abstract
Over the past three decades, mortality rates from breast cancer have decreased for multiple racial groups but have remained constant for American Indian and Alaskan Native (AI/AN) women. Additionally, AI/AN women are less likely to receive timely breast cancer screening and are more likely to be diagnosed with advanced stage breast cancer at younger ages than their White counterparts. These disparities can be explained, in part, by the unique barriers to accessing care faced by AI/AN women. The Indian Health Service provides care to many AI/AN patients; however, their scope of practice is limited, and the service is chronically underfunded, leaving many women without appropriate and timely care. Additionally, geographic access to care is limited because of the sparsity of clinics and limited transportation resources. American Indian and Alaskan Native patients also harbor a history of mistrust in health care systems, and there is a paucity of culturally sensitive education regarding the importance of screening. There have been some grassroots efforts to address these barriers; however, large-scale coordinated efforts are lacking. In order to provide equitable breast health care, more awareness and widescale initiatives are needed and can be championed by breast radiologists.
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Affiliation(s)
- Sasha K Kurumety
- Houston Methodist Hospital, Department of Radiology, Houston, TX, USA
| | - Jacob T Howshar
- University of Arizona College of Medicine - Phoenix, Phoenix, AZ, USA
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Goldberg JE, Prabhu V, Smereka PN, Hindman NM. How We Got Here: The Legacy of Anti-Black Discrimination in Radiology. Radiographics 2023; 43:e220112. [PMID: 36633971 DOI: 10.1148/rg.220112] [Citation(s) in RCA: 10] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/13/2023]
Abstract
Current disparities in the access to diagnostic imaging for Black patients and the underrepresentation of Black physicians in radiology, relative to their representation in the general U.S. population, reflect contemporary consequences of historical anti-Black discrimination. These disparities have existed within the field of radiology and professional medical organizations since their inception. Explicit and implicit racism against Black patients and physicians was institutional policy in the early 20th century when radiology was being developed as a clinical medical field. Early radiology organizations also embraced this structural discrimination, creating strong barriers to professional Black radiologist involvement. Nevertheless, there were numerous pioneering Black radiologists who advanced scholarship, patient care, and diversity within medicine and radiology during the early 20th century. This work remains important in the present day, as race-based health care disparities persist and continue to decrease the quality of radiology-delivered patient care. There are also structural barriers within radiology affecting workforce diversity that negatively impact marginalized groups. Multiple opportunities exist today for antiracism work to improve quality of care and to apply standards of social justice and health equity to the field of radiology. An initial step is to expand education on the disparities in access to imaging and health care among Black patients. Institutional interventions include implementing community-based outreach and applying antibias methodology in artificial intelligence algorithms, while systemic interventions include identifying national race-based quality measures and ensuring imaging guidelines properly address the unique cancer risks in the Black patient population. These approaches reflect some of the strategies that may mutually serve to address health care disparities in radiology. © RSNA, 2023 See the invited commentary by Scott in this issue. Quiz questions for this article are available in the supplemental material.
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Affiliation(s)
- Julia E Goldberg
- From the Department of Radiology, NYU Langone Health, 550 1st Ave, New York, NY 10016
| | - Vinay Prabhu
- From the Department of Radiology, NYU Langone Health, 550 1st Ave, New York, NY 10016
| | - Paul N Smereka
- From the Department of Radiology, NYU Langone Health, 550 1st Ave, New York, NY 10016
| | - Nicole M Hindman
- From the Department of Radiology, NYU Langone Health, 550 1st Ave, New York, NY 10016
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Scott JA. Invited Commentary: From Unacceptable to Intolerable. Radiographics 2023; 43:e220190. [PMID: 36633973 DOI: 10.1148/rg.220190] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/13/2023]
Affiliation(s)
- Jinel A Scott
- From the Department of Radiology, SUNY Downstate Medical Center, 450 Clarkson Ave, Brooklyn, NY 11203
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Hidden Curriculum and the Demographic Stoicism That Keeps Women and Minorities Away From Radiology: A Mixed-Methods Study of Medical Students. J Am Coll Radiol 2023; 20:268-275. [PMID: 35792165 DOI: 10.1016/j.jacr.2022.04.011] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2021] [Revised: 04/04/2022] [Accepted: 04/22/2022] [Indexed: 11/20/2022]
Abstract
OBJECTIVE To understand how women and historically underrepresented minority medical students perceive radiology as a potential career choice. METHODS Medical students representing a broad spectrum of radiology exposure from a single institution were invited to participate in a mixed-methods study. Participants completed a 16-item survey about demographics and perceptions of radiology. Ten focus groups were administered to probe decision making regarding career selection. The themes influencing women and historically underrepresented minority students are presented. RESULTS Forty-nine medical students, including 29 (59%) women and 17 (35%) underrepresented minorities, participated. Most participants (28 of 48, 58%) reported men outnumbered women in radiology. Female participants reported a lack of mentorship and role models as major concerns. Outreach efforts focused on the family-friendly nature of radiology were viewed as patronizing. Demographic improvements in the field were viewed as very slow. Forty-six percent (22 of 48) of participants indicated that radiology had a less underrepresented racial or ethnic workforce than other medical specialties. Minority participants especially noted a lack of radiology presence in mainstream media, so students have few preconceived biases. A failure to organically connect with the mostly White male radiologists because of a lack of shared background was a major barrier. Finally, participants described a hidden curriculum that pushes minority medical students away from specialty fields like radiology and toward primary care fields to address underserved communities and health care disparities. DISCUSSION Women and historically underrepresented minority medical students perceive major barriers to choosing a career in radiology. Radiology departments must develop sophisticated multilevel approaches to improve diversity.
