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Amonoo HL, Khandai AC, Boardman AC, Ernst CL, Fernandez-Robles C, Suarez L, Bradley MV, Forrester AK, Dale C, Lee K, Vaughn R, Mittal LP. Annual Meeting Content Analysis: Leveraging Annual Meetings to Promote Diversity, Equity, Inclusion, and Belonging in the Academy of Consultation-Liaison Psychiatry. J Acad Consult Liaison Psychiatry 2024:S2667-2960(24)00023-5. [PMID: 38395108 PMCID: PMC11339239 DOI: 10.1016/j.jaclp.2024.02.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/09/2023] [Revised: 02/07/2024] [Accepted: 02/18/2024] [Indexed: 02/25/2024]
Abstract
BACKGROUND There is an increasing need to promote diversity, equity, and inclusion (DEI) in all aspects of academic medicine, including through continuing medical education. Although professional medical organizations' annual meetings play an instrumental role in continuing medical education for physicians, there are no studies describing DEI content in the annual meeting programming of professional medical organizations, including the Academy of Consultation-Liaison Psychiatry (ACLP), the primary professional organization for consultation-liaison psychiatrists. OBJECTIVE To examine the ACLP annual meeting titles using Content Analysis. METHODS We examined the publicly available ACLP annual meeting content titles on the ACLP website from 2010 to 2021. National DEI leaders from ACLP's DEI subcommittee iteratively generated keywords that covered a broad scope of DEI-related themes. Each annual meeting's content was independently coded by 2 members of the DEI subcommittee with discrepancies adjudicated by 2 additional members. Descriptive statistics were used to characterize the content of the annual meeting. RESULTS Of the 2615 annual meeting titles from 2010 to 2021 that were analyzed, 2531 were not coded to have DEI themes. Three percent (n = 84) of titles were coded to have a DEI theme as follows: Culture/diversity (n = 20, 24%), bias/disparities (n = 17, 20%), race/racism (n = 17, 20%), social justice (n = 12, 14%), gender/sexism (n = 10, 12%), and LGBTQ+ (n = 8, 10%). The frequency of DEI titles each year ranged from 1% (2010, 2018) to 17% (2021) with an increase in DEI content in 2021 (n = 24, 17%). CONCLUSIONS Although professional medical organizations like the ACLP are poised to leverage their continuing medical education platforms embedded in annual meeting programming to train consultation-liaison psychiatrists on DEI topics, our findings suggest more work is needed to develop and promote DEI-focused educational programming for their annual meetings.
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Affiliation(s)
- Hermioni L Amonoo
- Department of Psychosocial Oncology, Dana-Farber Cancer Institute, Boston, MA; Department of Psychiatry, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA.
| | - Abhisek C Khandai
- Department of Psychiatry, University of Texas Southwestern Medical Center, Dallas, TX
| | | | - Carrie L Ernst
- Department of Psychiatry, Icahn School of Medicine at Mount Sinai, New York, NY
| | - Carlos Fernandez-Robles
- Department of Psychiatry, Brigham and Women's Hospital, Boston, MA; Harvard Medical School, Boston, MA
| | - Laura Suarez
- Department of Psychiatry and Psychology, Mayo Clinic, Rochester, MN
| | - Mark V Bradley
- Department of Psychiatry, New York University Grossman School of Medicine, New York, NY
| | - Anique K Forrester
- Department of Psychiatry, University of Maryland School of Medicine, Baltimore, MD
| | - Ciara Dale
- Department of Psychiatry, Brigham and Women's Hospital, Boston, MA
| | - Kewchang Lee
- Department of Psychiatry and Behavioral Sciences, University of California, San Francisco, CA
| | - Rubiahna Vaughn
- Department of Psychiatry, Albert Einstein College of Medicine, New York, NY
| | - Leena P Mittal
- Department of Psychiatry, Brigham and Women's Hospital, Boston, MA
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Mausz J, Salvis S, Arseneau-Bruneau D, Donnelly EA. Women's Participation in Leadership Roles in a Single Canadian Paramedic Service. PREHOSP EMERG CARE 2023; 27:1083-1087. [PMID: 37389989 DOI: 10.1080/10903127.2023.2231568] [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: 03/08/2023] [Revised: 06/23/2023] [Accepted: 06/25/2023] [Indexed: 07/02/2023]
Abstract
INTRODUCTION Like other public safety professions, paramedicine has historically been a male-dominated occupation. Although women are increasingly choosing paramedicine as a career, participation in leadership roles remains limited. Drawing on data from a comprehensive mental health survey, we describe the proportion of women in leadership in a single, large, urban paramedic service in Ontario, Canada. METHODS We distributed an in-person, paper-based survey during the fall 2019 - winter 2020 continuing medical education sessions. Participating paramedics completed a demographic questionnaire alongside a battery of mental health screening tools. We assessed the demography of the workforce and explored differences in employment classification, educational achievement, clinician level (e.g., primary vs. advanced care), and participation in formal leadership roles along self-reported gender lines. RESULTS Out of 607 paramedics attending, we received 600 completed surveys, with 11 excluded for missing data, leaving 589 for analysis and a 97% response rate. Women comprised 40% of the active-duty paramedic workforce, with an average of 8 years of experience. Compared to men, women were more than twice as likely to have university degrees (odds ratio [OR] 2.02, 95% compatibility interval [CI] 1.45-2.83), but almost half as likely to practice at the advanced care paramedic level (OR 0.61, 95% CI 0.42-0.88), and potentially less likely to be employed full-time (OR 0.77, 95% CI 0.54-1.09). Women were nearly 70% less likely to hold leadership roles in the service compared to men (OR 0.36, 95% CI 0.14-0.90), occupying 20% of leadership positions. CONCLUSION Although paramedicine is witnessing an encouraging shift in the demography of its workforce, our results point to a potential under-representation of women in leadership roles. Future research should focus on identifying and ameliorating barriers to career advancement among women and other historically underrepresented people.
