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Martin SL, Cardel MI, Carson TL, Hill JO, Stanley T, Grinspoon S, Steger F, Blackman Carr LT, Ashby-Thompson M, Stewart D, Ard J, Stanford FC. Increasing diversity, equity, and inclusion in the fields of nutrition and obesity: A road map to equity in academia. Obesity (Silver Spring) 2023; 31:1240-1254. [PMID: 36896568 PMCID: PMC10191885 DOI: 10.1002/oby.23704] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/12/2022] [Revised: 12/12/2022] [Accepted: 12/13/2022] [Indexed: 03/11/2023]
Abstract
Research shows that a diverse faculty improves academic, clinical, and research outcomes in higher education. Despite that, persons in minority groups, usually categorized by race or ethnicity, are underrepresented in academia (URiA). The Nutrition Obesity Research Centers (NORCs), supported by the National Institute of Diabetes and Digestive and Kidney Diseases, hosted workshops on five separate days in September and October 2020. NORCs convened these workshops to identify barriers and facilitators for diversity, equity, and inclusion (DEI) and provide specific recommendations to improve DEI within obesity and nutrition for individuals from URiA groups. Recognized experts on DEI presented each day, after which the NORCs conducted breakout sessions with key stakeholders who engage in nutrition and obesity research. The breakout session groups included early-career investigators, professional societies, and academic leadership. The consensus from the breakout sessions was that glaring inequities affect URiA in nutrition and obesity, particularly related to recruitment, retention, and advancement. Recommendations from the breakout sessions to improve DEI across academia focused on six themes: (1) recruitment, (2) retention, (3) advancement, (4) intersectionality of multiple challenges (e.g., being Black and a woman), (5) funding agencies, and (6) implementation of strategies to address problems related to DEI.
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Affiliation(s)
- Samantha L. Martin
- Department of Obstetrics and Gynecology, University of Alabama at Birmingham, Birmingham, AL
- Center for Women’s Reproductive Health, University of Alabama at Birmingham, Birmingham AL
| | - Michelle I. Cardel
- Department of Health Outcomes and Biomedical Informatics, College of Medicine, University of Florida, Gainesville, FL
- Center for Integrative Cardiovascular and Metabolic Diseases, University of Florida
- WW International, Inc., New York, NY
| | - Tiffany L. Carson
- Department of Health Outcomes and Behavior, Moffitt Cancer Center, Tampa, FL
| | - James O. Hill
- Nutrition Obesity Research Center, University of Alabama at Birmingham, Birmingham, AL
| | - Takara Stanley
- Department of Medicine, Metabolism Unit, Massachusetts General Hospital, and Harvard School, Boston, MA
- Pediatric Endocrinology, Massachusetts General Hospital, and Harvard Medical School, Boston, MA
- Nutrition Obesity Research Center at Harvard (NORCH), Harvard Medical School, Boston, MA
| | - Steven Grinspoon
- Department of Medicine, Metabolism Unit, Massachusetts General Hospital, and Harvard School, Boston, MA
- Nutrition Obesity Research Center at Harvard (NORCH), Harvard Medical School, Boston, MA
- Department of Epidemiology and Prevention, Wake Forest School of Medicine, Wake Forest Baptist Medical Center, Winston Salem
| | - Felicia Steger
- Department of Nutrition, University of Alabama at Birmingham, Birmingham AL
| | - Loneke T. Blackman Carr
- Department of Nutritional Sciences, College of Agriculture, Health and Natural Resources, University of Connecticut, Storrs, CT
| | | | - Delisha Stewart
- Department of Nutrition, University of North Carolina Chapel Hill, Nutrition Research Institute, Kannapolis NC
| | - Jamy Ard
- Department of Epidemiology and Prevention, Wake Forest University, Winston-Salem NC
| | | | - Fatima Cody Stanford
- Pediatric Endocrinology, Massachusetts General Hospital, and Harvard Medical School, Boston, MA
- Nutrition Obesity Research Center at Harvard (NORCH), Harvard Medical School, Boston, MA
- Department of Epidemiology and Prevention, Wake Forest School of Medicine, Wake Forest Baptist Medical Center, Winston Salem
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Martin SL, Cardel MI, Carson TL, Hill JO, Stanley T, Grinspoon S, Steger F, Blackman Carr LT, Ashby-Thompson M, Stewart D, Ard J, Stanford FC. Increasing diversity, equity, and inclusion in the fields of nutrition and obesity: A roadmap to equity in academia. Am J Clin Nutr 2023; 117:659-671. [PMID: 36907515 PMCID: PMC10273076 DOI: 10.1016/j.ajcnut.2023.02.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/12/2023] Open
Abstract