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Gupta S, Choe AI, Hardy PA, Ganeshan D, Hobbs SK, Probyn L, Awan OA, Straus CM. Proposed Multilevel measures to Support Diversity, Equity and Inclusion (DEI) Efforts in Radiology. Acad Radiol 2022; 30:952-958. [PMID: 36155167 DOI: 10.1016/j.acra.2022.08.020] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2022] [Revised: 08/16/2022] [Accepted: 08/16/2022] [Indexed: 11/19/2022]
Abstract
Integrating diversity into healthcare systems has its challenges and advantages. Academic medicine strives to expand the diversity of the healthcare workforce. The Association of University Radiologists (AUR) put together a task force to review the concept of Diversity, Equity and Inclusion (DEI) as it pertains to Radiology and to propose strategies for better integrating DEI in Radiology. We present several measures aimed at the trainee, leadership, management and professional society levels to empower DEI in Radiology.
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Affiliation(s)
- Supriya Gupta
- Department of Radiology and Imaging, Amita St. Mary's Hospital, Western Springs, IL.
| | - Angela I Choe
- Penn State Health Milton S. Hershey Medical Cente, Hershey, PA
| | | | - Dhakshina Ganeshan
- Department of Abdominal Imaging, The University of Texas MD Anderson Cancer Center, Houston, TX
| | - Susan K Hobbs
- Department of Imaging Sciences, Education Department of Imaging Sciences, Diagnostic Radiology Residency Program, Integrated Diagnostic Radiology/Interventional Radiology Residency Program, University of Rochester Medical Center, Rochester, NY
| | - Linda Probyn
- Department of Medical Imaging, Sunnybrook Health Sciences Centre, Department of Medical Imaging, University of Toronto, Toronto, ON
| | - Omer A Awan
- University of Maryland School of Medicine, Baltimore, MD
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Current Perception of Diversity in Academic Radiology: A Mixed Methods Study of Radiology Program Directors. Acad Radiol 2022:S1076-6332(22)00477-9. [PMID: 36117127 DOI: 10.1016/j.acra.2022.08.022] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2022] [Revised: 08/13/2022] [Accepted: 08/18/2022] [Indexed: 11/24/2022]
Abstract
OBJECTIVES To assess the perceived state of diversity in Radiology Residency Programs in the United States and to evaluate the level of acceptance for diversity, equity, and inclusion (DEI) initiatives. METHODS An electronic survey was conducted of the Radiology Residency Programs in the United States in December 2021 and January 2022. Respondents were recruited by email sent to the members of the Association of University Radiologists who were Radiology Residency Program Directors. Quantitative and Qualitative analyses were performed. RESULTS Of the 198 emails sent out to the Radiology Program Directors, 53 completed surveys were returned (response rate of 27%). Although some progress has been made in increasing the number of women and Asians in Academic Radiology, there is persisting imbalance of the numbers of African American and Latinx radiologists which comprise far less than 25% of the physician workforce. Nearly half of the respondents reported having a Vice Chair of DEI. Three themes emerged from the qualitative analysis. Most respondents agreed that diversity should be considered when recruiting faculty and residents. Many noted a strong commitment to DEI but they felt there was room for improvement in formalizing efforts to aid in recruitment of underrepresented minorities. Diversity education was more likely mandatory for residents and optional for faculty. CONCLUSION Academic Radiology programs are recognizing the value of internal DEI leadership roles. Radiologists are implementing DEI initiatives and making intentional changes in the recruitment of diverse radiologists. More concerted efforts are needed to increase the low numbers of African American and Latinx radiologists. Effective evaluation metrics for various DEI programs are needed to assess how successful these endeavors are in creating lasting changes.
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Abdellatif W, Ding J, Silva YP, Tejani A, LeBedis C. American Society of Emergency Radiology (ASER) social media committee workgroup: best practices for the use of social media in emergency radiology. Emerg Radiol 2022; 29:1033-1042. [DOI: 10.1007/s10140-022-02088-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/29/2022] [Accepted: 09/02/2022] [Indexed: 11/27/2022]
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Lim W, Gupta N, Mandel C. Analysis of gender in radiology in Australia and its importance to the profession and workforce planning. J Med Imaging Radiat Oncol 2022; 67:170-178. [PMID: 36073993 DOI: 10.1111/1754-9485.13467] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/28/2022] [Accepted: 08/24/2022] [Indexed: 11/28/2022]
Abstract
Medical workforce diversity is important with gender constituting a significant role. Male and female medical practitioners participate in the workforce differently: understanding the cultural and social expectations, economic productivity, professional opportunities, and the effects on workforce supply, will aid workforce planning. Having a workforce that reflects the diversity of the community is important in providing patient-centred care. As more than half of medical graduates are female, it would be expected that this is reflected in radiology specialty. We analyse the Australian gender-specific data from the Royal Australian and New Zealand Clinical Radiology (RANZCR) clinical radiology workforce census from 1992 to 2020, focusing on changes in gender representation, number of hours worked per week, differences in subspecialisation and geographical distribution. This analysis found that the proportion of the female radiologists increased from 13% to 29%: still an underrepresentation of women radiologists when compared with the gender distribution of medical students and junior doctors. This will persist in the short to medium term, given the tapering of female doctors entering radiology training. In terms of workforce planning, women are more likely to work less than their male counterparts in the early to mid-career. Women are underrepresentated in interventional and neurointerventional radiology. There is more self-reported subspecialty interest in breast and women's imaging. A review of the literature demonstrated a similar situation in comparable countries. We also considered the reasons, potential solutions for this, and knowledge gaps where research is needed.
