1
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Adams MCB, Wandner LD, Kolber BJ. Challenges and opportunities for growing and retaining a pain research workforce. Pain Med 2024; 25:315-318. [PMID: 38459612 PMCID: PMC11063744 DOI: 10.1093/pm/pnae008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/12/2023] [Revised: 01/24/2024] [Accepted: 02/01/2024] [Indexed: 03/10/2024]
Affiliation(s)
- Meredith C B Adams
- Departments of Anesthesiology, Biomedical Informatics, Translational Neuroscience, and Public Health Sciences, Wake Forest University School of Medicine, Winston Salem, NC 27157, United States
| | - Laura D Wandner
- National Institutes of Health, National Institutes of Neurological Disorders and Stroke, Bethesda, MD 20814, United States
| | - Benedict J Kolber
- Department of Neuroscience, Center for Advanced Pain Studies, University of Texas at Dallas, Richardson, TX 75080, United States
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2
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Zlotnick C, Patel H, Ali PA, Odewusi T, Luiking ML. Globalization: Migrant nurses' acculturation and their healthcare encounters as consumers of healthcare. Nurs Inq 2024; 31:e12607. [PMID: 37805823 DOI: 10.1111/nin.12607] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/30/2023] [Revised: 09/25/2023] [Accepted: 09/26/2023] [Indexed: 10/09/2023]
Abstract
Globally, one of every eight nurses is a migrant, but few studies have focused on the healthcare experiences of migrant nurses (MNs) as consumers or recipients of healthcare. We address this gap by examining MNs and their acculturation, barriers to healthcare access, and perceptions of healthcare encounters as consumers. For this mixed-methods study, a convenience sample of MNs working in Europe and Israel was recruited. The quantitative component's methods included testing the reliability of scales contained within the questionnaire and using Hayes Process Model #4 to test for mediation. The qualitative component's methods included analyzing interviews with iterative inductive thematic analysis. Quantitative findings on MNs (n = 73) indicated that the association between acculturation and perception of the healthcare encounter, which MNs experienced as healthcare consumers, was mediated by barriers to healthcare access, even after adjusting for age and gender (p = 0.03). Qualitative interviews with MNs (n = 13) provided possible explanations for the quantitative findings. Even after working in the host country's healthcare system for several years, MNs reported difficulties with their healthcare encounters as healthcare consumers, not only due to their limited knowledge about the culture and healthcare resources but also due to the biased responses they received.
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Affiliation(s)
- Cheryl Zlotnick
- Cheryl Spencer Department of Nursing, University of Haifa, Haifa, Mount Carmel, Israel
| | - Harshida Patel
- Institute of Health Care and Sciences, Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
| | - Parveen Azam Ali
- Health Sciences School, Doncaster and Bassetlaw Teaching Hospitals, University of Sheffield, Sheffield, England, UK
- International Nursing Review, Sheffield, England, UK
| | - Temitayo Odewusi
- Department of Nursing, Queen Margaret University, Edinburgh, Scotland, UK
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3
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Altin SE, Kwong M, Hamburg NM, Creager MA, Banerjee S, Oladini L, Schneider MD, Ruddy JM. Addressing Barriers to Entry and Retention of Women in Interventional Vascular Specialties With Proposed Solutions: A Scientific Statement From the American Heart Association. Circulation 2024; 149:e986-e995. [PMID: 38375663 DOI: 10.1161/cir.0000000000001210] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/21/2024]
Abstract
Representation of women in interventional vascular fields (interventional cardiology, interventional radiology, and vascular surgery) lags behind that in other specialties. With women representing half of all medical school graduates, encouraging parity of women in these fields needs to start in medical school. Barriers to pursuing careers in vascular intervention include insufficient exposure during core clerkships, early mentorship, visibility of women in the field, length of training, lifestyle considerations, work culture and environment, and concerns about radiation exposure. This scientific statement highlights potential solutions for both the real and perceived barriers that women may face in pursuing careers in vascular intervention, including streamlining of training (as both interventional radiology and vascular surgery have done with a resultant increase in percentage of women trainees), standardization of institutional promotion of women in leadership, and professional and industry partnerships for the retention and advancement of women.
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4
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Momplaisir F, Rogo T, Alexander Parrish R, Delair S, Rigaud M, Caine V, Absalon J, Word B, Hewlett D. Ending Race-Conscious College Admissions and Its Potential Impact on the Infectious Disease Workforce. Open Forum Infect Dis 2024; 11:ofae083. [PMID: 38444821 PMCID: PMC10913839 DOI: 10.1093/ofid/ofae083] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2023] [Accepted: 02/12/2024] [Indexed: 03/07/2024] Open
Abstract
On 29 June 2023, the Supreme Court of the United States ruled that race-conscious consideration for college admission is unconstitutional. We discuss the consequences of this ruling on the delivery of equitable care and health system readiness to combat current and emerging pandemics. We propose strategies to mitigate the negative impact of this ruling on diversifying the infectious disease (ID) workforce.
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Affiliation(s)
- Florence Momplaisir
- Division of Infectious Diseases, Department of Medicine, Perelman School of Medicine at the University of Pennsylvania, Philadelphia, Pennsylvania, USA
- The Penn Leonard Davis Institute of Health Economics, University of Pennsylvania, Philadelphia, Pennsylvania, USA
| | - Tanya Rogo
- Division of Pediatric Infectious Diseases, Department of Pediatrics, Warren Alpert Medical School of Brown University, Providence, Rhode Island, USA
| | - Ronika Alexander Parrish
- Vaccines & Antivirals Medical and Scientific Affairs, Pfizer Biopharmaceuticals Group, New York, New York, USA
| | - Shirley Delair
- Division of Pediatric Infectious Diseases, Department of Pediatrics, University of Nebraska Medical Center, Omaha, Nebraska, USA
| | - Mona Rigaud
- Department of Pediatrics at NYU Grossman School of Medicine, NYU Langone Hospital-Brooklyn, Brooklyn, New York, USA
| | - Virginia Caine
- Division of Infectious Diseases, Department of Medicine, Indiana University School of Medicine, Indianapolis, Indiana, USA
| | - Judith Absalon
- Infectious Diseases & Virology, Development Clinical Sciences, GlaxoSmithKline Pharmaceutical, New York, New York, USA
| | - Bonnie Word
- Houston Travel Medicine Clinic, Houston, Texas, USA
| | - Dial Hewlett
- Tuberculosis Services, Westchester Department of Health, Chair IDSA Committee on Diversity Access & Equity, White Plains, New York, USA
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5
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Charles AJ, Seas A, Corley J, Duvall JB, Owolo E, Abu-Bonsrah N, Elsamadicy AA, Simpson V, Sanusi O, Holly LT, Rodriguez A, Nduom EK, Levi AD, Liau LM, Quiñones-Hinojosa A, Karikari I, Grant G, Fuller AT, Goodwin CR. Promoting diversity in neurosurgery through a virtual symposium. J Neurosurg 2023; 139:1101-1108. [PMID: 36905659 DOI: 10.3171/2023.1.jns221743] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2022] [Accepted: 01/20/2023] [Indexed: 03/12/2023]
Abstract
OBJECTIVE The rates of women and underrepresented racial and ethnic minority (UREM) students successfully matching into neurosurgical residency are extremely low and do not reflect the makeup of the general population. As of 2019, only 17.5% of neurosurgical residents in the United States were women, 4.95% were Black or African American, and 7.2% were Hispanic or Latinx. Earlier recruitment of UREM students will help to diversify the neurosurgical workforce. Therefore, the authors developed a virtual educational event for undergraduate students entitled "Future Leaders in Neurosurgery Symposium for Underrepresented Students'' (FLNSUS). The primary objectives of the FLNSUS were to expose attendees to 1) neurosurgeons from diverse gender, racial, and ethnic backgrounds; 2) neurosurgical research; 3) opportunities for neurosurgical mentorship; and 4) information about life as a neurosurgeon. The authors hypothesized that the FLNSUS would increase student self-confidence, provide exposure to the specialty, and reduce perceived barriers to a neurosurgical career. METHODS To measure the change in participant perceptions of neurosurgery, pre- and postsymposium surveys were administered to attendees. Of the 269 participants who completed the presymposium survey, 250 participated in the virtual event and 124 completed the postsymposium survey. Paired pre- and postsurvey responses were used for analysis, yielding a response rate of 46%. To assess the impact of participant perceptions of neurosurgery as a field, pre- and postsurvey responses to questions were compared. The change in response was analyzed, and a nonparametric sign test was performed to check for significant differences. RESULTS According to the sign test, applicants showed increased familiarity with the field (p < 0.001), increased confidence in their abilities to become neurosurgeons (p = 0.014), and increased exposure to neurosurgeons from diverse gender, racial, and ethnic backgrounds (p < 0.001 for all categories). CONCLUSIONS These results reflect a significant improvement in student perceptions of neurosurgery and suggest that symposiums like the FLNSUS may promote further diversification of the field. The authors anticipate that events promoting diversity in neurosurgery will lead to a more equitable workforce that will ultimately translate to enhanced research productivity, cultural humility, and patient-centered care in neurosurgery.
