Williams Myia S, Myers Alyson K, Finuf Kayla D, Patel Vidhi H, Marrast Lyndonna M, Pekmezaris Renee, Martinez Johanna
Department of Medicine, Northwell Health, Manhasset, NY USA.
Donald and Barbara Zucker School of Medicine at Hofstra/Northwell, Hempstead, NY USA.
J Bus Psychol. 2023;38(1):75-88. doi: 10.1007/s10869-022-09825-z. Epub 2022 Jun 10.
Anti-Black racism is a specific form of racism directed at Black people. In healthcare, there are poignant examples of anti-Black racism in the recruitment, selection, and retention stages of the job cycle. Research shows that anti-Black racism is associated with inequitable work outcomes and the under-representation of Black physicians. However, empirical findings are scattered with no organizing framework to consolidate these findings. To add to the literature, in this paper we present the attraction-selection-attrition (ASA) model (Schneider, 1987) as an organizing framework to discuss Black physicians' experiences with anti-Black racism and discrimination throughout their careers. We draw from previous literature to highlight specific experiences of Black physicians at each stage of the job cycle (i.e., attraction, selection, retention), and we offer considerations on how practitioners can mitigate anti-Black racism throughout the job cycle. In the wake of COVID-19 and highly publicized social justice movements, healthcare systems are seeking ways to increase the recruitment, selection, and retention of Black physicians to ensure health equity. We believe this guide will be valuable to practitioners, leaders, researchers, and program directions seeking to advance diversity, equity, and inclusion of Black physicians in their healthcare systems. We conclude by providing practical implications and directions for future research.
反黑人种族主义是针对黑人的一种特定形式的种族主义。在医疗保健领域，在求职周期的招聘、选拔和留用阶段存在着反黑人种族主义的惨痛例子。研究表明，反黑人种族主义与不公平的工作结果以及黑人医生代表性不足有关。然而，实证研究结果较为分散，没有一个组织框架来整合这些发现。为了丰富相关文献，在本文中，我们提出吸引力-选拔- attrition（ASA）模型（施奈德，1987年）作为一个组织框架，来讨论黑人医生在其整个职业生涯中遭遇反黑人种族主义和歧视的经历。我们借鉴以往的文献，突出黑人医生在求职周期各阶段（即吸引力、选拔、留用）的具体经历，并就从业者如何在整个求职周期中减轻反黑人种族主义提出思考。在新冠疫情和备受关注的社会正义运动之后，医疗保健系统正在寻求增加黑人医生招聘、选拔和留用的方法，以确保健康公平。我们相信，本指南对于寻求在其医疗保健系统中推进黑人医生的多样性、公平性和包容性的从业者、领导者、研究人员和项目负责人将具有价值。我们通过提供实际意义和未来研究方向来得出结论。
