Vick Alexis Danielle, Baugh Aaron, Lambert Julie, Vanderbilt Allison A, Ingram Evan, Garcia Richard, Baugh Reginald F
College of Medicine and Life Sciences.
Department of Internal Medicine.
Adv Med Educ Pract. 2018 Jan 19;9:53-61. doi: 10.2147/AMEP.S147950. eCollection 2018.
A growing body of research illustrates the importance of aligning efforts across the operational continuum to achieve diversity goals. This alignment begins with the institutional mission and the message it conveys about the priorities of the institution to potential applicants, community, staff, and faculty. The traditional themes of education, research, and service dominate most medical school mission statements. The emerging themes of physician maldistribution, overall primary-care physician shortage, diversity, and cost control are cited less frequently. The importance and salience of having administrative leaders with an explicit commitment to workforce and student diversity is a prominent and pivotal factor in the medical literature on the subject. Organizational leadership shapes the general work climate and expectations concerning diversity, recruitment, and retention. Following the Bakke decision, individual medical schools, supported by the Association of American Medical Colleges, worked to expand the frame of reference for evaluating applicants for medical school. These efforts have come together under the rubric of "holistic review", permitted by the US Supreme Court in 2003. A large diverse-applicant pool is needed to ensure the appropriate candidates can be chosen for the incoming medical school class. Understanding the optimal rationale and components for a successful recruitment program is important. Benchmarking with other schools regionally and nationally will identify what should be the relative size of a pool. Diversity is of compelling interest to us all, and should pervade all aspects of higher education, including admissions, the curriculum, student services and activities, and our faculties. The aim of medical education is to cultivate a workforce with the perspectives, aptitudes, and skills needed to fuel community-responsive health-care institutions. A commitment toward diversity needs to be made.
越来越多的研究表明，在整个运营连续体中协调各方努力对于实现多元化目标至关重要。这种协调始于机构使命以及它向潜在申请者、社区、员工和教师传达的关于机构优先事项的信息。教育、研究和服务等传统主题主导了大多数医学院的使命宣言。而医生分布不均、全科医生总体短缺、多元化和成本控制等新兴主题的提及频率较低。拥有明确致力于员工队伍和学生多元化的行政领导的重要性和显著性，是该领域医学文献中的一个突出且关键的因素。组织领导力塑造了关于多元化、招聘和留用的总体工作氛围和期望。在“巴克案”裁决之后，在美国医学院协会的支持下，各医学院努力扩大评估医学院申请者的参考框架。这些努力在2003年美国最高法院允许的“整体评估”框架下汇聚在一起。需要一个庞大且多样化的申请者群体，以确保能为即将入学的医学院班级挑选出合适的候选人。理解成功招聘计划的最佳基本原理和组成部分很重要。与地区和全国的其他学校进行基准比较，将确定申请者群体的相对规模应该是多少。多元化是我们所有人都极为关注的问题，应该渗透到高等教育的各个方面，包括招生、课程、学生服务和活动以及我们的教师队伍。医学教育的目标是培养一支具备推动社区响应型医疗机构所需的观点、才能和技能的员工队伍。必须做出对多元化的承诺。
