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Nair S, Rodríguez JE, Elwood S, Wilson E, Ramanathan A, Stulberg D, Vail B, Rundell K, Peek CJ. Departmental Metrics to Guide Equity, Diversity, and Inclusion for Academic Family Medicine Departments. Fam Med 2024; 56:362-366. [PMID: 38652854 PMCID: PMC11229857 DOI: 10.22454/fammed.2024.865619] [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: 04/25/2024]
Abstract
PROBLEM Equity, diversity, and inclusion (EDI) efforts have accelerated over the past several years, without a traditional guidebook that other missions often have. To evaluate progress over time, departments of family medicine are seeking ways to measure their current EDI state. Across the specialty, unity regarding which EDI metrics are meaningful is absent, and discordance even exists about what should be measured. APPROACH This paper provides a general metrics framework, including a wide array of possibilities to consider measuring, for assessing individual departmental progress in this broad space. These measures are designed to be general enough to provide common language and can be customized to align with strategic priorities of individual family medicine departments. OUTCOMES The Diversity, Equity, and Inclusion Committee of the Association of Departments of Family Medicine has produced a common framework to facilitate measurement of EDI outcomes in the following areas: care delivery and health, workforce recruitment and retention, learner recruitment and training, and research participation. This framework allows departments to monitor progress across these domains that impact the tripartite mission, providing opportunities to capitalize on measured gains in EDI. NEXT STEPS Departments can review this framework and consider which metrics are applicable or develop their own metrics to align with their strategic priorities. In the future, collective departments could compare notes and measure aggregate progress together. Evaluating progress is a step in the journey toward the goal of ensuring that departments are operating from inclusive and just academic systems.
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Affiliation(s)
- Shalina Nair
- Department of Family and Community Medicine, The Ohio State University Wexner Medical Center, Columbus, OH
| | - José E Rodríguez
- Family and Preventive Medicine, University of Utah Health Equity, Diversity and Inclusion, Salt Lake City, UT
| | | | - Elisabeth Wilson
- Department of Community and Family Medicine, Dartmouth Hitchcock Health and Dartmouth Geisel School of Medicine, Lebanon, NH
| | - Annamalai Ramanathan
- Department of Family and Community Medicine, Medical College of Georgia, Augusta University, Augusta, GA
| | - Debra Stulberg
- Department of Family Medicine, University of Chicago, Chicago, IL
| | - Belinda Vail
- Department of Family Medicine and Community Health, Medical Center, University of Kansas, Kansas City, KS
| | - Kristen Rundell
- Department of Family and Community Medicine, University of Arizona College of Medicine, Tucson, AZ
| | - C J Peek
- Department of Family Medicine and Community Health, University of Minnesota Medical School, Minneapolis, MN
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Ogbeide S, George D, Sandoval A, Johnson-Esparza Y, Villacampa MM. Clinical Efforts Double Disparity for Nonphysician URiM Faculty: Implications for Academic Family Medicine. Fam Med 2024; 56:346-352. [PMID: 38805629 PMCID: PMC11229865 DOI: 10.22454/fammed.2024.553188] [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: 05/30/2024]
Abstract
With a new definition of high-quality primary care and the shift in nonphysician faculty's role as core faculty members in family medicine residency programs, new attention is needed on the delineation of clinical efforts and clinical efforts disparities across disciplines (eg, psychology, marriage and family therapy, pharmacy) within departments of family medicine. Additionally, those who identify as underrepresented in medicine (URiM), specifically those who are nonphysician faculty, are dually impacted by the clinical efforts double disparity. This paper examines the current landscape of clinical efforts in academic family medicine for physician faculty and nonphysician faculty as well as discusses how to build equity in clinical efforts for nonphysician faculty and URiM faculty within academic family medicine impacted by the double disparity.