Research shows that a diverse faculty improves academic, clinical, and research outcomes in higher education. Despite that, persons in minority groups, usually categorized by race or ethnicity, are underrepresented in academia (URiA). The Nutrition Obesity Research Centers (NORCs), supported by the NIDDK, hosted workshops on five separate days in September and October 2020. NORCs convened these workshops to identify barriers and facilitators for diversity, equity, and inclusion (DEI) and provide specific recommendations to improve DEI within obesity and nutrition for individuals from URiA groups. Recognized experts on DEI presented each day, after which the NORCs conducted breakout sessions with key stakeholders who engage in nutrition and obesity research. The breakout session groups included early-career investigators, professional societies, and academic leadership. The consensus from the breakout sessions was that glaring inequities affect URiA in nutrition and obesity, particularly related to recruitment, retention, and advancement. Recommendations from the breakout sessions to improve DEI across the academe focused on six themes: (1) recruitment, (2) retention, (3) advancement, (4) intersectionality of multiple challenges (e.g., being Black and a woman), (5) funding agencies, and (6) implementation of strategies to address problems related to DEI.
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Affiliation(s)
- Samantha L Martin
- Department of Obstetrics and Gynecology University of Alabama at Birmingham Birmingham, Alabama, USA; Center for Women's Reproductive Health University of Alabama at Birmingham Birmingham, Alabama, USA.
| | - Michelle I Cardel
- Department of Health Outcomes and Biomedical Informatics, College of Medicine University of Florida Gainesville, Florida, USA; Center for Integrative Cardiovascular and Metabolic Diseases University of Florida, Gainesville, Florida, USA; WW International, Inc. New York, New York, USA
| | - Tiffany L Carson
- Department of Health Outcomes and Behavior Moffitt Cancer Center Tampa, Florida, USA
| | - James O Hill
- Nutrition Obesity Research Center University of Alabama at Birmingham Birmingham, Alabama, USA
| | - Takara Stanley
- Department of Medicine, Metabolism Unit Massachusetts General Hospital, and Harvard School Boston, Massachusetts, USA; Pediatric Endocrinology Massachusetts General Hospital, and Harvard Medical School Boston, Massachusetts, USA; Nutrition Obesity Research Center at Harvard (NORCH) Harvard Medical School Boston, Massachusetts, USA
| | - Steven Grinspoon
- Department of Medicine, Metabolism Unit Massachusetts General Hospital, and Harvard School Boston, Massachusetts, USA; Nutrition Obesity Research Center at Harvard (NORCH) Harvard Medical School Boston, Massachusetts, USA; Department of Epidemiology and Prevention Wake Forest School of Medicine, Wake Forest Baptist Medical Center Winston-Salem, North Carolina USA
| | - Felicia Steger
- Department of Nutrition University of Alabama at Birmingham Birmingham, Alabama, USA
| | - Loneke T Blackman Carr
- Department of Nutritional Sciences, College of Agriculture, Health and Natural Resources University of Connecticut Storrs, Connecticut, USA
| | - Maxine Ashby-Thompson
- Department of Pediatrics Columbia University, New York Obesity Research Center New York, New York, USA
| | - Delisha Stewart
- Department of Nutrition University of North Carolina Chapel Hill, Nutrition Research Institute Kannapolis, North Carolina, USA
| | - Jamy Ard
- Department of Epidemiology and Prevention Wake Forest University Winston-Salem, North Carolina, USA
| | - Fatima Cody Stanford
- Pediatric Endocrinology Massachusetts General Hospital, and Harvard Medical School Boston, Massachusetts, USA; Nutrition Obesity Research Center at Harvard (NORCH) Harvard Medical School Boston, Massachusetts, USA; Department of Epidemiology and Prevention Wake Forest School of Medicine, Wake Forest Baptist Medical Center Winston-Salem, North Carolina USA
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Shen MR, Tzioumis E, Andersen E, Wouk K, McCall R, Li W, Girdler S, Malloy E. Impact of Mentoring on Academic Career Success for Women in Medicine: A Systematic Review. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2022; 97:444-458. [PMID: 34907962 DOI: 10.1097/acm.0000000000004563] [Citation(s) in RCA: 24] [Impact Index Per Article: 12.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/12/2023]
Abstract
