Department of Access, Diversity and Inclusion, American Dental Education Association, Washington, District of Columbia, USA.
J Public Health Dent. 2022 Mar;82 Suppl 1(Suppl 1):103-113. doi: 10.1111/jphd.12509.
The purpose of this paper is to describe the racialized barriers to recruiting and retaining historically underrepresented racially/ethnically diverse (HURE) faculty at U.S. dental schools and the linkages of these barriers to structural racism to assist dental schools in eliminating these hurdles through an antiracism framework.
Data is used to describe the trends in the racial/ethnic composition of dental school faculty and the parity gaps by race/ethnicity between dentists and the U.S.
Literature on the recruitment and retention of faculty of color at higher education institutions is reviewed to identify challenges and best practices. Barriers to the full participation of HURE faculty, outlined in the American Dental Education Association's Faculty Diversity Toolkit, are also identified. Research on antiracism frameworks is also investigated to denote their uses and key components.
There is a critical shortage of HURE faculty at dental schools and active HURE dentists in the U.S. A history of racism and its legacy reinforce biases, stereotypes, and power structures that harm HURE faculty at U.S. dental schools. An anti-racism framework is needed to holistically eliminate inequities and racialized policies and practices that persists as barriers for HURE faculty.
Increasing the representation of HURE dentists in the workforce and dental school faculty requires a major disruption to culture and institutional practices that mask centuries of structural racism embedded within complex academic systems. Dental schools must use antiracism models to create strategic initiatives that support a humanistic, equitable, and antiracism environment where HURE faculty can thrive.
本文旨在描述美国牙科学院在招募和留住历史上代表性不足的少数族裔/种族多样化（HURE）教职员工方面存在的种族障碍，以及这些障碍与结构性种族主义的联系，以帮助牙科学院通过反种族主义框架消除这些障碍。
利用数据描述牙科学院教职员工的种族/民族构成趋势，以及牙医和美国之间按种族/族裔划分的均等差距。
审查了关于高等教育机构中有色人种教职员工招聘和留用的文献，以确定挑战和最佳实践。还确定了美国牙科学会教师多样性工具包中概述的 HURE 教师充分参与的障碍。还调查了反种族主义框架的研究，以表示其用途和关键组成部分。
牙科学院 HURE 教师和美国活跃的 HURE 牙医严重短缺。种族主义的历史及其遗产加剧了偏见、刻板印象和权力结构，这些都伤害了美国牙科学院的 HURE 教师。需要一个反种族主义框架来全面消除仍然是 HURE 教师障碍的不平等和种族主义政策和做法。
要增加 HURE 牙医在劳动力和牙科学院教师中的代表性，就需要对掩盖了数百年结构性种族主义的文化和机构做法进行重大改变，这些结构性种族主义深深植根于复杂的学术体系中。牙科学院必须使用反种族主义模型来制定战略举措，支持以人为本、公平和反种族主义的环境，使 HURE 教师能够茁壮成长。