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Affiliation(s)
- Stacy Ogbeide
- University of Texas Health at San Antonio, San Antonio, TX
| | - Deepu George
- University of Texas Rio Grande Valley School of Medicine, Edinburg, TX
| | - Adrian Sandoval
- University of Texas Rio Grande Valley School of Medicine, Edinburg, TX
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Nguyen QT, Cabal V, Debbink M, Acosta D, Flattes VJ, Baluchi D, Ovuoba N, Cariello PF, Watts BT, Clouse ER, Nyman H, Taylor E, Kemeyou L, Lucero JE, Washington JC, Figueroa E, Campbell KM, Barbaar A, Ogbeide SA, Rodríguez JE. Building an Equity-Centered Ecosystem: University of Utah Health as a Microcosm. J Racial Ethn Health Disparities 2024:10.1007/s40615-024-01982-6. [PMID: 38573425 DOI: 10.1007/s40615-024-01982-6] [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: 10/11/2023] [Revised: 03/12/2024] [Accepted: 03/17/2024] [Indexed: 04/05/2024]
Abstract
Academic medicine, and medicine in general, are less diverse than the general patient population. Family Medicine, while still lagging behind the general population, has the most diversity in leadership and in the specialty in general, and continues to lead in this effort, with 16.7% of chairs identifying as underrepresented in medicine. Historical and current systematic marginalization of Black or African American, Latina/e/o/x, Hispanic or of Spanish Origin (LHS), American Indian/Alaska Native, Native Hawaiian/Pacific Islander, and Southeast Asian individuals has created severe underrepresentation within health sciences professions. Over the last 30 years, the percentage of faculty from these groups has increased from 7 to 9% in allopathic academic medicine, with similar increases in Osteopathic Medicine, Dentistry, and Pharmacy, but all lag behind age-adjusted population means. Traditionally, diversity efforts have focused on increasing pathway programs to address this widening disparity. While pathway programs are a good start, they are only a portion of what is needed to create lasting change in the diversity of the medical profession as well as the career trajectory and success of underrepresented in medicine (URiM) health professionals toward self-actualization and positions of leadership. This article elucidates all parts of an ecosystem necessary to ensure that equity, diversity, and inclusion outcomes can improve.
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Affiliation(s)
- Quang-Tuyen Nguyen
- Department of Pediatrics, Spencer Fox Eccles School of Medicine at the University of Utah, Salt Lake City, UT, USA
| | | | - Michelle Debbink
- Department of Obstetrics and Gynecology, Spencer Fox Eccles School of Medicine at the University of Utah, Salt Lake City, UT, USA
| | - David Acosta
- Association of American Medical Colleges, Washington, DC, USA
| | | | - Donna Baluchi
- Eccles Health Sciences Library, University of Utah, Salt Lake City, UT, USA
| | - Natasha Ovuoba
- Huntsman Cancer Insitute, University of Utah, Salt Lake City, UT, USA
| | - Paloma F Cariello
- Department of Internal Medicine, Spencer Fox Eccles School of Medicine at the University of Utah, Salt Lake City, UT, USA
| | - Bart T Watts
- School of Dentistry, University of Utah, Salt Lake City, UT, USA
| | - Erin R Clouse
- University of Utah Medical Group, Salt Lake City, UT, USA
| | - Heather Nyman
- Department of Pharmacotherapy, College of Pharmacy, University of Utah, Salt Lake City, UT, USA
| | - Eliza Taylor
- Department of Family and Preventive Medicine, Spencer Fox Eccles School of Medicine at the University of Utah, Salt Lake City, UT, USA
| | - Line Kemeyou
- Department of Internal Medicine, Spencer Fox Eccles School of Medicine at the University of Utah, Salt Lake City, UT, USA
| | - Julie E Lucero
- Department of Health and Kinesiology, College of Health, University of Utah, Salt Lake City, UT, USA
| | | | | | - Kendall M Campbell
- Department of Family Medicine, University of Texas Medical Branch, Galveston, TX, USA
| | - Abdulkhaliq Barbaar
- University of Utah Health Equity, Diversity and Inclusion, University of Utah, Salt Lake City, UT, USA
| | - Stacy A Ogbeide
- Department of Family Medicine, University of Texas Health Sciences Center, San Antonio, TX, USA
| | - José E Rodríguez
- Department of Family and Preventive Medicine, Spencer Fox Eccles School of Medicine at the University of Utah, Salt Lake City, UT, USA.