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Affiliation(s)
- Antoinette J Charles
- 1Equity and Justice in Neurosurgery, Durham
- 2Department of Neurosurgery, Duke University, Durham
| | - Andreas Seas
- 2Department of Neurosurgery, Duke University, Durham
- 3Pratt School of Engineering, Duke University, Durham, North Carolina
| | - Jacquelyn Corley
- 1Equity and Justice in Neurosurgery, Durham
- 2Department of Neurosurgery, Duke University, Durham
| | - Julia B Duvall
- 1Equity and Justice in Neurosurgery, Durham
- 4Harvard Medical School, Boston, Massachusetts
| | - Edwin Owolo
- 2Department of Neurosurgery, Duke University, Durham
| | - Nancy Abu-Bonsrah
- 5Department of Neurosurgery, Johns Hopkins School of Medicine, Baltimore, Maryland
| | | | - Venita Simpson
- 7Department of Neurosurgery, Baylor College of Medicine, Houston, Texas
| | - Olabisi Sanusi
- 8Department of Neurosurgery, Oregon Health & Science University, Portland, Oregon
| | - Langston T Holly
- 9Department of Neurosurgery, David Geffen School of Medicine, University of California, Los Angeles, California
| | - Analiz Rodriguez
- 10Department of Neurosurgery, University of Arkansas for Medical Sciences, Little Rock, Arkansas
| | - Edjah K Nduom
- 11Department of Neurosurgery, Emory University School of Medicine, Atlanta, Georgia
| | - Allan D Levi
- 12Department of Neurosurgery, University of Miami Miller School of Medicine, Miami; and
| | - Linda M Liau
- 8Department of Neurosurgery, Oregon Health & Science University, Portland, Oregon
| | | | | | - Gerald Grant
- 2Department of Neurosurgery, Duke University, Durham
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Hussain SF, Vogel AL, Faupel-Badger JM, Ho L, Akacem LD, Balakrishnan K, Geiger R, Gopal-Srivastava R, Haynes B, Hodges MG, Isler T, Mathé EA, Misquitta L, Sharma KR, Sid E, Zigterman JL, Burgoon PW. DEIA is essential to advance the goals of translational science: Perspectives from NCATS. J Clin Transl Sci 2023; 7:e33. [PMID: 36845315 DOI: 10.1017/cts.2022.482] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/01/2022] [Revised: 09/30/2022] [Accepted: 10/04/2022] [Indexed: 11/10/2022] Open
Abstract
The National Center for Advancing Translational Science (NCATS) seeks to improve upon the translational process to advance research and treatment across all diseases and conditions and bring these interventions to all who need them. Addressing the racial/ethnic health disparities and health inequities that persist in screening, diagnosis, treatment, and health outcomes (e.g., morbidity, mortality) is central to NCATS' mission to deliver more interventions to all people more quickly. Working toward this goal will require enhancing diversity, equity, inclusion, and accessibility (DEIA) in the translational workforce and in research conducted across the translational continuum, to support health equity. This paper discusses how aspects of DEIA are integral to the mission of translational science (TS). It describes recent NIH and NCATS efforts to advance DEIA in the TS workforce and in the research we support. Additionally, NCATS is developing approaches to apply a lens of DEIA in its activities and research - with relevance to the activities of the TS community - and will elucidate these approaches through related examples of NCATS-led, partnered, and supported activities, working toward the Center's goal of bringing more treatments to all people more quickly.
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7
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Layne TM, Clark US, Mohamed NE, Miller SJ, Sly JR, Kata HE, Astha V, Lawrence SA, Hutson Y, Campbell KN, Benn EKT. Undue burden: Black faculty, COVID-19, and the racial justice movement. J Clin Transl Sci 2023; 7:e14. [PMID: 36755534 DOI: 10.1017/cts.2022.460] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/12/2022] [Revised: 08/09/2022] [Accepted: 09/06/2022] [Indexed: 11/07/2022] Open
Abstract
A crucial reckoning was initiated when the COVID-19 pandemic began to expose and intensify long-standing racial/ethnic health inequities, all while various sectors of society pursued racial justice reform. As a result, there has been a contextual shift towards broader recognition of systemic racism, and not race, as the shared foundational driver of both societal maladies. This confluence of issues is of particular relevance to Black populations disproportionately affected by the pandemic and racial injustice. In response, institutions have initiated diversity, equity, and inclusion (DEI) efforts as a way forward. This article considers how the dual pandemic climate of COVID-19-related health inequities and the racial justice movement could exacerbate the "time and effort tax" on Black faculty to engage in DEI efforts in academia and biomedicine. We discuss the impact of this "tax" on career advancement and well-being, and introduce an operational framework for considering the interconnected influence of systemic racism, the dual pandemics, and DEI work on the experience of Black faculty. If not meaningfully addressed, the "time and effort tax" could contribute to Black and other underrepresented minority faculty leaving academia and biomedicine - consequently, the very diversity, equity, and inclusion work meant to increase representation could decrease it.
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8
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Liu J, Zhu Y, Wang H. Managing the negative impact of workforce diversity: The important roles of inclusive HRM and employee learning-oriented behaviors. Front Psychol 2023; 14:1117690. [PMID: 36844330 PMCID: PMC9947786 DOI: 10.3389/fpsyg.2023.1117690] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/06/2022] [Accepted: 01/16/2023] [Indexed: 02/11/2023] Open
Abstract
The workforce has become more diverse than it used to be. Although organizations actively capitalize on workforce diversity to enhance team innovation and organizational performance, it is found that workforce diversity also has potential risks, among which interpersonal conflict is the most salient one. However, we still know relatively less about why workforce diversity may link to higher interpersonal conflict and, more importantly, how to mitigate the negative impact of workforce diversity. Based on the workplace diversity theories (e.g., the categorization-elaboration model), this study examined how workforce diversity was positively related to interpersonal conflict through impacting one's affective states, and to what extent this indirect effect can be weakened by organization-initiated practices (i.e., the inclusive human resources management (HRM) practices) and employee-initiated behaviors (i.e., employee learning-oriented behaviors). Using two-wave surveys from 203 employees from various organizations in China, we confirmed our hypotheses. Our results showed that perceived workforce diversity was positively related to interpersonal conflict through increasing negative affect (after we controlled for the objective diversity level calculated by the Blau index), and this indirect effect was weakened when the levels of inclusive HRM practices and employee learning-oriented behaviors were high. Our study suggests that it is important for organizations to be aware of the detrimental impact of workforce diversity. In addition, it is essential to use both the top-down (e.g., inclusive HRM practices) and bottom-up (e.g., employee learning-oriented behaviors) approaches to managing the challenges presented by diversity so as to unlock more potential of diversity in the workplace.
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Affiliation(s)
- Jiakun Liu
- Shandong Youth University of Political Science, Jinan, China,University of International Business and Economics, Beijing, China
| | - Yufeng Zhu
- Shandong Youth University of Political Science, Jinan, China
| | - Huatian Wang
- Lingnan University, Hong Kong, Hong Kong SAR, China,Eindhoven University of Technology, Eindhoven, Netherlands,*Correspondence: Huatian Wang,
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9
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Mau M, Chun MBJ. Mentoring as a Means to Achieving Workforce Diversification in Orthopaedic Surgery. Hawaii J Health Soc Welf 2023; 82:50-52. [PMID: 36779004 PMCID: PMC9910194] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/18/2023]
Abstract
Orthopaedic surgery is no stranger to health care disparities and the American Academy of Orthopaedic Surgeons (AAOS) has expressed a commitment to a culturally competent and diverse workforce. Addressing workforce diversification is critical to recruiting a more diverse orthopaedic workforce and engaging the community to improve patient care and ensure equitable care for all. Unfortunately, these concerns were acknowledged by the AAOS almost 2 decades ago, without much significant progress. This article discusses mentoring as a means to address workforce diversification in orthopaedics and provides recommendations on how orthopaedics can enhance its efforts.
