Department of Medicine, Emory University School of Medicine, Atlanta, Georgia, USA.
J Hosp Med. 2023 Mar;18(3):234-238. doi: 10.1002/jhm.13039. Epub 2023 Jan 4.
Women and persons from racial and ethnic populations underrepresented in medicine (URiM) comprise a substantially lower proportion of academic internal medicine faculty, particularly at senior ranks (associate professors and professors). Numerous factors lead to this inequity which has broad implications for medical education and healthcare. The Emory University Division of General Internal Medicine Grady Section (GIMG) formed the Faculty Review Committee (FRC) in 2013 to address low promotion rates to senior ranks as part of a strategy to foster a more inclusive, equitable environment. The FRC systematically and proactively reviews all GIMG faculty years prior to possible promotion to provide tailored recommendations to bolster professional development and with a goal to expedite successful advancement to senior ranks. Deidentified GIMG academic rank data was compared with aggregate data from Emory University School of Medicine and the American Association of Medical Colleges. In 2020, GIMG had significantly more senior faculty compared with pre-FRC intervention (odds ratio [OR]: 3.94, 95% confidence interval [CI]: 1.65-9.42). Subgroup analyses of non-URiM women GIMG senior faculty compared with preintervention (OR: 11.6, 95% CI: 2.52-53.7), showed a significant increase. A trend toward increased URiM women faculty was also seen. Descriptive analysis suggests that the GIMG group had a higher promotion to senior ranks among women and URiM compared with national and institutional comparators. The FRC is associated with significant increases in the promotion of all faculty and non-URiM women faculty, and an increasing trend of URiM women faculty, effects which help contribute to an equitable academic medicine environment, fostering a more diverse workforce and improved patient outcomes.
女性和医学领域代表性不足的少数族裔人群（URiM）在学术内科教职员工中所占比例明显较低，尤其是在高级职位（副教授和教授）。造成这种不平等现象的原因有很多，这对医学教育和医疗保健都有广泛的影响。埃默里大学普通内科医学系（GIMG）于 2013 年成立了教师审查委员会（FRC），以解决晋升高级职位的比例较低的问题，这是促进更具包容性、公平性环境的战略的一部分。FRC 系统地、积极主动地审查所有 GIMG 教职员工在可能晋升之前的情况，提供有针对性的建议，以促进职业发展，并旨在加快晋升到高级职位的成功。对 GIMG 的学术排名数据进行了去识别处理，并与埃默里大学医学院和美国医学协会的汇总数据进行了比较。2020 年，GIMG 的高级教职员工数量明显多于 FRC 干预前（优势比 [OR]：3.94，95%置信区间 [CI]：1.65-9.42）。与干预前相比，非 URiM 女性 GIMG 高级教职员工的亚组分析（OR：11.6，95% CI：2.52-53.7）显示出显著增加。URiM 女性教职员工的人数也呈现出增加的趋势。描述性分析表明，与国家和机构对照相比，GIMG 组中女性和 URiM 教职员工的晋升到高级职位的比例更高。FRC 与所有教职员工和非 URiM 女性教职员工的晋升显著增加以及 URiM 女性教职员工人数的增加趋势相关，这些效果有助于营造公平的学术医学环境，培养更多元化的劳动力和改善患者的预后。