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Collazo A, Walcher CM, Campbell KM. Underrepresented in medicine (URiM) faculty development: Trends in biomedical database publication. J Natl Med Assoc 2024; 116:165-169. [PMID: 38220585 DOI: 10.1016/j.jnma.2024.01.005] [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: 08/06/2023] [Revised: 10/03/2023] [Accepted: 01/02/2024] [Indexed: 01/16/2024]
Abstract
BACKGROUND Biomedical databases create an educational platform that allows institutions to share innovations and research discoveries. Identifying literature in biomedical databases that inform the faculty development experiences of faculty underrepresented in medicine (URiM) can help institutions identify resources to promote career advancement for this group. The authors sought to determine biomedical database trends in publications related to faculty development experiences of URiM faculty over the last twenty years. METHODS An electronic search for literature published between January 2003 to Dec 2022 was conducted in the databases CINAHL, PubMed, Scopus, and PsycInfo using keywords underrepresented minority, faculty development, career development, professional development, academic medicine, and workforce in the title, abstract, or body of the manuscript. Growth rates were calculated for each database. The statistical significance difference in median numbers of publication per database was evaluated using Krusksal Wallis and Dunn's test post hoc. RESULTS Search results found 1516 publications over the twenty-year period. Scopus published the most literature with 1,372 publications with a mean number of 68.6 per year (SD 83.47). Both Scopus and PubMed had increased growth rates at 41% and 25%, respectively. There were statistically significant differences in median publication numbers between Scopus, CINAHL, and PsycInfo (p < 0.001) but not PubMed (p 0.062). CONCLUSION Trends in publications related to URiM faculty development have increased over the last twenty years, most noted in the Scopus and PubMed biomedical databases.
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Affiliation(s)
- Ashley Collazo
- University of Texas Medical Branch, 301 University Blvd, Galveston, TX 77555-1123, United States
| | - Christen M Walcher
- University of Texas Medical Branch, 301 University Blvd, Galveston, TX 77555-1123, United States
| | - Kendall M Campbell
- University of Texas Medical Branch, 301 University Blvd, Galveston, TX 77555-1123, United States.
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Joyce JA, Masina S, Michalik L, Pot C, Sempoux C, Amati F. Closing the scissor-shaped curve: Strategies to promote gender equality in academia. Cell 2024; 187:1335-1342. [PMID: 38490175 DOI: 10.1016/j.cell.2024.01.050] [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: 01/18/2024] [Revised: 01/24/2024] [Accepted: 01/30/2024] [Indexed: 03/17/2024]
Abstract
Gender inequality in STEM fields remains pervasive and undermines the ability for talented individuals to excel. Despite advances, women still encounter obstacles in pursuing academic careers and reaching leadership positions. This commentary discusses the "scissor-shaped curve" and examines effective strategies to fix it, including data-driven initiatives that we have implemented at our university.
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Affiliation(s)
- Johanna A Joyce
- Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland; Department of Oncology and Ludwig Institute for Cancer Research, University of Lausanne, 1011 Lausanne, Switzerland.
| | - Slavica Masina
- Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland
| | - Liliane Michalik
- Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland; Center for Integrative Genomics, University of Lausanne, 1015 Lausanne, Switzerland; Rectorate, University of Lausanne, 1015 Lausanne, Switzerland
| | - Caroline Pot
- Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland; Service of Neurology, Department of Clinical Neurosciences, Lausanne University Hospital and University of Lausanne, 1011 Lausanne, Switzerland
| | - Christine Sempoux
- Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland; Institute of Pathology, Department of Laboratory Medicine and Pathology, Lausanne University Hospital (CHUV) and University of Lausanne, 1011 Lausanne, Switzerland; Dean's office, Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland
| | - Francesca Amati
- Faculty of Biology and Medicine, University of Lausanne, 1011 Lausanne, Switzerland; Department of Biomedical Sciences, University of Lausanne, 1005 Lausanne, Switzerland.