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Affiliation(s)
- WanYin Lim
- Dr Jones and Partner, Adelaide, South Australia, Australia.,Royal Adelaide Hospital, Adelaide, South Australia, Australia
| | - Nishant Gupta
- The Royal Australian and New Zealand College of Radiologists, Sydney, New South Wales, Australia
| | - Catherine Mandel
- Swinburne University of Technology and Integral Diagnostics, Melbourne, Victoria, Australia
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Yan TD, Yuan PHS, Saha T, Lebel K, Spalluto L, Yong-Hing CJ. Female Authorship Trends Among Articles About Artificial Intelligence in North American Radiology Journals. Can Assoc Radiol J 2022; 74:264-271. [PMID: 36062579 DOI: 10.1177/08465371221122637] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/29/2022] Open
Abstract
Purpose: To examine trends in female authorship of peer-reviewed North American radiology articles centred around artificial intelligence (AI). Method: A bibliographic search was conducted for all AI-related articles published in four North American radiology journals. Collected data included the genders of the first and last (senior) authors, year and country. We compared the trends of female authorship using Pearson chi-square, Fisher exact tests and logistic regression models. Results: 453 articles met the inclusion criteria. Among these, 107 (22.3%) had a female first author and 97 (27.3%) had a female senior author. Female first authors were over three times more likely to publish with a female senior author. Among the four journals, the CARJ had the highest proportion of female senior authors at 45.5%. The only significant temporal trend identified was an increase over the years in female senior authors in Radiology. Twenty-four countries contributed to the included articles, with the largest contributors being the United States (n = 290) and Canada (n = 30). Of the countries contributing more than 15 articles, there were none with above 50% female authorship. Conclusions: Female authors are underrepresented in AI-related radiology literature. However, there has been an encouraging recent increase in female authorship in AI-related radiology articles trending towards significance. There is a great opportunity to improve female representation in AI with intentional mentorship and recruitment. We urge more platforms for female voices in radiology as AI becomes increasingly integrated into the radiology community.
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Affiliation(s)
- Tyler D Yan
- Department of Radiology, Faculty of Medicine, University of British Columbia, Vancouver, BC, Canada
| | | | - Tania Saha
- Faculty of Medicine, University of Toronto, Toronto, ON, Canada
| | - Kiana Lebel
- Department of Radiology, Faculty of Medicine, University of Montreal, Montreal, QC, Canada
| | - Lucy Spalluto
- Department of Radiology and Radiological Sciences, Vanderbilt University Medical Center, Nashville, TN, USA,Vanderbilt-Ingram Cancer Center, Nashville, TN, USA,Veterans Health Administration-Tennessee Valley Healthcare System Geriatric Research, Education and Clinical Center (GRECC), Nashville, TN, USA
| | - Charlotte J Yong-Hing
- Department of Radiology, Faculty of Medicine, University of British Columbia, Vancouver, BC, Canada,Department of Diagnostic Imaging, BC Cancer, Vancouver, BC, Canada
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Using an Annual Diversity, Equity and Inclusion Dashboard to Accelerate Change in Academic Radiology Departments. Acad Radiol 2022; 30:1164-1170. [PMID: 35995692 DOI: 10.1016/j.acra.2022.07.007] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/24/2022] [Revised: 06/26/2022] [Accepted: 07/11/2022] [Indexed: 11/20/2022]
Abstract
Despite widespread interest in creating a more equitable and inclusive culture, a lack of workforce diversity persists in Radiology, in part due to a lack of universal and longitudinal metrics across institutions. In an attempt to establish benchmarks, a subset of the Society of Chairs of Academic Radiology Departments (SCARD) Diversity, Equity and Inclusion (DEI) Committee volunteered to design a DEI dashboard as a potential tool for academic radiology programs to use to document and track their progress. This freely-available, modular dashboard includes suggested (plus optional department-defined) DEI activities/parameters and suggested assessment criteria across three domains: faculty, residents & fellows, and medical students; it can be completed, in whole or in part, by departmental leaders annually. The suggested metrics and their associated rubrics were derived from the collective experiences of the five working group members, all of whom are chairs of academic radiology departments. The resulting dashboard was unanimously approved by the remaining 14 DEI committee members and endorsed by the SCARD board of directors.