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Affiliation(s)
- Makoa Mau
- John A Burns School of Medicine, University of Hawai'i, Honolulu, HI (MM)
| | - Maria B J Chun
- Department of Surgery, John A Burns School of Medicine, University of Hawai'i, Honolulu, HI (MBJC)
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Rogo T, Holland S, Fassiotto M, Maldonado Y, Joseph T, Ramilo O, Byrd K, Delair S. Strategies to Increase Workforce Diversity in Pediatric Infectious Diseases. J Pediatric Infect Dis Soc 2022; 11:S148-S154. [PMID: 36477593 DOI: 10.1093/jpids/piac094] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/13/2022]
Abstract
The number of physicians who are underrepresented in medicine within the pediatric infectious diseases workforce remains disproportionate compared to the US population. Physician workforce diversity plays an important role in reducing health care disparities. Pathways to careers in pediatric infectious diseases require that a diverse pool of students enter medicine and subsequently choose pediatric residency followed by subspecialty training. Efforts must be made to expose learners to pediatric infectious diseases earlier in the education timeline. Along with recruitment and creation of pathways, cultures of inclusivity must be created and fostered within institutions of learning along the entire spectrum of medical training.
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Affiliation(s)
- Tanya Rogo
- Division of Pediatric Infectious Diseases, Alpert Medical School of Brown University, Providence, Rhode Island, USA
| | - Sabina Holland
- Division of Pediatric Infectious Diseases, Alpert Medical School of Brown University, Providence, Rhode Island, USA
| | - Magali Fassiotto
- Office of Faculty Development & Diversity, Stanford University School of Medicine, Palo Alto, California, USA
| | - Yvonne Maldonado
- Division of Pediatric Infectious Diseases, Stanford University School of Medicine, Palo Alto, California, USA
| | - Tuhina Joseph
- Division of Pediatric Infectious Diseases, Tufts University School of Medicine, Boston, Massachusetts, USA
| | - Octavio Ramilo
- Division of Pediatric Infectious Diseases, Nationwide Children's Hospital and Ohio State University College of Medicine, Columbus, Ohio, USA
| | - Katrina Byrd
- Division of Pediatric Infectious Diseases, Alpert Medical School of Brown University, Providence, Rhode Island, USA
| | - Shirley Delair
- Division of Pediatric Infectious Diseases, University of Nebraska Medical Center, Omaha, Nebraska, USA
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Knapke JM, Snyder DC, Carter K, Fitz-Gerald MB, Fritter J, Kolb HR, Marchant M, Mendell A, Petty M, Pullum C, Jones CT. Issues for recruitment and retention of clinical research professionals at academic medical centers: Part 1 - collaborative conversations Un-Meeting findings. J Clin Transl Sci 2022; 6:e80. [PMID: 35949656 PMCID: PMC9305083 DOI: 10.1017/cts.2022.411] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2022] [Revised: 05/20/2022] [Accepted: 05/25/2022] [Indexed: 11/24/2022] Open
Abstract
Background Identification of evidence-based factors related to status of the clinical research professional (CRP) workforce at academic medical centers (AMCs) will provide context for National Center for Advancing Translational Science (NCATS) policy considerations and guidance. The objective of this study is to explore barriers and opportunities related to the recruitment and retention of the CRP workforce. Materials and Methods Qualitative data from a series of Un-Meeting breakout sessions and open-text survey questions were analyzed to explore barriers and recommendations for improving AMC CRP recruitment, retention and diversity. Results While certain institutions have established competency-based frameworks for job descriptions, standardization remains generally lacking across CTSAs. AMCs report substantial increases in unfilled CRP positions leading to operational instability. Data confirmed an urgent need for closing gaps in CRP workforce at AMCs, especially for attracting, training, retaining, and diversifying qualified personnel. Improved collaboration with human resource departments, engagement with principal investigators, and overcoming both organizational and resource challenges were suggested strategies, as well as development of outreach to universities, community colleges, and high schools raising awareness of CRP career pathways. Discussion Based on input from 130 CRP leaders at 35 CTSAs, four National Institute of General Medical Sciences' Institutional Development Award (IDeA) program sites, along with industry and government representatives, we identified several barriers to successful recruitment and retention of a highly trained and diverse CRP workforce. Results, including securing institutional support, champions, standardizing and adopting proven national models, improving local institutional policies to facilitate CRP hiring and job progression point to potential solutions.
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Affiliation(s)
- Jacqueline M. Knapke
- Center for Clinical and Translational Science and Training, University of Cincinnati, Cincinnati, OH, USA
- Department of Family and Community Medicine, University of Cincinnati, Cincinnati, OH, USA
| | - Denise C. Snyder
- School of Medicine, Office of Clinical Research, Duke University, Durham, NC, USA
| | - Karen Carter
- Center for Clinical and Translational Science, Ohio State University, Columbus, OH, USA
| | - Meredith B. Fitz-Gerald
- Center for Clinical and Translational Science, University of Alabama at Birmingham, Birmingham, AL, USA
| | - Jessica Fritter
- Center for Clinical and Translational Science, Ohio State University, Columbus, OH, USA
| | - H. Robert Kolb
- Clinical Translational Science Institute Workforce Directorate, University of Florida, Gainesville, FL, USA
| | - Mark Marchant
- Center for Clinical and Translational Science, University of Alabama at Birmingham, Birmingham, AL, USA
| | - Angela Mendell
- Center for Clinical and Translational Science and Training, University of Cincinnati, Cincinnati, OH, USA
| | - Megan Petty
- Center for Leading Innovation and Collaboration, University of Rochester Medical Center, Rochester, NY, USA
| | - Cherese Pullum
- Research Integration Hub, Seattle Children’s Hospital University of Washington, Seattle, WA, USA
| | - Carolynn T. Jones
- Center for Clinical and Translational Science, Ohio State University, Columbus, OH, USA
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12
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Enders FT, Golembiewski EH, Orellana MA, DSouza KN, Addani MA, Morrison EJ, Benson JT, Silvano CJ, Pacheco-Spann LM, Balls-Berry JE. Changing the face of academic medicine: an equity action plan for institutions. J Clin Transl Sci 2022; 6:e78. [PMID: 35874036 PMCID: PMC9280456 DOI: 10.1017/cts.2022.408] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2022] [Revised: 05/12/2022] [Accepted: 05/16/2022] [Indexed: 11/06/2022] Open
Abstract
In recent years, there have been concerted efforts to better recruit, support, and retain diverse faculty, staff, and trainees in academic medicine. However, many institutions lack comprehensive and strategic plans to provide support to retain and recruit individuals from historically underrepresented groups. In this article, we itemize specific mechanisms through which institutions can support diverse individuals with the goal of improving inclusion and belonging in the workforce to better reflect the diversity of the intended patient and research participant population.
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Affiliation(s)
- Felicity T. Enders
- Department of Quantitative Health Sciences, Mayo Clinic, Rochester, MN, USA
| | | | - Minerva A. Orellana
- Center for Clinical and Translational Science, Mayo Clinic, Rochester, MN, USA
| | - Karen N. DSouza
- Center for Clinical and Translational Science, Mayo Clinic, Rochester, MN, USA
| | - Mohamed A. Addani
- Center for Clinical and Translational Science, Mayo Clinic, Rochester, MN, USA
| | | | - Joanne T. Benson
- Department of Quantitative Health Sciences, Mayo Clinic, Rochester, MN, USA
| | - Carmen J. Silvano
- Center for Clinical and Translational Science, Mayo Clinic, Rochester, MN, USA
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13
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Bright TJ, Williams KS, Rajamani S, Tiase VL, Senathirajah Y, Hebert C, McCoy AB. Making the case for workforce diversity in biomedical informatics to help achieve equity-centered care: a look at the AMIA First Look Program. J Am Med Inform Assoc 2021; 29:171-175. [PMID: 34963144 PMCID: PMC8714276 DOI: 10.1093/jamia/ocab246] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2021] [Revised: 10/04/2021] [Accepted: 10/27/2021] [Indexed: 11/12/2022] Open
Abstract
Developing a diverse informatics workforce broadens the research agenda and ensures the growth of innovative solutions that enable equity-centered care. The American Medical Informatics Association (AMIA) established the AMIA First Look Program in 2017 to address workforce disparities among women, including those from marginalized communities. The program exposes women to informatics, furnishes mentors, and provides career resources. In 4 years, the program has introduced 87 undergraduate women, 41% members of marginalized communities, to informatics. Participants from the 2019 and 2020 cohorts reported interest in pursuing a career in informatics increased from 57% to 86% after participation, and 86% of both years' attendees responded that they would recommend the program to others. A June 2021 LinkedIn profile review found 50% of participants working in computer science or informatics, 4% pursuing informatics graduate degrees, and 32% having completed informatics internships, suggesting AMIA First Look has the potential to increase informatics diversity.