PURPOSE Research has shown that barriers to career success in academic medicine disproportionately affect women. These barriers include inadequate mentoring, which may perpetuate the underrepresentation of women in senior leadership positions. The purpose of this review was to summarize the qualitative and quantitative evidence of the impact of mentoring on women's career outcomes and to inform future interventions to support the promotion and retention of women in academic medicine. METHOD The authors conducted a systematic review of original research published in English-language, peer-reviewed journals through March 20, 2020. Search terms related to mentorship, women, and academic medicine. The authors searched MEDLINE, Embase, Scopus, Current Contents Connect via Web of Science, Cochrane Library, and PsycINFO. They excluded studies not specifically addressing women and those without gender-stratified outcomes. They extracted and analyzed the following data: study design, population, sample size, response rate, participant age, percentage of women, mentoring prevalence, and outcomes. RESULTS Of 2,439 citations identified, 91 studies met the inclusion criteria, including 65 quantitative and 26 qualitative studies. Mentoring was associated with objective and subjective measures of career success. Women perceived mentorship to be more valuable to their career development yet were more likely to report having no mentor. Additionally, women were more likely to report lower levels of research productivity, less career satisfaction, and greater barriers to promotion. Qualitative results indicated that women had less access to informal mentoring and family responsibilities had a greater effect on their career outcomes. Professional networking, female mentors, and relational aspects of mentoring were common themes. CONCLUSIONS This review examined gender disparities in mentoring and the impact on research productivity, promotion success, and career satisfaction for women in academic medicine. Institution-supported mentoring programs are needed to facilitate identification of appropriate mentors and promotion of a more equitable academic career environment for women.
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Affiliation(s)
- Mary R Shen
- M.R. Shen is a resident, Department of Surgery, University of Michigan, Ann Arbor, Michigan; ORCID: https://orcid.org/0000-0002-8923-4174
| | - Emma Tzioumis
- E. Tzioumis is assistant professor, Department of Nutrition, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Elizabeth Andersen
- E. Andersen is assistant professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Kathryn Wouk
- K. Wouk is a postdoctoral research fellow, Carolina Global Breastfeeding Institute, and adjunct associate professor, Department of Maternal and Child Health, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Rebecca McCall
- R. McCall is clinical librarian, Health Sciences Library, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Winston Li
- W. Li is assistant professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Susan Girdler
- S. Girdler is professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
| | - Erin Malloy
- E. Malloy is professor, Department of Psychiatry, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina
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The Role of Gender in Careers in Medicine: a Systematic Review and Thematic Synthesis of Qualitative Literature. J Gen Intern Med 2021; 36:2392-2399. [PMID: 33948802 PMCID: PMC8342686 DOI: 10.1007/s11606-021-06836-z] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/17/2021] [Accepted: 04/15/2021] [Indexed: 10/21/2022]
Abstract
BACKGROUND Gender disparities exist in the careers of women in medicine. This review explores the qualitative literature to understand how gender influences professional trajectories, and identify opportunities for intervention. METHODS A systematic review and thematic synthesis included articles obtained from PubMed, Cochrane Central Register of Controlled Trials (Ovid), EMBASE (Ovid), APA PsycInfo (Ovid), and GenderWatch (ProQuest) on June 26 2020, updated on September 10, 2020. Included studies explored specialty choice, leadership roles, practice setting, burnout, promotion, stigma, mentoring, and organizational culture. Studies taking place outside of the USA, using only quantitative data, conducted prior to 2000, or focused on other health professions were excluded. Data were extracted using a standardized extraction tool and assessed for rigor and quality using a 9-item appraisal tool. A three-step process for thematic synthesis was used to generate analytic themes and construct a conceptual model. The study is registered with PROSPERO (CRD42020199999). FINDINGS Among 1524 studies identified, 64 were eligible for analysis. Five themes contributed to a conceptual model for the influence of gender on women's careers in medicine that resembles a developmental socio-ecological model. Gender influences career development externally through culture which valorizes masculine stereotypes and internally shapes women's integration of personal and professional values. CONCLUSION Medical culture and structures are implicitly biased against women. Equitable environments in education, mentoring, hiring, promotion, compensation, and support for work-life integration are needed to address gender disparities in medicine. Explicit efforts to create inclusive institutional cultures and policies are essential to support a diverse workforce.