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Wu X, Bajaj S, Khunte M, Revzin M, Gandhi D, Wintermark M, Sanelli P, Forman H, Malhotra A. Diversity in Radiology: Current Status and Trends Over the Past Decade. Radiology 2022; 305:640-647. [PMID: 35943334 DOI: 10.1148/radiol.220643] [Citation(s) in RCA: 26] [Impact Index Per Article: 13.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Abstract
Background There have been growing efforts nationally and institutionally toward diversity in radiology. Purpose To analyze sex and racial and ethnic diversity over time (2010-2019) for the various levels of the U.S. academic radiology physician workforce in context of the available pipeline of medical students and trainees. Materials and Methods Data on sex and race and ethnicity were collected among medical school applicants, graduates, radiology residency applicants, residents, and different levels of academic radiology faculty. All trainee data were obtained from two time points, 2010-2011 and 2019-2020. Radiology faculty data were collected from 2010 to 2019. The sex and racial and ethnic composition at each academic level was compared between 2010 and 2019 using the χ2 test and a significance level of P < .05. Results In 2019, the percentage of female faculty among radiology instructors was 38% (251 of 655); assistant professors, 31% (1503 of 4801); associate professors, 28% (600 of 2161); professors, 22% (424 of 1901); and department chairs, 17% (37 of 220). The proportion of female faculty increased from 2010 to 2019, with the greatest relative increase in percentages among the more senior faculty positions. However, the proportion of female department chairs has only increased from 13% (27 of 203) in 2010 to 17% (37 of 220) in 2019. Across training levels, the most abrupt change in composition of female trainees occurred from medical school matriculates (52%, 11 160 of 21 614) to radiology residency applicants (29%, 656 of 2274), which largely stayed unchanged from 2010 to 2019. The proportion of Black or African American department chairs was 5% (10 of 220) in 2019, which was higher compared with that of assistant professor, associate professor, and professor levels for Black or African American faculty (3% [130 of 4949], 2% [41 of 2208], and 2% [35 of 1924], respectively), with proportions of Hispanic faculty at 5% (240 of 4949), 4% (96 of 2208), and 3% (60 of 1924), respectively. These proportions have not changed since 2010. Conclusion Identifying and addressing reasons for the low proportion of female radiology residency applicants despite a highly diverse pool of medical students would be key to increasing female representation in the field. The low representation of African American and Hispanic individuals in academic radiology is seen at all levels and has not changed much over time. Efforts to increase diversity may need to be focused toward the medical school and residency application levels. © RSNA, 2022 Online supplemental material is available for this article. See also the editorial by Pandharipande and Shah in this issue.
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Affiliation(s)
- Xiao Wu
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Suryansh Bajaj
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Mihir Khunte
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Margarita Revzin
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Dheeraj Gandhi
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Max Wintermark
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Pina Sanelli
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Howard Forman
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
| | - Ajay Malhotra
- From the Department of Radiology and Biomedical Imaging, Yale School of Medicine, Box 208042, Tompkins East 2, 333 Cedar St, New Haven, CT 06520-8042 (X.W., S.B., M.K., M.R., H.F., A.M.); Department Radiology, University of Maryland School of Medicine, Baltimore, Md (D.G.); Department of Radiology, Stanford University, Stanford, Calif (M.W.); and Department of Radiology, Northwell Health, Manhasset, NY (P.S.)
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Re-defining gender diversity through an equitable and inclusive lens. Pediatr Radiol 2022; 52:1743-1748. [PMID: 35316338 DOI: 10.1007/s00247-022-05332-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/29/2021] [Revised: 01/25/2022] [Accepted: 02/21/2022] [Indexed: 10/18/2022]
Abstract
Gender diversity in radiology has centered on the societal construct of the gender binary, with significant work focused on increasing the number of women in radiology. Along with this critically important goal, it is imperative that we acknowledge gender is more expansive than a binary category because it represents a spectrum of gender identities. The discussion of this spectrum is lacking in our conversations around gender diversity and equity in radiology. Addressing equity for people of all gender identities is beneficial for us all. We define three key areas of focus: (1) improving fundamental knowledge about gender diversity and application of this knowledge in education, (2) recruiting and retaining gender-diverse physicians and (3) specific diversity, equity and inclusion (DEI) policy to support gender-affirming environments. Improved understanding and inclusion of the full spectrum of gender in these areas will improve diversity and equity, and, in turn, enhance creativity and innovation in radiology.
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Parikh AK, Leschied JR. Microaggressions in our daily workplace encounters: a barrier to achieving diversity and inclusion. Pediatr Radiol 2022; 52:1719-1723. [PMID: 35229186 DOI: 10.1007/s00247-022-05307-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/28/2021] [Revised: 01/07/2022] [Accepted: 02/01/2022] [Indexed: 10/19/2022]
Abstract
Originally coined in 1970 by Dr. Chester Pierce, the term "microaggression" encompasses any subtle insult or informal degradation of a member of any socially marginalized group. While incidents of blatant racism and sexism might be deterred by zero-tolerance policies in the workforce, microaggressions still plague our daily interactions with colleagues and patients alike. In this paper we define and categorize microaggressions using real-world examples, describe their repercussions and provide ways to appropriately respond to microaggressions on a personal and institutional level.
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Affiliation(s)
- Ashishkumar K Parikh
- Department of Radiology, Children's Healthcare of Atlanta, Emory University School of Medicine, 1405 Clifton Road NE, Atlanta, GA, 30322, USA.
