Bateman Lori Brand, Heider Laura, Vickers Selwyn M, Anderson William A, Hood Anthony C, Jones Evelyn, Ott Corilyn, Eady Sequoya, Fouad Mona N
School of Medicine, The University of Alabama at Birmingham, Birmingham, AL, USA.
Division of Preventive Medicine, UAB School of Medicine, 1717 11th Avenue South, Birmingham, AL, USA.
J Gen Intern Med. 2021 Jul;36(7):1937-1943. doi: 10.1007/s11606-020-06515-5. Epub 2021 Jan 27.
According to the American Association of Medical Colleges, women comprise 26% of full professors and 19% of medical school department chairs. African American and Latino faculty comprise 4.6% of full professors and 6.9% of department chairs.
Because of the lack of representation of women and racial/ethnic minority faculty at the highest levels of academic medicine, this study examines the perceptions of barriers to advancement by men and women academic medical school faculty of differing races and ethnicities to explore potential differences in perceptions by demographic group.
Semi-structured one-on-one interviews were conducted between July and September 2017.
In order to give all faculty a chance to participate, faculty of all ranks and specialties were recruited from one southeastern medical school to participate in the study.
Interviews were audio recorded, transcribed, and analyzed by 3 members of the research team using an inductive approach to thematic analysis. Participants were organized into 4 groups for analysis-underrepresented in medicine (URiM) women, majority women, URiM men, majority men.
Sixty-four faculty consented to participate in the study (56.2% women, 34.4% URiM). Subthemes were grouped under three main themes: Perceptions of Barriers to Advancement of Women Faculty, Perceptions of Barriers to Advancement of African American and Latino Faculty, and Perceptions of the Institutional Climate for Diversity. Majority men tended to voice distinctly different perspectives than the other three demographic groups, with the most notable differences between majority men and URiM women. Majority men tended to suggest that the advancement of women and URiM faculty was acceptable or getting better, the lack of URiM faculty in leadership was due mainly to pipeline issues, and women choose not to advance to leadership positions.
We found that participant gender and race/ethnicity shaped perspectives of medical school faculty advancement in distinct ways.
根据美国医学院协会的数据，女性占正教授人数的26%，占医学院系主任人数的19%。非裔美国人和拉丁裔教员分别占正教授人数的4.6%和系主任人数的6.9%。
由于女性和少数族裔教员在学术医学的最高层缺乏代表性，本研究调查了不同种族和族裔的男女学术医学院教员对晋升障碍的看法，以探讨不同人口群体在看法上的潜在差异。
2017年7月至9月进行了半结构化一对一访谈。
为了让所有教员都有机会参与，从一所东南部医学院招募了各职级和专业的教员参与研究。
访谈进行了录音、转录，由研究团队的3名成员采用归纳法进行主题分析。参与者被分为4组进行分析——医学领域代表性不足（URiM）的女性、多数群体女性、URiM男性、多数群体男性。
64名教员同意参与研究（56.2%为女性，34.4%为URiM）。子主题分为三个主要主题：女性教员晋升障碍的看法、非裔美国人和拉丁裔教员晋升障碍的看法、对多元化机构氛围 的看法。多数群体男性的观点往往与其他三个人口群体明显不同，多数群体男性与URiM女性之间的差异最为显著。多数群体男性倾向于认为女性和URiM教员的晋升是可以接受的或正在改善，领导层中缺乏URiM教员主要是由于人才储备问题，而且女性选择不晋升到领导职位。
我们发现，参与者的性别和种族/族裔以不同的方式塑造了医学院教员对晋升的看法。