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Discrimination Toward Physicians of Color: A Systematic Review. J Natl Med Assoc 2020; 112:117-140. [PMID: 32197899 DOI: 10.1016/j.jnma.2020.02.008] [Citation(s) in RCA: 37] [Impact Index Per Article: 9.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/09/2019] [Revised: 01/23/2020] [Accepted: 02/21/2020] [Indexed: 11/21/2022]
Abstract
PURPOSE To systematically review published research exploring workplace discrimination toward physicians of color with a focus on discrimination from patients. METHOD The authors searched PubMed, PsycInfo, CINAHL, Scopus, Academic Search Premier, and Web of Science from 1990 through 2017 and performed supplemental manual bibliographic searches. Eligible studies were in English and assessed workplace discrimination experienced by physicians of color practicing in the U.S. including physicians from ethnic/racial groups underrepresented in medicine, Asians, and international medical graduates. Two reviewers independently screened titles and abstracts, 3 reviewers read the full text of eligible studies, and 2 reviewers extracted data and appraised quality using Joanna Briggs Institute checklist for qualitative research or the AXIS tool for quality of cross-sectional studies. RESULTS Of the 19 eligible studies, 6 conducted surveys and 13 analyzed data from interviews and/or focus groups; most were medium quality. All provided evidence to support the high prevalence of workplace discrimination experienced by physicians of color, particularly black physicians and women of color. Discrimination was associated with adverse effects on career, work environment, and health. In the few studies inquiring about patient interactions, discrimination was predominantly refusal of care. No study evaluated an intervention to reduce workplace discrimination experienced by physicians of color. Ethnic/racial groups were inconsistent across studies, and some samples included physicians in Canada, non-physician faculty, or trainees. CONCLUSION With physicians of color comprising a growing percentage of the U.S. physician workforce, healthcare organizations must examine and implement effective ways to ensure a healthy and supportive work environment.
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Garcia AN, Kuo T, Pérez-Stable EJ. In Reply to Carvajal et al. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2019; 94:612. [PMID: 31021864 PMCID: PMC6590907 DOI: 10.1097/acm.0000000000002656] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Affiliation(s)
- Andrea N Garcia
- Visiting project scientist, Center for Health Services and Society, Department of Psychiatry, UCLA David Geffen School of Medicine, and physician specialist, Los Angeles County Department of Mental Health, Los Angeles, California; . Adjunct associate professor, UCLA Fielding School of Public Health, health sciences associate professor of family medicine, UCLA David Geffen School of Medicine, and director, Division of Chronic Disease and Injury Prevention and Office of Senior Health, Los Angeles County Department of Public Health, Los Angeles, California. Director, National Institute on Minority Health and Health Disparities, National Institutes of Health, Bethesda, Maryland
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Cross M, Lee S, Bridgman H, Thapa DK, Cleary M, Kornhaber R. Benefits, barriers and enablers of mentoring female health academics: An integrative review. PLoS One 2019; 14:e0215319. [PMID: 30998791 PMCID: PMC6472752 DOI: 10.1371/journal.pone.0215319] [Citation(s) in RCA: 39] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/06/2018] [Accepted: 03/30/2019] [Indexed: 11/20/2022] Open
Abstract
This integrative literature review synthesizes the primary research evidence on mentoring female health academics published from 2000 to 2018, to identify the benefits, enablers and barriers to mentoring women. The need for this review is underpinned by the magnitude of change in higher education, the high number of women in health disciplines, limited progress in advancing women’s academic careers, escalating role expectations, faculty shortages and staff turnover. Data were sourced from Scopus, PubMed, EMBASE and Cumulative Index of Nursing and Allied Health Literature. Twenty-seven studies were included. Although effective mentoring facilitates personal and career development, academic craftsmanship, psychosocial support and job satisfaction, it is complicated by organizational factors and personal and relational dynamics. Enablers of mentoring are mentor availability and expertise, supportive relationships, mutuality and responsiveness. Lack of, or inadequate mentoring compromise women’s job satisfaction, career development and academic productivity. Providing female health academics access to experienced, well-connected mentors with common interests who are committed to advancing their career, is an investment in optimizing potential, promoting supportive work environments and increasing productivity and retention. Realizing the institutional potential that mentoring female health academics offers, is contingent on academic leaders valuing mentorship as faculty business and understanding the role that the contemporary academic environment plays in achieving mentoring outcomes. Further empirical and longitudinal research is needed to evaluate effective approaches for mentoring women in the contemporary academic environment.