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Affiliation(s)
- Tiffani J Bright
- Center for AI, Research, and Evaluation, IBM Watson Health, Cambridge, Massachusetts, USA
| | - Karmen S Williams
- Departments of Epidemiology and Biostatistics and Health Policy and Management, Graduate School of Public Health and Policy, City University of New York, New York, New York, USA
| | - Sripriya Rajamani
- Institute for Health Informatics, Office of Academic Clinical Affairs, University of Minnesota, Minneapolis, Minnesota, USA
| | - Victoria L Tiase
- Value Institute, NewYork-Presbyterian Hospital, New York, New York, USA
| | - Yalini Senathirajah
- Department of Biomedical Informatics, University of Pittsburgh, Pittsburgh, Pennsylvania, USA
| | - Courtney Hebert
- Department of Biomedical Informatics, College of Medicine, The Ohio State University, Columbus, Ohio, USA
| | - Allison B McCoy
- Department of Biomedical Informatics, Vanderbilt University Medical Center, Nashville, Tennessee, USA
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14
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Nieblas-Bedolla E, El-Ghazali F, Qadri S, Williams JR, Quadri N, Lee A, Ferreira M. Racial, ethnic, and gender diversity of applicants and matriculants to neurological surgery residency programs. J Neurosurg 2021; 137:1-7. [PMID: 34798610 DOI: 10.3171/2021.7.jns21906] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/07/2021] [Accepted: 07/27/2021] [Indexed: 11/06/2022]
Abstract
OBJECTIVE The aim of this study was to identify trends in the demographic constitution of applicants and matriculants to neurological surgery based on race, ethnicity, and gender. METHODS The authors conducted a cross-sectional study using compiled demographic data obtained from the Association of American Medical Colleges. Trends analyzed included proportional changes in race, ethnicity, and gender of applicants and matriculants to neurosurgical residency programs from academic years 2010-2011 to 2018-2019. RESULTS A total of 5100 applicants and 2104 matriculants to neurosurgical residency programs were analyzed. No significant change in the percentage of overall women applicants (+0.3%, 95% CI -0.7% to 1.3%; p = 0.77) or in the percentage of women matriculants (+0.3%, 95% CI -2.2% to 2.9%; p = 0.71) was observed. For applicants, no change over time was observed in the percentages of American Indian or Alaska Native (AI/AN) men (0.0%, 95% CI -0.3% to 0.3%; p = 0.65); Asian men (-0.1%, 95% CI -1.2% to 1.1%; p = 0.97); Black or African American men (-0.2%, 95% CI -0.7% to 0.4%; p = 0.91); Hispanic, Latino, or of Spanish Origin men (+0.4%, 95% CI -0.8% to 1.7%; p = 0.26); White men (+0.5%, 95% CI -2.1% to 3.0%; p = 0.27); Asian women (+0.1,% 95% CI -0.9% to 1.1%; p = 0.73); Black or African American women (0.0%, 95% CI -0.6% to 0.5%; p = 0.30); Hispanic, Latino, or of Spanish Origin women (0.0%, 95% CI -0.4% to 0.4%; p = 0.71); and White women (+0.3%, 95% CI -1.1% to 1.7%; p = 0.34). For matriculants, no change over time was observed in the percentages of AI/AN men (0.0%, 95% CI -0.6% to 0.6%; p = 0.56); Asian men (0.0%, 95% CI -2.7% to 2.7%; p = 0.45); Black or African American men (-0.3%, 95% CI -1.4% to 0.8%; p = 0.52); Hispanic, Latino, or of Spanish Origin men (+0.6%, 95% CI -0.8 to 2.0%; p = 0.12); White men (-1.0%, 95% CI -5.3% to 3.3%; p = 0.92); Asian women (+0.1%, 95% CI -1.3% to 1.5%; p = 0.85); Black or African American women (0.0%, 95% CI -0.6% to 0.7%; p = 0.38); Hispanic, Latino, or of Spanish Origin women (-0.1%, 95% CI -0.7% to 0.5%; p = 0.46); and White women (+0.3%, 95% CI -2.4% to 3.0%; p = 0.70). CONCLUSIONS Despite efforts to diversify the demographic constitution of incoming neurosurgical trainees, few significant advances have been made in recent years. This study suggests that improved strategies for recruitment and cultivating early interest in neurological surgery are required to further increase the diversification of future cohorts of neurosurgical trainees.
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Affiliation(s)
| | | | - Saman Qadri
- 1University of Washington School of Medicine, Seattle
| | - John R Williams
- 2Department of Neurological Surgery, University of Washington, Seattle, Washington; and
| | - Nabiha Quadri
- 3Department of Neurological Surgery, Saint Louis University, Saint Louis, Missouri
| | - Amy Lee
- 2Department of Neurological Surgery, University of Washington, Seattle, Washington; and
| | - Manuel Ferreira
- 2Department of Neurological Surgery, University of Washington, Seattle, Washington; and
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15
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Martinez-Strengel A, Balasuriya L, Black A, Berg D, Genao I, Gross CP, Keene D, Latimore D, Sotto-Santiago S, Boatright D. Perspectives of Internal Medicine Residency Program Directors on the Accreditation Council for Graduate Medical Education (ACGME) Diversity Standards. J Gen Intern Med 2021; 36:2539-2546. [PMID: 34145516 PMCID: PMC8390633 DOI: 10.1007/s11606-021-06825-2] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/29/2020] [Accepted: 04/11/2021] [Indexed: 11/29/2022]
Abstract
BACKGROUND To increase diversity and inclusion in graduate medical education, the Accreditation Council for Graduate Medical Education (ACGME) issued a revision to their Common Program Requirements during the 2019-2020 academic year mandating that all residency programs must have policies and practices to achieve appropriate diversity among trainees and faculty. OBJECTIVE To explore the perspectives of internal medicine program directors (PDs) and associate program directors (APDs) on the ACGME diversity standard. DESIGN Qualitative study of internal medicine residency program leadership from academic and community programs across the USA. PARTICIPANTS Current PDs (n = 12) and APDs (n = 8) of accredited US internal medicine residency programs. APPROACH We conducted semi-structured, in-depth qualitative interviews. Data was analyzed using the constant comparative method to extract recurrent themes. KEY RESULTS Three main themes, described by participants, were identified: (1) internal medicine PDs and APDs had limited knowledge of the new Common Program Requirement relating to diversity; (2) program leaders expressed concern that the diversity standard reaches beyond the PDs' scope of influence and lack of institutional commitment to the successful implementation of diversity standards; (3) participants described narrow view of diversity and inclusion efforts focusing on recruitment strategies during the interview season. CONCLUSIONS Our findings of lack of familiarity with the new diversity standards, and limited institutional investment in diversity and inclusion efforts raise a concern about successful implementation across GME programs. Nevertheless, our finding suggests that structured implementation in the form of education, guideposts, and financial allocation can alleviate some of the concerns of program leadership in meeting the new ACGME diversity standard in a meaningful way.