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Affiliation(s)
- Justin Mausz
- Operations, Peel Regional Paramedic Services, Brampton, Ontario, Canada
| | - Sarah Salvis
- Operations, Peel Regional Paramedic Services, Brampton, Ontario, Canada
- The University of Oxford, Oxford, United Kingdom
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Marcelin JR, Khazanchi R, Lyden E, Cawcutt KA, Ha DR, Florez N, Kullar R, Ristagno EH. Demographic Representation Among Speakers and Program Committee Members at the IDWeek Conference, 2013-2021. Clin Infect Dis 2023; 76:897-904. [PMID: 36208201 DOI: 10.1093/cid/ciac816] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/21/2022] [Revised: 09/24/2022] [Accepted: 10/05/2022] [Indexed: 11/14/2022] Open
Abstract
BACKGROUND In 2016, the IDWeek program committee was charged with ensuring gender equity in speaker sessions. Whether this charge also resulted in more opportunities for historically underrepresented speakers is unknown. METHODS We conducted a retrospective analysis of trends in the demographic composition of IDWeek speakers and program committee members between 2013 and 2021. We used descriptive statistics to summarize data, χ2 tests to compare speaker demographics between 2013-2016 (before 2016) and 2017-2021 (after 2016), and Cochran-Armitage tests for trend. Each speaker slot was considered an independent event. RESULTS A total of 5482 speaker slots were filled by 3389 individuals from 2013 to 2021. There was a linear increase in female speakers from 38.6% in 2013 to 58.4% in 2021 (P < .001). The proportion of white speakers decreased overall from 84.9% in 2013 to 63.5% in 2021. Compared with white speakers, more slots were filled by Asian speakers after 2016 versus before 2016 (20.1% vs 14.8%, respectively; P < .001). Program committee members from 2013-2021 were >80% non-Hispanic white; <5% of committee members identified as black, American Indian, Alaska Native, Native Hawaiian, Pacific Islander, or Hispanic. More program committee slots were filled by women after 2016 than before 2016 (52.7% vs 33.9%; P = .004). CONCLUSIONS Intentional consideration of gender equity by the program committee was associated with equitable gender representation of invited speakers at IDWeek after 2016. Gradually, the proportions of IDWeek speakers from historically excluded racial/ethnic approached their respective proportions in the IDSA membership. White speakers remained overrepresented relative to membership proportions until 2021, and gaps in program committee racial/ethnic demographic representation highlights opportunities for continued inclusion, diversity, access, and equity at IDWeek.
