University of California, San Diego, School of Medicine, La Jolla, CA 92093-0927, USA.
J Natl Med Assoc. 2011 Sep-Oct;103(9-10):816-21. doi: 10.1016/s0027-9684(15)30435-1.
In May 2010, the Association of American Medical Colleges reported that nonwhite professors have a lower promotion rate than white professors. A cohort of 30 underrepresented minority (URM) junior faculty who participated in a structured faculty development program at a public, research-intensive, academic medical center were followed in a 10-year longitudinal study. This paper reports on the career status of 12 of the 30 URM faculty who were eligible for promotion during this period. Ninety-two percent (11/12) of URM faculty eligible for promotion were promoted to associate professor. When asked what factors contributed to their success, these URM faculty identified access and support of senior faculty mentors, peer networking, professional skill development, and knowledge of institutional culture. A faculty development program that addresses these components can promote the success of URM faculty in academic medicine.
2010 年 5 月，美国医学协会报告称，非裔教授的晋升率低于白种教授。在一项针对公共、研究密集型学术医疗中心的少数民族（URM）初级教员的结构化教员发展计划中，有 30 名教员参与了一项为期 10 年的纵向研究。本文报告了在这段时间内有资格晋升的 30 名 URM 教员中的 12 名的职业状况。有资格晋升的 12 名 URM 教员中有 92%（11/12）晋升为副教授。当被问及是什么因素促成了他们的成功时，这些 URM 教员认为是资深教员导师的支持和帮助、同行网络、专业技能发展以及对机构文化的了解。一个解决这些问题的教员发展计划可以促进 URM 教员在学术医学领域的成功。