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Campbell KM, Ogbeide SA, Echiverri A, Guillaume G, Henderson JE, Jackson N, Marquez CM, Miranda C, Montoya M, Oni K, Pierre G, Semenya AM, Scott L, Udezi V, Flattes VJ, Rodríguez JE, Washington JC. Are committee experiences of minoritized family medicine faculty part of the minority tax? a qualitative study. BMC MEDICAL EDUCATION 2023; 23:862. [PMID: 37957655 PMCID: PMC10644420 DOI: 10.1186/s12909-023-04848-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/15/2022] [Accepted: 11/06/2023] [Indexed: 11/15/2023]
Abstract
BACKGROUND AND OBJECTIVES Because much of the work in academic medicine is done by committee, early career URiM faculty, are often asked to serve on multiple committees, including diversity work that may not be recognized as important. They may also be asked to serve on committees to satisfy a diversity "check box," and may be asked more often than their non-URiM peers to serve in this capacity. We sought to describe the committee experiences of early career URiM faculty, hypothesizing that they may see committee service as a minority tax. METHODS Participants in the Leadership through Scholarship Fellowship (LTSF) were asked to share their experiences with committee service in their careers after participating in a faculty development discussion. Their responses were analyzed and reported using qualitative, open, axial, and abductive reasoning methods. RESULTS Four themes, with eight sub-themes (in parenthesis), emerged from the content analysis of the LTSF fellows responses to the prompt: Time commitment (Timing of committee work and lack of protected time for research and scholarship), URiM Committee service (Expectation that URiM person will serve on committees and consequences for not serving), Mentoring issues (no mentoring regarding committee service, faculty involvement is lacking and the conflicting nature of committee work) and Voice (Lack of voice or acknowledgement). CONCLUSIONS Early career URiM faculty reported an expectation of serving on committees and consequences for not serving related to their identity, but other areas of committee service they shared were not connected to their URiM identity. Because most of the experiences were not connected to the LTSF fellows' URiM identity, this group has identified areas of committee service that may affect all early career faculty. More research is necessary to determine how committee service affects URiM and non-URiM faculty in academic family medicine.
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Affiliation(s)
| | - Stacy A Ogbeide
- University of Texas Health Sciences Center at San Antonio, San Antonio, USA
| | | | - Gina Guillaume
- North by Northeast Community Health Center, Portland, USA
| | | | | | | | | | | | - Keyona Oni
- Carolinas Healthcare System, Charlotte, USA
| | - Grant Pierre
- University of Massachusetts Medical School, Boston, USA
| | | | | | - Victoria Udezi
- University of Texas Southwestern Medical School, Dallas, USA
| | - Valerie J Flattes
- University of Utah Health, 26 S 2000 E, 5750B EHSEB, 84112, Salt Lake City, UT, USA
| | - José E Rodríguez
- University of Utah Health, 26 S 2000 E, 5750B EHSEB, 84112, Salt Lake City, UT, USA.