| | - Jessica R Leschied
- Division of Pediatric Radiology, Department of Radiology, Henry Ford Health System, Detroit, MI, USA.,Division of Musculoskeletal Radiology, Department of Radiology, Henry Ford Health System, Detroit, MI, USA
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Daye D, Achuck E, Slanetz PJ. New England Women in Radiology (NEWR) Invited Lectureship Series: A Novel Program to Advance the Careers of Junior Female Faculty in Academic Radiology. Acad Radiol 2022; 30:919-925. [PMID: 35752573 DOI: 10.1016/j.acra.2022.05.018] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2022] [Revised: 05/18/2022] [Accepted: 05/28/2022] [Indexed: 11/26/2022]
Abstract
RATIONALE AND OBJECTIVES The purpose of this study is to assess the impact of the New England Women in Radiology (NEWR) program, a new program aimed to generate speaking and networking opportunities for junior women radiologists in New England, by providing opportunities to speak at other academic institutions in the region. MATERIALS AND METHODS A total of 12 academic radiology departments and 20 faculty members at various New England institutions participated in the program during its first year. An institutional survey was sent to all participating institutions and a faculty survey was sent to all participating faculty to assess their experience with the program. Experience was measured using a Likert scale. A word cloud was used to visualize common themes in free response survey questions. RESULTS Hundred percent of participating institutions and 67% of participating faculty responded to the corresponding surveys. Hundred percent of responding faculty indicated that they would participate in the program again. Ninety-two percent of faculty said that they would recommend the program to a colleague. Fifty-eight percent found the networking opportunity valuable; while 83% believed that participation in the NEWR program would help them achieve a promotion. Hundred percent of the participating institutions who completed the survey strongly agreed that 1) the program was easy to administer, 2) participating in the program was valuable to their educational mission, and 3) participating in the program benefited the promotion of junior women faculty in their department. CONCLUSION Initial experience with the NEWR program in its first year was positive amongst both faculty and institutional participants. To further help female junior faculty advance their careers in academia, the NEWR program could be adapted to other geographical locations to incorporate a greater number of institutions and faculty.
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Affiliation(s)
- Dania Daye
- Department of Interventional Radiology, Massachusetts General Hospital, 55 Fruit Street, Boston, MA.
| | - Emily Achuck
- Department of Interventional Radiology, Massachusetts General Hospital, 55 Fruit Street, Boston, MA
| | - Priscilla J Slanetz
- Department of Radiology, Boston University School of Medicine, 72 E Concord Street, Boston, MA
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Omofoye T, Bradshaw M. The Emerging Diverse Radiology Workplace: Case Studies on the Importance of Inclusion in Radiology Training Programs. Acad Radiol 2022; 30:983-990. [PMID: 35750607 DOI: 10.1016/j.acra.2022.05.012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2022] [Revised: 05/20/2022] [Accepted: 05/22/2022] [Indexed: 11/01/2022]
Abstract
Radiology remains one of the least diverse fields in medicine. With increasing understanding of the benefits of workforce diversity on health care outcomes, radiology society leadership and radiologists are engaging in necessary efforts to improve diversity, equity, and inclusion. To date, much of the initiatives have focused on pipeline development and recruitment strategies. Literature from organizational psychologists, human resources and business strategists suggest that incorporation of inclusion could overcome some of the persistent barriers to workforce diversity. Using case studies from real-life residency programs, we describe challenges associated with being a member of an underrepresented minority group in radiology. We illustrate concepts in inclusion, proposing concrete ideas for personal and institutional growth in this area, as a strategy for improving workforce diversity and team effectiveness.
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Affiliation(s)
- Toma Omofoye
- Department of Breast Imaging (T.O.), The University of Texas MD Anderson Cancer Center, Houston, TX; Department of Radiology and Radiological Sciences (M.B.), Vanderbilt University Medical Center, Nashville, Tennessee.
| | - Marques Bradshaw
- Department of Breast Imaging (T.O.), The University of Texas MD Anderson Cancer Center, Houston, TX; Department of Radiology and Radiological Sciences (M.B.), Vanderbilt University Medical Center, Nashville, Tennessee
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Shah A, Sadowski EA, Thomas K, Fowler KJ, Do RKG, D'Souza S, Ramchandani P, Jha P. Gender and racial diversity among plenary session speakers at the Society of Abdominal Radiology Annual Meetings: a five-year assessment. Abdom Radiol (NY) 2022; 47:2545-2551. [PMID: 35596777 PMCID: PMC9226100 DOI: 10.1007/s00261-022-03548-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/25/2022] [Revised: 04/27/2022] [Accepted: 04/28/2022] [Indexed: 11/26/2022]
Abstract
PURPOSE To evaluate the gender and racial diversity of plenary session speakers in the annual meetings of Society of Abdominal Radiology (SAR) over 2016 to 2020. MATERIALS AND METHODS The brochures of the SAR annual meetings were reviewed for plenary session speakers and titles. Publicly available institutional profiles and social media were reviewed by the investigator in order to infer gender and race. Gender assessments were men, women, transgender men, transgender women or gender non-binary. Race was classified as White, Black or African American, American Indians and Alaskan Natives, Asian, Native Hawaiian and Pacific Islander and Multiracial. Statistical analysis was performed using chi square and T-tests. RESULTS Based on self-reported data, the SAR has 64% male and 36% female members. Over 2016-2020, plenary session speakers were more likely to be men [69.6% (183/263)] than women [30.4% (80/263)] (p-value = 0.0007). No speakers could be reliably identified as transgender, gender non-binary or gender expansive. In 2016, there were 24% women plenary speakers. This proportion was 28% in 2017, 33% in 2018 and 36% in 2019, and 30% in 2020. When assessing racial distribution, white speakers accounted for the majority of plenary speakers, ranging from 61 to 78%. Asians speakers accounted for 22 to 35%. There were no Black and African American, American Indian & Alaskan Native, Native Hawaiian & Pacific Islander plenary speakers (0%). Multiracial speakers were represented from 2018 to 2020, accounting for 2-4% speakers (p-value < 0.0001). CONCLUSIONS Plenary speakers at SAR Annual Meetings from 2016-2020 were more likely to be men, but with the proportion of women presenters increasing over time. White speakers represented the majority of plenary session speakers, followed by Asians. No plenary session speakers were identified as Black or African American or Native Americans.
