Fang D, Moy E, Colburn L, Hurley J
Association of American Medical Colleges, 2450 N St NW, Washington, DC 20037, USA.
JAMA. 2000 Sep 6;284(9):1085-92. doi: 10.1001/jama.284.9.1085.
Previous studies have suggested that minority medical school faculty are at a disadvantage in promotion opportunities compared with white faculty.
To compare promotion rates of minority and white medical school faculty in the United States.
Analysis of data from the Association of American Medical Colleges' Faculty Roster System, the official data system for tracking US medical school faculty.
A total of 50,145 full-time US medical school faculty who became assistant professors or associate professors between 1980 and 1989. Faculty of historically black and Puerto Rican medical schools were excluded.
Attainment of associate or full professorship among assistant professors and full professorship among associate professors by 1997, among white, Asian or Pacific Islander (API), underrepresented minority (URM; including black, Mexican American, Puerto Rican, Native American, and Native Alaskan), and other Hispanic faculty.
By 1997, 46% of white assistant professors (13,479/28,953) had been promoted, whereas 37% of API (1123/2997; P<.001), 30% of URM (311/1053, P<.001), and 43% of other Hispanic assistant professors (256/598; P =.07) had been promoted. Similarly, by 1997, 50% of white associate professors (7234/14,559) had been promoted, whereas 44% of API (629/1419; P<.001), 36% of URM (101/280; P<.001), and 43% of other Hispanic (122/286; P =.02) associate professors had been promoted. Racial/ethnic disparities in promotion were evident among tenure and nontenure faculty and among faculty who received and did not receive National Institutes of Health research awards. After adjusting for cohort, sex, tenure status, degree, department, medical school type, and receipt of NIH awards, URM faculty remained less likely to be promoted compared with white faculty (relative risk [RR], 0.68 [99% confidence interval CI, 0.59-0.77] for assistant professors and 0.81 [99% CI, 0.65-0.99] for associate professors). API assistant professors also were less likely to be promoted (RR, 0.91 [99% CI, 0.84-0.98]), whereas API associate professors and other Hispanic assistant and associate professors were promoted at comparable rates.
Our data indicate that minority faculty are promoted at lower rates compared with white faculty. JAMA. 2000;284:1085-1092
以往研究表明，与白人教员相比，少数族裔医学院教员在晋升机会方面处于劣势。
比较美国少数族裔和白人医学院教员的晋升率。
对美国医学院协会教员名册系统的数据进行分析，该系统是追踪美国医学院教员的官方数据系统。
共有50145名美国医学院全职教员在1980年至1989年间成为助理教授或副教授。历史上的黑人医学院和波多黎各医学院的教员被排除在外。
到1997年，白人、亚裔或太平洋岛民（API）、代表性不足的少数族裔（URM；包括黑人、墨西哥裔美国人、波多黎各裔、美洲原住民和阿拉斯加原住民）以及其他西班牙裔教员中，助理教授晋升为副教授或正教授的情况，以及副教授晋升为正教授的情况。
到1997年，46%的白人助理教授（13479/28953）得到晋升，而API助理教授中有37%（1123/2997；P<0.001）、URM助理教授中有30%（311/1053，P<0.001）、其他西班牙裔助理教授中有43%（256/598；P = 0.07）得到晋升。同样，到1997年，50%的白人副教授（7234/14559）得到晋升，而API副教授中有44%（629/1419；P<0.001）、URM副教授中有36%（101/280；P<0.001）、其他西班牙裔副教授中有43%（122/286；P = 0.02）得到晋升。在终身制和非终身制教员以及获得和未获得美国国立卫生研究院研究奖励的教员中，晋升方面的种族/族裔差异明显。在对队列、性别、终身制状态、学位、系、医学院类型和获得国立卫生研究院奖励情况进行调整后，与白人教员相比，URM教员晋升的可能性仍然较小（助理教授的相对风险[RR]为0.68[99%置信区间CI，0.59 - 0.77]，副教授的RR为0.81[99%CI，0.65 - 0.99]）。API助理教授晋升的可能性也较小（RR，0.91[99%CI，0.84 - 0.98]），而API副教授以及其他西班牙裔助理教授和副教授的晋升率相当。
我们的数据表明，与白人教员相比，少数族裔教员的晋升率较低。《美国医学会杂志》。2000年；284：1085 - 1092