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Affiliation(s)
- Merylin Cross
- Centre for Rural Health, School of Health Sciences, University of Tasmania, Australia Launceston, Tasmania, Australia
- * E-mail:
| | - Simone Lee
- Centre for Rural Health, School of Health Sciences, University of Tasmania, Australia Launceston, Tasmania, Australia
| | - Heather Bridgman
- Centre for Rural Health, School of Health Sciences, University of Tasmania, Australia Launceston, Tasmania, Australia
| | - Deependra Kaji Thapa
- College of Health and Medicine, University of Tasmania, Australia Alexandria, NSW, Australia
| | - Michelle Cleary
- College of Health and Medicine, University of Tasmania, Australia Alexandria, NSW, Australia
| | - Rachel Kornhaber
- College of Health and Medicine, University of Tasmania, Australia Alexandria, NSW, Australia
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Dvorakova A. Relational individuality among Native American academics: Popular dichotomies reconsidered. CULTURE & PSYCHOLOGY 2018. [DOI: 10.1177/1354067x18763799] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
An interdisciplinary qualitative study working with 40 Native American academics, who were selected for their specific diverse backgrounds, focused on selected aspects of subjective experiencing they generally had in common. Participants experienced the socio-cultural contexts of mainstream academia and tribal communities as incongruent and based on conflicting values associated with the conceptualizations of individualism versus relationality and communal cooperation. Viewing these seemingly dichotomous concepts from the perspective of Native American tribal world views, however, enabled meaningful integration of these concepts. The innovative relational individuality conceptualization allows for appreciation of uniqueness and self-improvement efforts without adherence to the mainstream principle of competitive individualism. At the core of the involved conceptualization of relationality, with preference for communal cooperation, is the experience of one’s embeddedness in personal relationships and one’s involvement within groups as a valuable member, which cannot be explained by either the necessity of socio-economic and ecological factors or the imperative of conformity to collective conventions. The extent to which the independence–interdependence and individualism–collectivism dichotomies apply to this case is limited. The discussed relational individuality conceptualization, facilitated by Native American tribal world views and culturally specific narratives, extend the repertoire of thus far recognized mechanisms that underlie the existing cultural variation.
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Affiliation(s)
- Antonie Dvorakova
- Department of Comparative Human Development, University of Chicago, IL, USA
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Sánchez JP, Poll-Hunter N, Stern N, Garcia AN, Brewster C. Balancing Two Cultures: American Indian/Alaska Native Medical Students' Perceptions of Academic Medicine Careers. J Community Health 2016; 41:871-80. [PMID: 26896055 DOI: 10.1007/s10900-016-0166-x] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
American Indians and Alaska Natives (AI/AN) remain underrepresented in the academic medicine workforce and little is known about cultivating AI/AN medical students' interest in academic medicine careers. Five structured focus groups were conducted including 20 medical students and 18 physicians. The discussion guide explored factors influencing AI/AN trainees' academic medicine career interest and recommended approaches to increase their pursuit of academia. Consensual qualitative research was employed to analyze transcripts. Our research revealed six facilitating factors, nine dissuading factors, and five recommendations towards cultivating AI/AN pursuit of academia. Facilitators included the opportunity to teach, serving as a role model/mentor, enhancing the AI/AN medical education pipeline, opportunities to influence institution, collegiality, and financial stability. Dissuading factors included limited information on academic career paths, politics, lack of credit for teaching and community service, isolation, self-doubt, lower salary, lack of positions in rural areas, lack of focus on clinical care for AI/AN communities, and research obligations. Recommendations included heighten career awareness, recognize the challenges in balancing AI/AN and academic cultures, collaborate with IHS on faculty recruitment strategies, identify concordant role models/mentors, and identify loan forgiveness programs. Similar to other diverse medical students', raising awareness of academic career opportunities especially regarding teaching and community scholarship, access to concordant role models/mentors, and supportive institutional climates can also foster AI/AN medical students' pursuit of academia. Unique strategies for AI/AN trainees include learning how to balance AI/AN and academic cultures, collaborating with IHS on faculty recruitment strategies, and increasing faculty opportunities in rural areas.