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Affiliation(s)
- Amani Shah
- Department of Radiology and Biomedical Imaging, University of California San Francisco, San Francisco, 505 Parnassus Avenue, Box 0628, San Francisco, CA, 94143-0628, USA
| | - Elizabeth A Sadowski
- Department of Radiology, School of Medicine and Public Health, University of Wisconsin, Madison, WI, USA
| | - Kerry Thomas
- Department of Radiology, University of North Carolina at Chapel Hill, Chapel Hill, NC, USA
| | - Kathryn J Fowler
- Department of Radiology, University of California San Diego, San Diego, CA, USA
| | - Richard Kinh Gian Do
- Department of Radiology, Memorial Sloan Kettering Cancer Center, New York, NY, USA
| | | | - Parvati Ramchandani
- Department of Radiology, Perelman School of Medicine, University of Pennsylvania, Philadelphia, PA, USA
| | - Priyanka Jha
- Department of Radiology and Biomedical Imaging, University of California San Francisco, San Francisco, 505 Parnassus Avenue, Box 0628, San Francisco, CA, 94143-0628, USA.
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Velazquez AI, Gilligan TD, Kiel LL, Graff J, Duma N. Microaggressions, Bias, and Equity in the Workplace: Why Does It Matter, and What Can Oncologists Do? Am Soc Clin Oncol Educ Book 2022; 42:1-12. [PMID: 35649205 DOI: 10.1200/edbk_350691] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
Despite efforts to embrace diversity, women and members of racial, ethnic, and gender minority groups continue to experience bias, inequities, microaggressions, and unwelcoming atmospheres in the workplace. Specifically, women in oncology have lower promotion rates and less financial support and mentorship, and they are less likely to hold leadership positions. These experiences are exceedingly likely at the intersection of identities, leading to decreased satisfaction, increased burnout, and a higher probability of leaving the workforce. Microaggressions have also been associated with depression, suicidal thoughts, and other health and safety issues. Greater workplace diversity and equity are associated with improved financial performance; greater productivity, satisfaction, and retention; improved health care delivery; and higher-quality research. In this article, we provide tools and steps to promote equity in the oncology workplace and achieve cultural change. We propose the use of tailored approaches and tools, such as active listening, for individuals to become microaggression upstanders; we also propose the implementation of education, evaluation, and transparent policies to promote a culture of equity and diversity in the oncology workplace.
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Affiliation(s)
- Ana I Velazquez
- Helen Diller Family Comprehensive Cancer Center, University of California San Francisco, San Francisco, CA
| | | | | | - Julie Graff
- Veterans Affairs Portland Health Care System, Portland, OR
- Knight Cancer Institute, Oregon Health & Science University, Portland, OR
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Establishing a benchmark of diversity, equity, inclusion and workforce engagement in radiation oncology in Europe – an ESTRO collaborative project. Radiother Oncol 2022; 171:198-204. [DOI: 10.1016/j.radonc.2022.04.011] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2021] [Revised: 04/01/2022] [Accepted: 04/10/2022] [Indexed: 11/23/2022]
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Dodelzon K, Belfi L, Schweitzer AD, Lamparello N, Legasto AC, McGinty G, Spottswood S, Min RJ, Babagbemi K. The Design and Preliminary Experience with a Virtual Diversity Visiting Student Acting Internship in Radiology for Underrepresented Minority Medical Students. Acad Radiol 2022; 29:598-608. [PMID: 33773896 DOI: 10.1016/j.acra.2021.02.021] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2020] [Revised: 02/17/2021] [Accepted: 02/19/2021] [Indexed: 11/24/2022]
Abstract
OBJECTIVE Benefits of a diverse physician workforce are numerous and the impact of a lack of diversity has been highlighted with the COVID-19 pandemic. Despite the commitment of professional societies such as the American College of Radiology to diversity in Radiology, the field and its residency training programs remain the least diverse. With COVID-19 related suspension of in-person medical student rotations, our Department of Radiology redesigned and implemented a virtual radiology internship for underrepresented minority (URM) medical students. METHODS A four-week virtual radiology internship was designed to provide clinical exposure to radiology and to allow students to gain an understanding of what a career in radiology entails. Course design included videoconference patient care sessions, didactic lectures, online modules, mentoring, and extra-clinical curriculum. Feedback from students was collected using online surveys assessing pre- and postcourse attitudes and understanding of a career in radiology and the students' perceived aptitude for such a career, as well as course component evaluation. RESULTS Three participants were enrolled in the inaugural clerkship. All noted exceptional educational course content and ample opportunities to build connections with faculty and residents-with mentoring seen as the highlight of the course. All indicated a significant shift in perception of the field and in declaring interest in pursuing a career in radiology. CONCLUSION Virtual radiology internship for URM students is a feasible paradigm to address potential impediments to diversification of the specialty by both engaging interested URM medical students in a career in radiology and arming them with the tools for a successful application to radiology residency.
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Schuster JM, Saeed H, Puckett LL, Moran JM, Howell K, Thomas C, Offerman S, Suneja G, Jagsi R. Gender Equity in Radiation Oncology: Culture Change is a Marathon, not a Sprint. Adv Radiat Oncol 2022; 7:100937. [PMID: 35592465 PMCID: PMC9110895 DOI: 10.1016/j.adro.2022.100937] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/22/2021] [Accepted: 02/18/2022] [Indexed: 11/03/2022] Open
Abstract
The specialty of radiation oncology's gender diversity is lagging other medical specialties. The lack of gender diversity in radiation oncology has been demonstrated at all stages of career, from medical schools to department chairs. Multiple articles have demonstrated literature-based benefits of inclusion of a diverse group of female colleagues. This editorial is intended to note areas of progress and highlight resources available to support gender equity in the field of radiation oncology.