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Affiliation(s)
- Angela Martinez-Strengel
- National Clinician Scholars Program, Yale School of Medicine, New Haven, CT, USA. .,Department of Pediatrics, Yale School of Medicine, New Haven, CT, USA.
| | | | - Aba Black
- Department of Internal Medicine, Yale School of Medicine, New Haven, CT, USA
| | - David Berg
- Department of Internal Medicine, Yale School of Medicine, New Haven, CT, USA
| | - Inginia Genao
- Department of Internal Medicine, Yale School of Medicine, New Haven, CT, USA
| | - Cary P Gross
- National Clinician Scholars Program, Yale School of Medicine, New Haven, CT, USA.,Department of Internal Medicine, Yale School of Medicine, New Haven, CT, USA
| | - Danya Keene
- Yale School of Public Health, New Haven, CT, USA
| | - Darin Latimore
- Department of Internal Medicine, Yale School of Medicine, New Haven, CT, USA
| | - Sylk Sotto-Santiago
- Department of Internal Medicine, Indiana University School of Medicine, Indianapolis, IN, USA.,Alliance for Academic Internal Medicine, Alexandria, VA, USA
| | - Dowin Boatright
- National Clinician Scholars Program, Yale School of Medicine, New Haven, CT, USA. .,Department of Emergency Medicine, Yale School of Medicine, New Haven, CT, USA.
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16
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Richard-Davis G. The pipeline problem: barriers to access of Black patients and providers in reproductive medicine. Fertil Steril 2021; 116:292-5. [PMID: 34353571 DOI: 10.1016/j.fertnstert.2021.06.044] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/25/2021] [Accepted: 06/25/2021] [Indexed: 11/24/2022]
Abstract
The demographics of the United States are rapidly changing, and our health care workforce is not keeping pace with the population trends. The American Society for Reproductive Medicine (formerly The American Fertility Society) recognizes the need to increase diversity and is committed to promoting diversity across our membership and leadership as well as promoting equitable quality reproductive care to all patients. In the fall of 2020, the American Society for Reproductive Medicine convened a Diversity, Equity, and Inclusion Task Force to evaluate and make recommendations on the basis of findings to increase diversity to achieve equity and inclusion of reproductive and infertility services for all women. This article focuses on specific barriers that Black or African American patients face in accessing quality care and that provider's face in training and inclusion in reproductive medicine. Multiple publications have confirmed an improvement in health outcome when there is congruence between the patient and the provider. There is a stark contrast between the racial and ethnic diversity of our providers and other support personnel compared with that of our patients. Despite our best intent to minimize the effects of implicit and explicit bias, mistrust and misunderstandings when there is discordance between patients and providers negatively impacts care. To increase provider diversity, it is crucial that we prioritize pipeline programs that recruit and support underrepresented minority in medicine physicians. Specific recommendations are made to increase diversity in the pipeline to improve patient access to culturally competent quality reproductive medicine care with optimal outcomes.
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17
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Ofili EO, Sarpong D, Yanagihara R, Tchounwou PB, Fernández-Repollet E, Malouhi M, Idris MY, Lawson K, Spring NH, Rivers BM. The Research Centers in Minority Institutions (RCMI) Consortium: A Blueprint for Inclusive Excellence. Int J Environ Res Public Health 2021; 18. [PMID: 34202383 DOI: 10.3390/ijerph18136848] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/07/2021] [Revised: 06/11/2021] [Accepted: 06/17/2021] [Indexed: 11/17/2022]
Abstract
The Research Centers in Minority Institutions, (RCMI) Program was established by Congress to address the health research and training needs of minority populations, by preparing future generations of scientists at these institutions, with a track record of producing minority scholars in medicine, science, and technology. The RCMI Consortium consists of the RCMI Specialized Centers and a Coordinating Center (CC). The RCMI-CC leverages the scientific expertise, technologies, and innovations of RCMI Centers to accelerate the delivery of solutions to address health disparities in communities that are most impacted. There is increasing recognition that the gap in representation of racial/ethnic groups and women is perpetuated by institutional cultures lacking inclusion and equity. The objective of this work is to provide a framework for inclusive excellence by developing a systematic evaluation process with common data elements that can track the inter-linked goals of workforce diversity and health equity. At its core, the RCMI Program embodies the trinity of diversity, equity, and inclusion. We propose a realist evaluation framework and a logic model that integrates the institutional context to develop common data metrics for inclusive excellence. The RCMI-CC will collaborate with NIH-funded institutions and research consortia to disseminate and scale this model.
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18
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Abstract
BACKGROUND The US physician workforce does not represent the racial or ethnic diversity of the population it serves. OBJECTIVES To assess whether the proportion of US physician trainees of Black race and Hispanic ethnicity has changed over time and then provide a conceptual projection of future trends. DESIGN Cross-sectional, retrospective, analysis based on 11 years of publicly available data paired with recent US census population estimates. PARTICIPANTS A total of 86,303 (2007-2008) to 103,539 (2017-2018) resident physicians in the 20 largest US Accreditation Council for Graduate Medical Education resident specialties. MAIN MEASURES Changes in proportion of physician trainees of Black race and Hispanic ethnicity per academic year. Projected number of years it will then take, for specialties with positive changes, to reach proportions of Black race and Hispanic ethnicity comparable to that of the US population. KEY RESULTS Among the 20 largest specialty training programs, Radiology was the only specialty with a statistically significant increase in the proportion of Black trainees, but it could take Radiology 77 years to reach levels of Black representation comparable to that of the US population. Obstetrics/Gynecology, Emergency Medicine, Internal Medicine/Pediatrics, and Orthopedic Surgery demonstrated a statistically significant increase in the proportion of Hispanic trainees, but it could take these specialties 35, 54, 61, and 93 years respectively to achieve Hispanic representation comparable to that of the US population. CONCLUSIONS Among US residents in the 20 largest specialties, no specialty represented either the Black or Hispanic populations in proportions comparable to the overall US population. Only a small number of specialties demonstrated statistically significant increases. This conceptual projection suggests that current efforts to promote diversity are insufficient.
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Affiliation(s)
- Christopher L Bennett
- Department of Emergency Medicine, Stanford University School of Medicine, Stanford, USA.
| | - Maame Yaa A B Yiadom
- Department of Emergency Medicine, Stanford University School of Medicine, Stanford, USA
| | - Olesya Baker
- Center for Clinical Investigation, Brigham and Women's Hospital and Harvard Medical School, Boston, USA
| | - Regan H Marsh
- Department of Emergency Medicine, Brigham and Women's Hospital and Harvard Medical School, Boston, USA
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19
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Abstract
The disproportionately low number of under-represented minority (URM) faculty pursuing research careers is attributed partly to an inadequate pool of well-trained URM scientists. This is compounded by lower rates of successful competition for NIH funding by URM scientists. Evidence shows black scientists are 13% less likely to receive NIH funding relative to white scientists. Increasing the number of well-trained URM scientists is a highly significant goal, achievable through exposure to mentored learning opportunities in an autonomy-supportive academic network. In this article, the author describes his academic career trajectory leading to the establishment of the NHLBI-funded PRIDE Institute. The institute's overarching goal is to increase the number of URM scientists pursuing academic careers to address important cardiovascular health disparity issues. The PRIDE institute has been very successful in achieving 2020 Healthy People goals of a greater academic workforce diversity.
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Affiliation(s)
- Girardin Jean-Louis
- Department of Population Health, NYU Grossman School of Medicine, New York, New York, USA.,Department of Psychiatry, NYU Grossman School of Medicine, New York, New York, USA
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20
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Yanagihara R, Berry MJ, Carson MJ, Chang SP, Corliss H, Cox MB, Haddad G, Hohmann C, Kelley ST, Lee ESY, Link BG, Noel RJ, Pickrel J, Porter JT, Quirk GJ, Samuel T, Stiles JK, Sy AU, Taira DA, Trepka MJ, Villalta F, Wiese TE. Building a Diverse Workforce and Thinkforce to Reduce Health Disparities. Int J Environ Res Public Health 2021; 18:1569. [PMID: 33562262 PMCID: PMC7915161 DOI: 10.3390/ijerph18041569] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 12/17/2020] [Revised: 01/20/2021] [Accepted: 02/03/2021] [Indexed: 02/03/2023]
Abstract
The Research Centers in Minority Institutions (RCMI) Program was congressionally mandated in 1985 to build research capacity at institutions that currently and historically recruit, train, and award doctorate degrees in the health professions and health-related sciences, primarily to individuals from underrepresented and minority populations. RCMI grantees share similar infrastructure needs and institutional goals. Of particular importance is the professional development of multidisciplinary teams of academic and community scholars (the "workforce") and the harnessing of the heterogeneity of thought (the "thinkforce") to reduce health disparities. The purpose of this report is to summarize the presentations and discussion at the RCMI Investigator Development Core (IDC) Workshop, held in conjunction with the RCMI Program National Conference in Bethesda, Maryland, in December 2019. The RCMI IDC Directors provided information about their professional development activities and Pilot Projects Programs and discussed barriers identified by new and early-stage investigators that limit effective career development, as well as potential solutions to overcome such obstacles. This report also proposes potential alignments of professional development activities, targeted goals and common metrics to track productivity and success.
