University of North Carolina at Chapel Hill School of Medicine, Department of Pediatrics, Chapel Hill, 260 MacNider Building, CB#7220, 333 S. Columbia St, NC, 27599, USA.
University of North Carolina at Chapel Hill School of Medicine, Department of Pediatrics, Chapel Hill, 260 MacNider Building, CB#7220, 333 S. Columbia St, NC, 27599, USA.
J Natl Med Assoc. 2022 Jun;114(3):278-289. doi: 10.1016/j.jnma.2022.01.012. Epub 2022 Mar 2.
Minority physicians have been persistently underrepresented in medicine (URiM) when compared with their representation in the general U.S.
There is evidence that diversifying the physician workforce would have a positive impact on healthcare delivery. While programs have been implemented to diversify the physician workforce, there has been less emphasis and progress in diversifying academic medical centers (AMCs) at the faculty level. This review sought to provide an update in the literature on the published outcomes and components of programs designed to increase the racial/ethnic diversity of faculty at AMCs.
A scoping review study design was used. Search terms-academic medical faculty, diversity, and recruitment or retention-were used to search literature published from August 2012 through February 4, 2021. Eligible studies (1) evaluate structured organization/institutional programs to increase the representation of faculty who identify as URiM; (2) include faculty who identify as URiM as defined by the Association of American Medical Colleges (individuals who identify as African Americans and/or Black, Hispanic/Latino, Native American (American Indians, Alaska Natives, and Native Hawaiians), Pacific Islander, and mainland Puerto Rican); (3) describe interventions for the academic medicine setting; and (4) report either quantitative or qualitative data.
Ten papers describing eight programs were included in the review. Program components were heterogeneous. Most studies described funded research-focused programs and fewer studies were institution-wide efforts or included institutional culture (i.e., rules, values, beliefs, behaviors, and customs that shape how people behave within an organization) or climate (i.e., perception regarding the culture) efforts. Four studies reported outcomes that included changes in faculty representation and six included faculty retention efforts such as promotion, leadership positions, grants, and scholarly productivity.
This review summarizes and updates the literature on programs to improve the diversity of faculty at AMCs. It includes specific recommendations for components that can provide a foundation for programs to improve faculty diversity. Future research should use high quality methods to compare different interventions to improve the diversity of faculty in AMCs.
与美国普通人群相比，少数民族医生在医学领域（URiM）的代表性一直不足。
有证据表明，使医生队伍多样化将对医疗保健服务产生积极影响。虽然已经实施了一些计划来使医生队伍多样化，但在使学术医学中心（AMC）的教师队伍多样化方面，重点和进展较少。本综述旨在提供有关旨在增加 AMC 教师队伍中种族/族裔多样性的已发表成果和计划组成部分的文献更新。
使用范围综述研究设计。使用学术医学教师、多样性和招聘或保留等搜索词来搜索 2012 年 8 月至 2021 年 2 月 4 日期间发表的文献。合格的研究（1）评估旨在增加被认定为 URiM 的教师代表性的结构化组织/机构计划；(2) 包括被认定为 URiM 的教师，其定义为美国医学院协会（个人被认定为非裔美国人或黑人、西班牙裔/拉丁裔、美国原住民（美洲印第安人、阿拉斯加原住民和夏威夷原住民）、太平洋岛民和波多黎各大陆人）；(3) 描述学术医学环境中的干预措施；和 (4) 报告定量或定性数据。
综述包括 10 篇描述 8 个项目的论文。计划组成部分多种多样。大多数研究描述了以资助研究为重点的计划，而较少的研究是全机构的努力或包括机构文化（即，塑造人们在组织内行为的规则、价值观、信仰、行为和习俗）或气候（即，对文化的看法）努力。四项研究报告了包括教师代表性变化在内的结果，六项研究包括教师保留措施，如晋升、领导职位、赠款和学术生产力。
本综述总结并更新了关于改善 AMC 教师多样性的计划的文献。它包括对可以为改善教师多样性的计划提供基础的特定组成部分的建议。未来的研究应使用高质量的方法来比较不同的干预措施，以改善 AMC 教师的多样性。