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Rezaee M, Verde A, Anchang B, Mattonen SA, Garcia-Diaz J, Daldrup-Link H. Disparate participation by gender of conference attendants in scientific discussions. PLoS One 2022; 17:e0262639. [PMID: 35061813 PMCID: PMC8782342 DOI: 10.1371/journal.pone.0262639] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2020] [Accepted: 01/02/2022] [Indexed: 11/19/2022] Open
Abstract
One important metric of a radiologist’s visibility and influence is their ability to participate in discussion within their community. The goal of our study was to compare the participation level of men and women in scientific discussions at the annual meeting of the Radiological Society of North America (RSNA). Eleven volunteers collected participation data by gender in 59 sessions (286 presentations) at the 2018 RSNA meeting. Data was analyzed using a combination of Chi-squared, paired Wilcoxon signed-rank and T-test. Of all RSNA professional attendees at the RSNA, 68% were men and 32% were women. Of the 2869 presentations listed in the program, 65% were presented by men and 35% were presented by women. Of the 286 presentations in our sample, 177 (61.8%) were presented by men and 109 (38.1%) were presented by women. Of these 286 presentations, 81 (63%) were moderated by men and 47 (37%) were moderated by women. From the audience, 190 male attendees participated in 134 question-and-answer (Q&A) sessions following presentations and 58 female attendees participated in 52 Q&A sessions (P<0.001). Female attendees who did participate in Q&A sessions talked for a significantly shorter period of time (mean 7.14 ± 17.7 seconds, median 0) compared to male attendees (28.7 ± 29.6 seconds, median 16; P<0.001). Overall, our findings demonstrate that women participated less than men in the Q&A sessions at RSNA 2018, and talked for a shorter period of time. The fact that women were outnumbered among their male peers may explain the difference in behavior by gender.
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Affiliation(s)
- Melika Rezaee
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
| | - Audrey Verde
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
| | - Benedict Anchang
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- National Institute of Environmental Health Sciences, Biostatistics and Computational Biology Branch, Triangle Park, North Carolina, United States of America
| | - Sarah A. Mattonen
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- Department of Medical Biophysics, Western University, London, Ontario, Canada
| | - Jordi Garcia-Diaz
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- Universtity of Alabama at Birmingham, Birmingham, Alabama, United States of America
| | - Heike Daldrup-Link
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- * E-mail:
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Hendrickson KR, Avery SM, Castillo R, Cervino L, Cetnar A, Gagne NL, Harris W, Johnson A, Lipford M, Octave N, Paradis KC, Pérez-Andújar A, Prajapati S, Pollard-Larkin J. 2021 AAPM Equity, Diversity, and Inclusion Climate Survey Executive Summary. Int J Radiat Oncol Biol Phys 2022; 116:295-304. [PMID: 35235854 DOI: 10.1016/j.ijrobp.2022.02.030] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2021] [Revised: 02/15/2022] [Accepted: 02/21/2022] [Indexed: 11/26/2022]
Abstract
PURPOSE The American Association of Physicists in Medicine (AAPM) shares the results, conclusions, and recommendations from the initial Equity, Diversity, and Inclusion Climate Survey conducted in 2021. METHODS AND MATERIALS The climate survey targeted medical physicists who are full members of the AAPM and included demographic inquiries and questions intended to assess the working environmental climate in terms of a sense of belonging and inclusion, experiences of discrimination and harassment, and obstacles to participation within the AAPM. The survey invitation was sent to 5,500 members. Responses were collected from 1385 members (response rate of 25%) between January and February 2021. RESULTS Overall, the medical physics workplace climate was positive. However, some demographic and professional subgroups reported lower levels of agreement with positive characteristics of their workplace climates. Compared with men, women ranked lower 7 of 8 categories that characterized the workplace climate. Other subgroups that also ranked the workplace climate descriptors lower included individuals not originally from the United States and Canada (3/8). Most respondents strongly agreed/agreed that the climate within the AAPM was welcoming. However, 17% of respondents reported personally experiencing or witnessing microaggressions within the AAPM. Overall, medical physicists reported low levels of agreement that opportunities within the AAPM were available to them, from 34% to 60% among 8 categories, including opportunities to volunteer, join committees, and compete for leadership positions within the AAPM. Several subgroups reported even lower levels of agreement that these opportunities are available. Asian and Asian American respondents (3/8) and physicists with origins in countries outside the United States and Canada (7/8) reported fewer opportunities to participate in the AAPM. Medical physicists reported their experiences of discrimination and sexual harassment in their workplaces and within the AAPM. For those who reported personal experiences of sexual harassment, only 24% (15/63) felt comfortable reporting when it occurred within their workplaces, and 35% (9/26) felt comfortable reporting when it occurred within the AAPM. CONCLUSIONS The report concludes with several recommendations for action.