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Affiliation(s)
- Richard Yanagihara
- University of Hawaii at Manoa, Honolulu, HI 96813, USA; (M.J.B.); (S.P.C.); (A.U.S.); (D.A.T.)
| | - Marla J. Berry
- University of Hawaii at Manoa, Honolulu, HI 96813, USA; (M.J.B.); (S.P.C.); (A.U.S.); (D.A.T.)
| | - Monica J. Carson
- University of California, Riverside, Riverside, CA 92521, USA; (M.J.C.); (B.G.L.)
| | - Sandra P. Chang
- University of Hawaii at Manoa, Honolulu, HI 96813, USA; (M.J.B.); (S.P.C.); (A.U.S.); (D.A.T.)
| | - Heather Corliss
- San Diego State University, San Diego, CA 92182, USA; (H.C.); (S.T.K.); (J.P.)
| | - Marc B. Cox
- University of Texas at El Paso, El Paso, TX 79968, USA;
| | | | | | - Scott T. Kelley
- San Diego State University, San Diego, CA 92182, USA; (H.C.); (S.T.K.); (J.P.)
| | - Eun Sook Yu Lee
- Florida Agricultural and Mechanical University, Tallahassee, FL 32307, USA;
| | - Bruce G. Link
- University of California, Riverside, Riverside, CA 92521, USA; (M.J.C.); (B.G.L.)
| | - Richard J. Noel
- Ponce Health Sciences University, Ponce, PR 00716, USA; (R.J.N.J.); (J.T.P.)
| | - Julie Pickrel
- San Diego State University, San Diego, CA 92182, USA; (H.C.); (S.T.K.); (J.P.)
| | - James T. Porter
- Ponce Health Sciences University, Ponce, PR 00716, USA; (R.J.N.J.); (J.T.P.)
| | - Gregory J. Quirk
- University of Puerto Rico Medical Sciences Campus, San Juan, PR 00936, USA;
| | | | | | - Angela U. Sy
- University of Hawaii at Manoa, Honolulu, HI 96813, USA; (M.J.B.); (S.P.C.); (A.U.S.); (D.A.T.)
| | - Deborah A. Taira
- University of Hawaii at Manoa, Honolulu, HI 96813, USA; (M.J.B.); (S.P.C.); (A.U.S.); (D.A.T.)
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21
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Lynn MA, Butcher E, Cuculick JA, Barnett S, Martina CA, Smith SR, Pollard RQ, Simpson-Haidaris PJ. A review of mentoring deaf and hard-of-hearing scholars. ACTA ACUST UNITED AC 2020; 28:211-228. [PMID: 32489313 DOI: 10.1080/13611267.2020.1749350] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Abstract
Diversification of the scientific workforce usually focuses on recruitment and retention of women and underrepresented racial and ethnic minorities but often overlooks deaf and hard-of hearing (D/HH) persons. Usually classified as a disability group, such persons are often members of their own sociocultural linguistic minority and deserve unique support. For them, access to technical and social information is often hindered by communication- and/or language-centered barriers, but securing and using communication access services is just a start. Critical aspects of training D/HH scientists as part of a diversified workforce necessitates: (a) educating hearing persons in cross-cultural dynamics pertaining to deafness, sign language, and Deaf culture; (b) ensuring access to formal and incidental information to support development of professional soft skills; and (c) understanding that institutional infrastructure change may be necessary to ensure success. Mentorship and training programs that implement these criteria are now creating a new generation of D/HH scientists.
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Affiliation(s)
- Matthew A Lynn
- Department of Science and Mathematics, National Technical Institute for the Deaf, Rochester Institute of Technology, Rochester, NY 14623
| | - Elizabeth Butcher
- Access Services, University of Rochester School of Medicine & Dentistry, Rochester, NY 14642
| | - Jessica A Cuculick
- Center on Cognition and Language, National Technical Institute for the Deaf, Rochester Institute of Technology, Rochester, NY 14623
| | - Steven Barnett
- Departments of Family Medicine, Public Health Sciences and the National Center for Deaf Health Research, University of Rochester School of Medicine & Dentistry, Rochester, NY 14642
| | - Camille A Martina
- Departments of Public Health Sciences and Environmental Medicine, University of Rochester School of Medicine & Dentistry, Rochester, NY 14642
| | - Scott R Smith
- Office of the Associate Dean of Research, National Technical Institute for the Deaf, Rochester Institute of Technology, Rochester, NY 14623
| | - Robert Q Pollard
- Office of the Associate Dean of Research, National Technical Institute for the Deaf, Rochester Institute of Technology, Rochester, NY 14623.,Deaf Wellness Center, University of Rochester School of Medicine & Dentistry, Rochester NY, 14642
| | - Patricia J Simpson-Haidaris
- Departments of Medicine, Microbiology & Immunology and Pathology, University of Rochester School of Medicine & Dentistry, Rochester, NY 14642
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22
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Lane-Fall MB, Gordon EKB, Valentine EA, Black SA, Kapur PA, Fleisher LA. Fostering belonging in academic anaesthesiology: faculty and department chair perspectives on supporting women anaesthesiologists. Br J Anaesth 2020; 124:e155-9. [PMID: 31973823 DOI: 10.1016/j.bja.2019.12.023] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2019] [Revised: 12/16/2019] [Accepted: 12/22/2019] [Indexed: 11/23/2022] Open
Abstract
An increasing number of global initiatives aim to address the disconnection between the increasing number of women entering medicine and the persistence of gender imbalance in the physician anaesthesiologist workforce. This commentary complements the global movement's efforts to increase women's representation in academic anaesthesiology by presenting considerations for fostering inclusion for women in academic anaesthesiology from both the faculty and departmental leadership perspectives in a US academic anaesthesiology department.
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23
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Bly KC, Ellis SA, Ritter RJ, Kantrowitz-Gordon I. A Survey of Midwives' Attitudes Toward Men in Midwifery. J Midwifery Womens Health 2020; 65:199-207. [PMID: 31904186 DOI: 10.1111/jmwh.13060] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/31/2019] [Revised: 08/28/2019] [Accepted: 09/04/2019] [Indexed: 11/27/2022]
Abstract
INTRODUCTION The midwifery profession in the United States demonstrates a significant lack of diversity. The critical need to address the lack of racial and ethnic diversity in the midwifery workforce is well recognized; little attention, however, has been given to gender diversity. This study focused on gender diversity within midwifery, specifically with regard to men who are midwives. Nearly 99% of midwives in the United States are women. No research has previously explored the attitudes of the predominantly female midwifery workforce toward its male members. METHODS An invitation to an internet survey was sent to the American College of Nurse-Midwives (ACNM) membership. Quantitative and open-ended questions assessed attitudes toward and experiences with male midwives, whether members thought men belong in the profession, whether gender impacts quality of care, if ACNM should facilitate gender diversification, and whether exposure to male midwives impacts attitudes toward gender diversification. Data analysis of qualitative responses used a qualitative description methodology to identify common themes. RESULTS Six thousand, nine hundred sixty-five surveys were distributed, and 864 participants completed the survey. Respondents reported beliefs that men belong in midwifery (71.4%), that gender does not affect quality of care (74%), and that ACNM should support gender diversity (72%). Respondents' perspectives revealed 3 dichotomous themes pertaining to the core nature of midwifery and how men fit within the profession: 1) inclusion versus exclusion, 2) empowerment versus protection, and 3) sharing with versus taking from. Often, the same respondent expressed both aspects of the dichotomy simultaneously. DISCUSSION This study contributes new information about midwives' attitudes and beliefs toward gender diversity in midwifery in the United States. The values of professionalism, tradition, feminism, protection, and diversification inform participant responses. Findings support efforts toward gender diversification and have implications for implementation in education and practice.