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Affiliation(s)
- Jasmine R Marcelin
- Division of Infectious Diseases, Department of Medicine, University of Nebraska Medical Center, Omaha, Nebraska, USA
| | - Rohan Khazanchi
- Internal Medicine-Pediatrics Residency Program, Brigham & Women's Hospital/Boston Children's Hospital/Boston Medical Center and Departments of Internal Medicine and Pediatrics, Harvard Medical School, Boston, Massachusetts, USA
| | - Elizabeth Lyden
- Department of Biostatistics, College of Public Health, University of Nebraska Medical Center, Omaha, Nebraska, USA
| | - Kelly A Cawcutt
- Division of Infectious Diseases, Department of Medicine, University of Nebraska Medical Center, Omaha, Nebraska, USA
| | - David R Ha
- Division of Infectious Diseases and Geographic Medicine, Stanford University School of Medicine, Stanford University, Palo Alto, California, USA
| | - Narjust Florez
- Lowe Center for Thoracic Oncology at the Dana-Farber Cancer Institute and Harvard Medical School, Boston, Massachusetts, USA
| | | | - Elizabeth H Ristagno
- Division of Pediatric Infectious Diseases, Mayo Clinic, Rochester Minnesota, USA
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Lu DW, Shin J, Wan C, Rea TD, Crowe RP, Meischke HW, Counts CR. Burnout and Workplace Incivility Among Emergency Medical Services Practitioners: A Preliminary Report. PREHOSP EMERG CARE 2023; 27:413-417. [PMID: 36749661 DOI: 10.1080/10903127.2023.2175088] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/08/2023]
Abstract
OBJECTIVE Burnout has detrimental consequences for health care organizations, clinicians, and the quality of care that patients receive. Prior work suggests that workplace incivility (negative interpersonal acts) contributes to burnout. While workplace incivility is linked to EMS practitioner job dissatisfaction, absenteeism, and planned attrition, the relationship between workplace incivility and burnout has not been evaluated among EMS practitioners. This study aimed to characterize the prevalence and association of burnout and workplace incivility among EMS practitioners. METHODS A cross-sectional survey of EMS personnel in King County, Washington was performed in January to March of 2021 with burnout as the primary outcome and workplace incivility as a secondary outcome. Multivariable logistic regression was used to evaluate associations between outcomes and EMS practitioner factors that included age, sex, race/ethnicity, years of EMS experience, and current job role. RESULTS 835 completed surveys were received (response rate 25%). The prevalence of burnout was 39.2%. Women were more likely to have burnout than men (59.3% vs. 33.7%, aOR 2.2, 95% CI 1.3-3.7). Workplace incivility was experienced weekly by 32.1% of respondents, with women more likely to experience incivility compared to men (41.9% vs. 27.2%, aOR 2.0, 95% CI 1.2-3.3). Respondents who experienced frequent workplace incivility were more likely to have burnout than those who did not experience frequent incivility (61.9% vs. 38.1%, OR 4.0, 95% CI 3.0-5.5). CONCLUSIONS The prevalence of burnout and workplace incivility were concerning among EMS practitioners, with women more likely to experience both compared to men. EMS practitioners who experienced frequent workplace incivility were also more likely to have burnout than those who did not experience frequent incivility.
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Affiliation(s)
- Dave W Lu
- Department of Emergency Medicine, University of Washington, Seattle, Washington
| | - Jenny Shin
- Emergency Medical Services Division, Public Health Seattle and King County, Seattle, Washington
| | - Christopher Wan
- University of Washington School of Medicine, Seattle, Washington
| | - Thomas D Rea
- Department of Medicine, Division of General Internal Medicine, University of Washington, Seattle, Washington
| | | | - Hendrika W Meischke
- Department of Health Systems and Population Health, Hans Rosling Center for Population Health, University of Washington, Seattle, Washington
| | - Catherine R Counts
- Department of Emergency Medicine, University of Washington, Seattle, Washington
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Gender and early-career faculty disparities in hematology and oncology board review lecture series. Blood Adv 2022; 6:6213-6218. [PMID: 35894637 PMCID: PMC9791299 DOI: 10.1182/bloodadvances.2022008120] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2022] [Revised: 06/13/2022] [Accepted: 06/13/2022] [Indexed: 12/30/2022] Open
Abstract
Participation of women and early-career faculty in hematology and medical oncology board review lecture series has not been studied previously. We aimed to evaluate gender and early-career faculty disparities in hematology and medical oncology board review lecture series. Speakers at major hematology and/or oncology board review lecture series meetings in the United States were analyzed in this cross-sectional study during a 5-year period from the years 2017 through 2021. Data about the lecture topic, field, speaker's gender, years of experience, and the frequency at which the lecture was given by the speaker were collected. Of 386 speakers participating, 315 (81.6%) were ABIM (American Board of Internal Medicine)-certified. A total of 1,224 board review lectures were given in the studied period, of which 1,016 (83%) were given by an ABIM-certified speaker. Women constituted 37.7% of all speakers, with less than 50% representation in five out of six courses. Lectures discussing malignant hematology topics had the lowest proportion of women presenters (24.8%), followed by solid tumors (38.9%) and benign hematology lectures (44.1%). Faculty with more than 15 years since initial certification presented more than 50% of lectures. The median time from initial hematology or medical oncology certification to lecture presentation was 12.5 years and 14 years, respectively. A positive trend in the participation of women was found at all board review conferences across the studied period. Our data suggest that women and early-career faculty participation in hematology and oncology board review series is inadequate.
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