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Sieck L, Chatterjee T, Birch A. Priming the Pipeline: Inspiring Diverse Young Scholars in the Radiologic Sciences Begins During Early Childhood Education. J Am Coll Radiol 2022; 19:384-388. [DOI: 10.1016/j.jacr.2021.09.035] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/14/2021] [Accepted: 09/08/2021] [Indexed: 10/19/2022]
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Lawley M, Dobson J, Heelan F, Manos D. Gender Distribution of Faculty Is Strongly Correlated With Resident Gender at Canadian Radiology Residency Programs. Can Assoc Radiol J 2022; 73:486-490. [PMID: 35086343 DOI: 10.1177/08465371211069325] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
OBJECTIVE Women are underrepresented in radiology overall, in radiology subspecialties, and in radiology leadership and academic positions. It is unclear why this disparity persists despite greater gender diversification in medicine. We sought to determine if a correlation exists between the proportion of female faculty at an institution, and the proportion of female residents in the associated residency program across Canada. METHODS Faculty gender for each Canadian Diagnostic Imaging Residency Program was obtained through publicly available sources (departmental websites and provincial physician registries) in the fall of 2020. Resident gender data was obtained through a survey emailed to programs following the April 2021 CaRMS match. Data was analyzed using Pearson's correlation coefficient. Research ethics approval was obtained. RESULTS Faculty information was available for 15 of the 16 Canadian radiology residency programs (94%) and resident information was obtained for 16 programs (100% response rate). Overall, women accounted for 31.4% of radiologist faculty and 31.9% of radiology residents, with a wide range between institutions (19.5-47.8% for faculty and 13.3%-47.1% for residents). There was a strong positive correlation between the proportion of female faculty and the proportion of female residents within individual programs (r=0.73; R2=0.54; p=0.002). CONCLUSION Approximately one third of faculty and residents at Canadian Diagnostic Radiology residency programs were female but there was a wide range across the country with a strong correlation between faculty and resident gender distribution. Further exploration is warranted to determine causes of this correlation including the possible influence of role modeling, mentoring, female-friendly culture, and bias.
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Affiliation(s)
- Morgan Lawley
- Faculty of Medicine, Department of Diagnostic Radiology, Dalhousie University, Halifax, NS, Canada
| | - Jessica Dobson
- Faculty of Medicine, Department of Diagnostic Radiology, Dalhousie University, Halifax, NS, Canada
| | - Francine Heelan
- Faculty of Medicine, Department of Diagnostic Radiology, Dalhousie University, Halifax, NS, Canada
| | - Daria Manos
- Faculty of Medicine, Department of Diagnostic Radiology, Dalhousie University, Halifax, NS, Canada
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Subbiah IM, Markham MJ, Graff SL, Matt-Amaral LB, Close JL, Griffith KA, Jagsi R. Incidence, Nature, and Consequences of Oncologists' Experiences With Sexual Harassment. J Clin Oncol 2022; 40:1186-1195. [PMID: 35089804 PMCID: PMC8987225 DOI: 10.1200/jco.21.02574] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022] Open
Abstract
PURPOSE The incidence and impact of workplace sexual harassment (SH) of oncologists requires rigorous characterization. METHODS Oncologists identified by ASCO's Research Survey Pool and social media outreach completed validated measures of SH (encompassing gender harassment, unwanted sexual attention, and sexual coercion) and four outcomes (mental health, job satisfaction, turnover intentions, and sense of workplace safety) over the previous year. Multivariable regression models assess the impact of SH on the four outcomes. RESULTS Of 271 cisgender respondents (153 women and 118 men), 189 (70%) experienced SH in the past year alone by peers and/or superiors (80% of women v 56% of men, P < .0001). Specifically, 186 (69%) experienced gender harassment (79% of women, 55% of men, P < .0001), 45 (17%) unwanted sexual attention (22% of women, 9% of men, P = .005), and 7 (3%) sexual coercion (3% of women, 2% of men, P = .42). SH by patients and/or families in the past year was experienced by 143 (53% overall: 67% of women, 35% of men, P < .0001). Specifically, 141 (52%) experienced gender harassment (66% of women, 34% of men, P < .0001), 15 (6%) unwanted sexual attention (5% of women, 6% of men, P = .80), and 3 (1%) sexual coercion (1% of women, 1% of men, P = .72). Multivariable analysis showed that past-year SH by peers and/or superiors was significantly associated with decreased mental health (β = -0.45, P = .004), sense of workplace safety (β = -0.98, P < .001), and job satisfaction (β = -0.69, P = .001), along with increased turnover intentions (β = 0.93, P < .0001). Past-year SH by patients and/or families was significantly associated with decreased mental health (β = -0.41, P = .002), sense of workplace safety (β = -0.42, P = .014), and increased turnover intentions (β = 0.58, P = .0004). There were no significant interactions between the respondents' gender and the SH scores in any of the four outcome models, signifying no difference in impact between men and women oncologists. CONCLUSION This study using validated measures of SH to systematically characterize oncologists' workplace experience demonstrates substantial incidence of SH in the previous one year alone and its impact on men and women oncologists, informing the need for and design of effective protective and preventive measures.
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Affiliation(s)
- Ishwaria M Subbiah
- Division of Cancer Medicine, Department of Palliative, Rehabilitation, and Integrative Medicine, University of Texas MD Anderson Cancer Center, Houston, TX
| | - Merry Jennifer Markham
- Division of Hematology and Oncology, University of Florida College of Medicine, Gainesville, FL
| | - Stephanie L Graff
- Lifespan Cancer Institute, Rhode Island Hospital, Brown University, Providence, RI
| | | | - Julia L Close
- Division of Hematology and Oncology, University of Florida College of Medicine, Gainesville, FL
| | - Kent A Griffith
- Rogel Cancer Center and Center for Bioethics and Social Sciences in Medicine, University of Michigan, Ann Arbor, MI
| | - Reshma Jagsi
- Department of Radiation Oncology, Rogel Cancer Center, and Center for Bioethics and Social Sciences in Medicine, University of Michigan, Ann Arbor, MI
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