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Affiliation(s)
- K C Bly
- Perinatal Department, CommuniCare Health Centers, Davis, California
| | | | | | - Ira Kantrowitz-Gordon
- Department of Child, Family, and Population Health Nursing, University of Washington School of Nursing, Seattle, Washington.,Providence Medical Group, Everett, Washington
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24
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Lambert WM, Wells MT, Cipriano MF, Sneva JN, Morris JA, Golightly LM. Career choices of underrepresented and female postdocs in the biomedical sciences. eLife 2020; 9:48774. [PMID: 31898935 PMCID: PMC6977964 DOI: 10.7554/elife.48774] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2019] [Accepted: 01/02/2020] [Indexed: 12/01/2022] Open
Abstract
The lack of diversity among faculty at universities and medical schools in the United States is a matter of growing concern. However, the factors that influence the career choices of underrepresented minority and female postdoctoral researchers have received relatively little attention. Here we report the results of a survey of 1284 postdocs working in the biomedical sciences in the US. Our findings highlight possible reasons why some underrepresented minority and female postdocs choose not to pursue careers in academic research, and suggest interventions that could be taken in the early stages of postdoctoral training to prevent this attrition of underrepresented groups.
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Affiliation(s)
- W Marcus Lambert
- Department of Medicine, Weill Cornell Medicine, New York, United States.,Weill Cornell Graduate School of Medical Sciences, Weill Cornell Medicine, New York, United States
| | - Martin T Wells
- Department of Statistics and Data Science, Cornell University, Ithaca, United States
| | - Matthew F Cipriano
- Weill Cornell Graduate School of Medical Sciences, Weill Cornell Medicine, New York, United States
| | - Jacob N Sneva
- Weill Cornell Graduate School of Medical Sciences, Weill Cornell Medicine, New York, United States
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25
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Abstract
Diversity in academic medicine has regressed for the past two decades and the number of underrepresented minority trainees committed to academic careers in the biomedical sciences remains a significant challenge. Marked disparities in health care access and outcomes by race, gender, geography, and wealth remain, in part driven by social determinants of health. Despite widespread recognition that workforce diversity plays an important role in reducing disparities in health and health care, medical schools have not always linked their diversity efforts with their health equity efforts. The misalignment in academic diversity building and health equity initiatives represents a missed opportunity for mission synergy.
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Affiliation(s)
- Said A Ibrahim
- Department of Healthcare Policy and Research, Weill Cornell Medicine, New York, New York
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26
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Abstract
Do corporate sexual harassment programs reduce harassment? Those that do should boost the share of women in management, because harassment causes women to quit. Sexual harassment grievance procedures incite retaliation, according to surveys, and our analyses show that they are followed by reductions in women managers. Sexual harassment training for managers, which treats managers as victims’ allies and gives them tools to intervene, are followed by increases in women managers. Training for employees, which treats trainees as suspects, can backfire. Programs work better in workplaces with more women managers, who are less likely than men to respond negatively to harassment complaints and training. Employers should select managers—men and women—committed to eradicating harassment. Two decades ago, the Supreme Court vetted the workplace harassment programs popular at the time: sexual harassment grievance procedures and training. However, harassment at work remains common. Do these programs reduce harassment? Program effects have been difficult to measure, but, because women frequently quit their jobs after being harassed, programs that reduce harassment should help firms retain current and aspiring women managers. Thus, effective programs should be followed by increases in women managers. We analyze data from 805 companies over 32 y to explore how new sexual harassment programs affect the representation of white, black, Hispanic, and Asian-American women in management. We find support for several propositions. First, sexual harassment grievance procedures, shown in surveys to incite retaliation without satisfying complainants, are followed by decreases in women managers. Second, training for managers, which encourages managers to look for signs of trouble and intervene, is followed by increases in women managers. Third, employee training, which proscribes specific behaviors and signals that male trainees are potential perpetrators, is followed by decreases in women managers. Two propositions specify how management composition moderates program effects. One, because women are more likely to believe harassment complaints and less likely to respond negatively to training, in firms with more women managers, programs work better. Two, in firms with more women managers, harassment programs may activate group threat and backlash against some groups of women. Positive and negative program effects are found in different sorts of workplaces.
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27
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Quinn KG, Wolfe H, Vergeront J. "Don't Deny Yourself a Seat at the Table": Supporting the Leadership Development of MSM of Color in HIV Services. Health Promot Pract 2019; 21:838-848. [PMID: 31148482 DOI: 10.1177/1524839919850563] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
AIDS service organizations have played a vital role in responding to the HIV epidemic, yet many are plagued by an underrepresentation of racial, ethnic, and sexual minorities in leadership positions. In response, the Wisconsin Department of Health Services, HIV Division, created the Wisconsin Health Leaders Fellowship program to provide training and skills to gay and bisexual men of color in HIV service organizations in Milwaukee, Wisconsin. The program was evaluated using in-depth pre- and post-Fellowship interviews with fellows, their agency preceptors, and Fellowship staff (n = 23 interviews). Results indicate that the Fellowship was successful at developing leadership skills and increasing the confidence of the fellows. However, findings revealed the need to address larger social and structural issues alongside supporting individuals in order to create effective, sustainable change. There is a need for cultural diversity trainings for organizational leaders, changes to organizational hiring and promotion practices, and improving opportunities for formal education for racial and ethnic minority men.
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Affiliation(s)
| | - Hester Wolfe
- Wisconsin Department of Health Services, Madison, WI, USA
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Hitchcock P, Mathur A, Bennett J, Cameron P, Chow C, Clifford P, Duvoisin R, Feig A, Finneran K, Klotz DM, McGee R, O'Riordan M, Pfund C, Pickett C, Schwartz N, Street NE, Watkins E, Wiest J, Engelke D. The future of graduate and postdoctoral training in the biosciences. eLife 2017; 6. [PMID: 29049023 PMCID: PMC5648525 DOI: 10.7554/elife.32715] [Citation(s) in RCA: 32] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2017] [Accepted: 10/13/2017] [Indexed: 11/13/2022] Open
Abstract
This article summarizes the outcomes of the second national conference on the Future of Bioscience Graduate and Postdoctoral Training. Five topics were addressed during the conference: diversity in leadership positions; mentoring; modernizing the curriculum; experiential learning; and the need for better data on trainees. The goal of the conference was to develop a consensus around these five topics and to recommend policies that can be implemented by academic and research institutions and federal funding agencies in the United States.
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Affiliation(s)
- Peter Hitchcock
- Rackham Graduate School, University of Michigan, Ann Arbor, United States
| | - Ambika Mathur
- Graduate School, Wayne State University, Detroit, United States.,Pediatrics, Wayne State University, Detroit, United States
| | - Jabbar Bennett
- Department of Medicine, Northwestern University Feinberg School of Medicine, Chicago, United States.,Office of the Provost, Northwestern University, Chicago, United States
| | | | - Christine Chow
- Department of Chemistry, Wayne State University, Detroit, United States
| | - Philip Clifford
- College of Applied Health Sciences, University of Illinois Chicago, Chicago, United States
| | - Robert Duvoisin
- Department of Physiology and Pharmacology, School of Medicine, Oregon Health and Science University, Portland, United States
| | - Andrew Feig
- Graduate School, Wayne State University, Detroit, United States
| | - Kevin Finneran
- National Academy of Sciences, Washington, DC, United States
| | - Diane M Klotz
- Office of Education, Training, and International Services, Sanford Burnham Prebys Medical Discovery Institute, San Diego, United States
| | - Richard McGee
- Faculty Affairs Office, Northwestern University Feinberg School of Medicine, Chicago, United States
| | - Mary O'Riordan
- Department of Microbiology, University of Michigan Medical School, Chicago, United States
| | - Christine Pfund
- Wisconsin Center for Education Research, University of Wisconsin-Madison, Madison, United States.,Institute for Clinical and Translational Research, University of Wisconsin-Madison, Madison, United States
| | | | - Nancy Schwartz
- Department of Pediatrics, University of Chicago, Chicago, United States.,Department of Biochemistry and Molecular Biology, University of Chicago, Chicago, United States
| | - Nancy E Street
- Southwestern Graduate School, University of Texas Southwestern Medical Center, Dallas, United States.,Department of Microbiology, University of Texas Southwestern Medical Center, Dallas, United States
| | - Elizabeth Watkins
- Graduate Division, University of California, San Francisco, San Francisco, United States
| | - Jonathan Wiest
- Center for Cancer Training, National Cancer Institute, Washingtion, DC, United States
| | - David Engelke
- Graduate School, University of Colorado Denver
- Anschutz Medical Campus, Denver, United States
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29
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Groll H. Searching for the one. eLife 2017; 6. [PMID: 28956752 PMCID: PMC5619943 DOI: 10.7554/elife.32016] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/21/2017] [Accepted: 09/21/2017] [Indexed: 11/25/2022] Open
Abstract
The views of peers are important when applying for a faculty position, but so are research plans and being a good 'fit'. Many universities are also trying to reduce bias in their recruitment processes.