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Anderson JA, Kisel T, Montoya MM, Campbell KM. Locally Connected Underrepresented Minority Faculty in Academic Medicine. South Med J 2023; 116:750-752. [PMID: 37657782 DOI: 10.14423/smj.0000000000001592] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/03/2023]
Affiliation(s)
- Jessica A Anderson
- From the Department of Family Medicine, University of Texas Medical Branch, Galveston
| | - Tibor Kisel
- From the Department of Family Medicine, University of Texas Medical Branch, Galveston
| | - Melissa M Montoya
- the Paul L. Foster School of Medicine, Texas Tech University Health Sciences Center, El Paso, El Paso
| | - Kendall M Campbell
- From the Department of Family Medicine, University of Texas Medical Branch, Galveston
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Yousefi Nooraie R, Dadgostar P, Roman G, Cullen JP, Bennett NM. Mapping the distribution of health equity research and practice across a university: a network analysis. J Clin Transl Sci 2023; 7:e142. [PMID: 37396810 PMCID: PMC10308423 DOI: 10.1017/cts.2023.555] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/04/2023] [Revised: 05/05/2023] [Accepted: 05/10/2023] [Indexed: 07/04/2023] Open
Abstract
Introduction Health equity research spans various disciplines, crossing formal organizational and departmental barriers and forming invisible communities. This study aimed to map the nomination network of scholars at the University of Rochester Medical Center who were active in racial and ethnic health equity research, education, and social/administrative activities, to identify the predictors of peer recognition. Methods We conducted a snowball survey of faculty members with experience and/or interest in racial and ethnic health equity, nominating peers with relevant expertise. Results Data from a total of 121 individuals (64% doing research on extent and outcomes of racial/ethnic disparities and racism, 48% research on interventions, 55% education, and 50% social/administrative activities) were gathered in six rounds of survey. The overlap between expertise categories was small with coincidence observed between education and social/administrative activities (kappa: 0.27; p < 0.001). Respondents were more likely to nominate someone if both were involved in research (OR: 3.1), if both were involved in education (OR: 1.7), and if both were affiliated with the same department (OR: 3.7). Being involved in health equity research significantly predicted the centrality of an individual in the nomination network, and the most central actors were involved in multiple expertise categories. Conclusions Compared with equity researchers, those involved in racial equity social/administrative activities were less likely to be recognized by peers as equity experts.
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Affiliation(s)
- Reza Yousefi Nooraie
- Department of Public Health Sciences, University of Rochester, Rochester, NY, USA
- Clinical and Translational Science Institute, University of Rochester School of Medicine and Dentistry, Rochester, NY, USA
| | - Porooshat Dadgostar
- Department of Public Health Sciences, University of Rochester, Rochester, NY, USA
| | - Gretchen Roman
- Department of Public Health Sciences, University of Rochester, Rochester, NY, USA
- Department of Family Medicine, University of Rochester, Rochester, NY, USA
| | - John P. Cullen
- Clinical and Translational Science Institute, University of Rochester School of Medicine and Dentistry, Rochester, NY, USA
- Susan B. Anthony Center, University of Rochester, Rochester, NY, USA
| | - Nancy M. Bennett
- Clinical and Translational Science Institute, University of Rochester School of Medicine and Dentistry, Rochester, NY, USA
- Center for Community Health and Prevention, University of Rochester Medical Center, Rochester, NY, USA
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Campbell KM. Mitigating the Isolation of Minoritized Faculty in Academic Medicine. J Gen Intern Med 2023; 38:1751-1755. [PMID: 36547754 PMCID: PMC10212885 DOI: 10.1007/s11606-022-07982-8] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/13/2022] [Accepted: 12/08/2022] [Indexed: 12/24/2022]
Abstract
Increasing numbers of faculty who are underrepresented in medicine has been a focus of academic health systems. Understanding the experiences of these faculty helps in creating environments that are inclusive and supportive, promoting faculty success. When compared with non-minoritized faculty, minoritized faculty face racism, isolation, diversity efforts disparities, clinical efforts disparities, lack of faculty development, and promotion disparities. While there have been contributions to the literature to better characterize disparities faced by minoritized faculty, little has been written about isolation. Isolation occurs when faculty underrepresented in medicine do not feel like part of the department or institution. They may feel excluded from mainstream culture as if they are invisible. They may be excluded from conversations, group chats, get togethers, or other work-related or social functions. These feelings can manifest as imposter syndrome and impact work performance and decision-making. In this article, the author shares how to recognize and mitigate isolation to promote an inclusive environment for all faculty.
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Affiliation(s)
- Kendall M Campbell
- Department of Family Medicine, The University of Texas Medical Branch, Galveston, TX, USA.
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