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Affiliation(s)
- John Paul Sánchez
- Rutgers New Jersey Medical School, Newark, NJ, USA.
- , 9 Legendary Circle, Rye Brook, NY, 10573, USA.
| | - Norma Poll-Hunter
- Human Capital Initiatives, Diversity and Policy Programs, Association of American Medical Colleges, Washington, DC, USA
| | - Nicole Stern
- Association of American Indian Physicians, Oklahoma City, OK, USA
- Sansum Clinic, Santa Barbara, CA, USA
| | | | - Cheryl Brewster
- Florida International University Herbert Wertheim College of Medicine, Miami, FL, USA
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Rodríguez JE, Campbell KM, Pololi LH. Addressing disparities in academic medicine: what of the minority tax? BMC MEDICAL EDUCATION 2015; 15:6. [PMID: 25638211 PMCID: PMC4331175 DOI: 10.1186/s12909-015-0290-9] [Citation(s) in RCA: 395] [Impact Index Per Article: 43.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/10/2014] [Accepted: 01/09/2015] [Indexed: 05/02/2023]
Abstract
BACKGROUND The proportion of black, Latino, and Native American faculty in U.S. academic medical centers has remained almost unchanged over the last 20 years. Some authors credit the "minority tax"-the burden of extra responsibilities placed on minority faculty in the name of diversity. This tax is in reality very complex, and a major source of inequity in academic medicine. DISCUSSION The "minority tax" is better described as an Underrepresented Minority in Medicine (URMM) faculty responsibility disparity. This disparity is evident in many areas: diversity efforts, racism, isolation, mentorship, clinical responsibilities, and promotion. The authors examine the components of the URMM responsibility disparity and use information from the medical literature and from human resources to suggest practical steps that can be taken by academic leaders and policymakers to move toward establishing faculty equity and thus increase the numbers of black, Latino, and Native American faculty in academic medicine.
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Affiliation(s)
- José E Rodríguez
- The Center for Underrepresented Minorities in Academic Medicine at The Florida State University College of Medicine, 1115 West Call Street#3210 M, Tallahassee, FL, 32306, USA.
| | - Kendall M Campbell
- The Center for Underrepresented Minorities in Academic Medicine at The Florida State University College of Medicine, 1115 West Call Street#3210 M, Tallahassee, FL, 32306, USA.
| | - Linda H Pololi
- Women's Studies Research Center, Mailstop 079, Waltham, MA, 02454-9110, USA.
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Rodríguez JE, Campbell KM. Minority faculty pay a higher proportion of their earnings to student debt. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2014; 89:371-372. [PMID: 24569660 DOI: 10.1097/acm.0000000000000157] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/03/2023]
Affiliation(s)
- José E Rodríguez
- Associate professor and codirector, Center for Underrepresented Minorities in Academic Medicine, Florida State University College of Medicine, Tallahassee, Florida; . Associate professor and codirector, Center for Underrepresented Minorities in Academic Medicine, Florida State University College of Medicine, Tallahassee, Florida
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Huggins TJ, Jones LM. Visually Modeling New Zealand Conservation Strategy: A Study of User Experiences. ECOPSYCHOLOGY 2012. [DOI: 10.1089/eco.2012.0053] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Affiliation(s)
- Thomas J. Huggins
- Joint Centre for Disaster Research, Massey University, Wellington, New Zealand
| | - Linda M. Jones
- School of Psychology, Massey University, Wellington, New Zealand
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