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Gibbs KD, Basson J, Xierali IM, Broniatowski DA. Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US. eLife 2016; 5. [PMID: 27852433 PMCID: PMC5153246 DOI: 10.7554/elife.21393] [Citation(s) in RCA: 92] [Impact Index Per Article: 11.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/12/2016] [Accepted: 11/11/2016] [Indexed: 11/13/2022] Open
Abstract
Faculty diversity is a longstanding challenge in the US. However, we lack a quantitative and systemic understanding of how the career transitions into assistant professor positions of PhD scientists from underrepresented minority (URM) and well-represented (WR) racial/ethnic backgrounds compare. Between 1980 and 2013, the number of PhD graduates from URM backgrounds increased by a factor of 9.3, compared with a 2.6-fold increase in the number of PhD graduates from WR groups. However, the number of scientists from URM backgrounds hired as assistant professors in medical school basic science departments was not related to the number of potential candidates (R2=0.12, p>0.07), whereas there was a strong correlation between these two numbers for scientists from WR backgrounds (R2=0.48, p<0.0001). We built and validated a conceptual system dynamics model based on these data that explained 79% of the variance in the hiring of assistant professors and posited no hiring discrimination. Simulations show that, given current transition rates of scientists from URM backgrounds to faculty positions, faculty diversity would not increase significantly through the year 2080 even in the context of an exponential growth in the population of PhD graduates from URM backgrounds, or significant increases in the number of faculty positions. Instead, the simulations showed that diversity increased as more postdoctoral candidates from URM backgrounds transitioned onto the market and were hired. DOI:http://dx.doi.org/10.7554/eLife.21393.001
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Affiliation(s)
- Kenneth D Gibbs
- Office of Program Planning, Analysis and Evaluation, National Institute of General Medical Sciences, Bethesda, United States
| | - Jacob Basson
- Office of Program Planning, Analysis and Evaluation, National Institute of General Medical Sciences, Bethesda, United States
| | - Imam M Xierali
- Public Health and Diversity Initiative, Association of American Medical Colleges, Washington, United States
| | - David A Broniatowski
- Department of Engineering Management and Systems Engineering, The George Washington University, Washington, United States
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Popper-Giveon A, Liberman I, Keshet Y. Workforce ethnic diversity and culturally competent health care: the case of Arab physicians in Israel. Ethn Health 2014; 19:645-658. [PMID: 24601762 DOI: 10.1080/13557858.2014.893563] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/03/2023]
Abstract
OBJECTIVES In recent years, a growing body of literature has been calling for ethnic diversity in health systems, especially in multicultural contexts. Ethnic diversity within the health care workforce is considered to play an important role in reducing health disparities among different ethnic groups. METHODS The present study explores the topic using quantitative data on participation of Arab employees in the Israeli health system and qualitative data collected through semi-structured interviews with Arab physicians working in the predominantly Jewish Israeli health system. RESULTS We show that despite the underrepresentation of Arabs in the Israeli health system, Arab physicians who hold positions in Israeli hospitals do not perceive themselves as representatives of the Arab sector; moreover, they consider themselves as having broken through the 'glass ceiling' and reject stereotyping as Arab 'niche doctors.' CONCLUSIONS We conclude that minority physicians may prefer to promote culturally competent health care through integration and advocacy of interaction with the different cultures represented in the population, rather than serving as representatives of their own ethnic minority population. These findings may concern various medical contexts in which issues of ethnic underrepresentation in the health system are relevant, as well as sociological contexts, especially those regarding minority populations and professions.
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Affiliation(s)
- Ariela Popper-Giveon
- a Department of Adult Education , David Yellin Academic College , Jerusalem , Israel
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Abstract
This article reports the experiences of women aged 55 to 75 with mobility impairments who attributed aspects of their limitations to workplace injuries and provides insight into worker's compensation policies. The study sample includes Mexican American (MA) and non-Hispanic White (NHW) women aged 55 to 75 who participated in a 4-year ethnographic study of disablement. Ninety-two of the 122 participants in the study attributed aspects of their functional limitations to employment, and their experiences were analyzed using data from 354 meetings. Using Lipscomb and colleagues' conceptual model of work and health disparities, the women's experiences were grouped into three categories according to type of injury, assistance gained, and the consequences of a workplace injury; the results have broad implications for policies that influence aging outcomes. Workplace injuries causing permanent functional limitations compound the effects of age and gender on employment outcomes. Policies addressing health disparities should consider work related influences.
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Affiliation(s)
- Tracie Harrison
- Associate Professor, Health and Aging Policy Fellow, 2011–2012, School of Nursing, The University of Texas at Austin, 1700 Red River, Austin, TX 78701, TEL 512.471.9085
| | - Brittany LeGarde
- School of Nursing, The University of Texas at Austin, 1700 Red River Austin, TX 78701, TEL 512.471.7311
| | - SungHun Kim
- Post Doctoral Fellow, Department of Psychology, The University of South Carolina, Barnwell College, 1512 Pendleton St., olumbia, SC 29208, TEL 803. 777.1583
| | - Janiece Walker
- 2012–2013 JAHF Patricia G. Archbold Scholar School of Nursing, The University of Texas at Austin, 1700 Red River, Austin, TX 78701, TEL 512.471.7311
| | - Shelley Blozis
- Associate Professor of Psychology, University of California, Davis, One Shields Avenue, Davis, CA 95616, TEL 530.754.9457
| | - Debra Umberson
- Professor, Christie and Stanley E. Adams, Jr. Centennial Professor in Liberal Arts, The University of Texas at Austin, 1 University Station A1700, Austin, TX 78712, TEL 1. 512. 232. 6330
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Lopez L, Vranceanu AM, Cohen AP, Betancourt J, Weissman JS. Personal characteristics associated with resident physicians' self perceptions of preparedness to deliver cross-cultural care. J Gen Intern Med 2008; 23:1953-8. [PMID: 18807099 PMCID: PMC2596517 DOI: 10.1007/s11606-008-0782-y] [Citation(s) in RCA: 24] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/25/2007] [Revised: 01/09/2008] [Accepted: 08/22/2008] [Indexed: 12/16/2022]
Abstract
BACKGROUND Recent reports from the Institute of Medicine emphasize patient-centered care and cross-cultural training as a means of improving the quality of medical care and eliminating racial and ethnic disparities. OBJECTIVE To determine whether, controlling for training received in medical school or during residency, resident physician socio-cultural characteristics influence self-perceived preparedness and skill in delivering cross-cultural care. DESIGN National survey of resident physicians. PARTICIPANTS A probability sample of residents in seven specialties in their final year of training at US academic health centers. MEASUREMENT Nine resident characteristics were analyzed. Differences in preparedness and skill were assessed using the chi(2) statistic and multivariate logistic regression. RESULTS Fifty-eight percent (2047/3500) of residents responded. The most important factor associated with improved perceived skill level in performing selected tasks or services believed to be useful in treating culturally diverse patients was having received cross-cultural skills training during residency (OR range 1.71-4.22). Compared with white residents, African American physicians felt more prepared to deal with patients with distrust in the US healthcare system (OR 1.63) and with racial or ethnic minorities (OR 1.61), Latinos reported feeling more prepared to deal with new immigrants (OR 1.88) and Asians reported feeling more prepared to deal with patients with health beliefs at odds with Western medicine (1.43). CONCLUSIONS Cross-cultural care skills training is associated with increased self-perceived preparedness to care for diverse patient populations providing support for the importance of such training in graduate medical education. In addition, selected resident characteristics are associated with being more or less prepared for different aspects of cross-cultural care. This underscores the need to both include medical residents from diverse backgrounds in all training programs and tailor such programs to individual resident needs in order to maximize the chances that such training is likely to have an impact on the quality of care.
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Affiliation(s)
- Lenny Lopez
- Department of Medicine, Institute for Health Policy, Massachusetts General Hospital, Harvard Medical School, Boston, MA 02114, USA.
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