Bonifacino Eliana, Ufomata Eloho O, Farkas Amy H, Turner Rose, Corbelli Jennifer A
Division of General Internal Medicine, University of Pittsburgh School of Medicine, Pittsburgh, PA, USA.
Division of General Internal Medicine, Medical College of Wisconsin, Milwaukee, WI, USA.
J Gen Intern Med. 2021 Apr;36(4):1023-1034. doi: 10.1007/s11606-020-06478-7. Epub 2021 Feb 2.
Though the USA is becoming increasingly diverse, the physician workforce contains a disproportionately low number of physicians from racial and ethnic groups that are described as underrepresented in medicine (URiM). Mentorship has been proposed as one way to improve the retention and experiences of URiM physicians and trainees. The objective of this systematic review was to identify and describe mentoring programs for URiM physicians in academic medicine and to describe important themes from existing literature that can aid in the development of URiM mentorship programs.
The authors searched PubMed, PsycINFO, ERIC, and Cochrane databases, and included original publications that described a US mentorship program involving academic medical doctors at the faculty or trainee level and were created for physicians who are URiM or provided results stratified by race/ethnicity.
Our search yielded 4,548 unique citations and 31 publications met our inclusion criteria. Frequently cited objectives of these programs were to improve research skills, to diversify representation in specific fields, and to recruit and retain URiM participants. Subjective outcomes were primarily participant satisfaction with the program and/or work climate. The dyad model of mentoring was the most common, though several novel models were also described. Program evaluations were primarily subjective and reported high satisfaction, although some reported objective outcomes including publications, retention, and promotion. All showed satisfactory outcomes for the mentorship programs.
This review describes a range of successful mentoring programs for URiM physicians. Our recommendations based on our review include the importance of institutional support for diversity, tailoring programs to local needs and resources, training mentors, and utilizing URiM and non-URiM mentors.
尽管美国日益多元化，但医师队伍中来自医学领域代表性不足的种族和族裔群体的医师人数比例却出奇地低。有人提出指导是提高这些代表性不足的少数族裔医师和受训人员的留用率和改善其体验的一种方式。本系统评价的目的是识别和描述针对学术医学中代表性不足的少数族裔医师的指导项目，并描述现有文献中有助于制定此类指导项目的重要主题。
作者检索了PubMed、PsycINFO、ERIC和Cochrane数据库，纳入了描述美国指导项目的原始出版物，这些项目涉及教员或受训人员层面的学术医生，且是为代表性不足的少数族裔医师设立的，或提供了按种族/族裔分层的结果。
我们的检索产生了4548条独特的引文，31篇出版物符合我们的纳入标准。这些项目经常被提及的目标是提高研究技能、使特定领域的代表性多元化，以及招募和留住代表性不足的少数族裔参与者。主观结果主要是参与者对项目和/或工作氛围的满意度。指导的二元模型是最常见的，不过也描述了一些新颖的模型。项目评估主要是主观的，且报告的满意度很高，尽管有些报告了包括发表论文、留用率和晋升等客观结果。所有结果都显示指导项目取得了令人满意的成效。
本综述描述了一系列针对代表性不足的少数族裔医师的成功指导项目。基于我们的综述，我们的建议包括机构对多元化的支持的重要性、根据当地需求和资源定制项目、培训指导者，以及利用代表性不足的少数族裔和非代表性不足的少数族裔指导者。
