Division of Emergency Medicine and PolicyLab, Children's Hospital of Philadelphia, USA; Department of Pediatrics, University of Pennsylvania School of Medicine, 2716 South Street, Philadelphia, PA 19146, USA.
Division of Emergency Medicine, Children's Hospital of Philadelphia, USA; Department of Pediatrics, University of Pennsylvania School of Medicine, 3401 Civic Center Boulevard, Philadelphia, PA 19104, USA.
J Natl Med Assoc. 2017;109(3):156-163. doi: 10.1016/j.jnma.2017.03.003. Epub 2017 Apr 14.
Despite known benefits of diversity, certain racial/ethnic groups remain underrepresented in academic pediatrics. Little research exists regarding unconscious racial attitudes among pediatric faculty responsible for decisions on workforce recruitment and retention in academia. This study sought to describe levels of unconscious racial bias and perceived barriers to minority recruitment and retention among academic pediatric faculty leaders.
Authors measured unconscious racial bias in a sample of pediatric faculty attending diversity workshops conducted at local and national meetings in 2015. A paper version of the validated Implicit Association Test (IAT) measured unconscious racial bias. Subjects also reported perceptions about minority recruitment and retention.
Of 68 eligible subjects approached, 58 (85%) consented and completed the survey with IAT. Of participants, 83% had leadership roles and 93% were involved in recruitment. Participants had slight pro-white/anti-black bias on the IAT (M = 0.28, SD = 0.49). There were similar IAT scores among participants in leadership roles (M = 0.33, SD = 0.47) and involved in recruitment (M = 0.28, SD = 0.43). Results did not differ when comparing participants in local workshops to the national workshop (n = 36, M = 0.29, SD = 0.40 and n = 22, M = 0.27, SD = 0.49 respectively; p = 0.88). Perceived barriers to minority recruitment and retention included lack of minority mentors, poor recruitment efforts, and lack of qualified candidates.
Unconscious pro-white/anti-black racial bias was identified in this sample of academic pediatric faculty and leaders. Further research is needed to examine how unconscious bias impacts decisions in academic pediatric workforce recruitment. Addressing unconscious bias and perceived barriers to minority recruitment and retention represent opportunities to improve diversity efforts.
尽管多样性带来了益处，但在学术儿科学领域，某些种族/民族群体的代表性仍然不足。在负责学术领域劳动力招聘和留用决策的儿科教师中，有关无意识种族态度的研究甚少。本研究旨在描述学术儿科教师领导者群体中无意识种族偏见的程度以及对少数族裔招聘和留用的感知障碍。
作者在 2015 年当地和全国会议上举办的多样性研讨会上对儿科教师进行了测量，评估了无意识种族偏见。采用经过验证的内隐联想测验（IAT）的纸质版本来衡量无意识的种族偏见。研究对象还报告了对少数族裔招聘和留用的看法。
在 68 名符合条件的被调查者中，有 58 名（85%）同意并完成了 IAT 调查。在参与者中，83%具有领导角色，93%参与招聘。参与者在 IAT 上表现出轻微的白人偏/黑人反偏见（M=0.28，SD=0.49）。在领导角色的参与者（M=0.33，SD=0.47）和参与招聘的参与者（M=0.28，SD=0.43）中，IAT 得分相似。在比较参加当地研讨会和全国研讨会的参与者时，结果没有差异（n=36，M=0.29，SD=0.40；n=22，M=0.27，SD=0.49；p=0.88）。少数族裔招聘和留用的感知障碍包括缺乏少数族裔导师、招聘工作不力以及缺乏合格候选人。
在该学术儿科教师和领导者样本中发现了无意识的白人偏/黑人反种族偏见。需要进一步研究以检验无意识偏见如何影响学术儿科劳动力招聘决策。解决无意识偏见和少数族裔招聘和留用的感知障碍代表了改善多样性工作的机会。
