保持医学学术领域代表性不足群体的教职员工：需求评估的结果。
Retaining Faculty from Underrepresented Groups in Academic Medicine: Results from a Needs Assessment.
机构信息
From the Division of Health and the Environment, Abt Associates, Rockville, Maryland.
the Boston University School of Medicine, Boston, Massachusetts.
出版信息
South Med J. 2023 Feb;116(2):157-161. doi: 10.14423/SMJ.0000000000001510.
OBJECTIVES
Academic medical centers can improve the quality of care and address health inequities by recruiting and retaining faculty from underrepresented in medicine (URiM) groups; however, the retention of URiM faculty is a barrier to reaching equity-related goals because URiM faculty are less likely to remain in academia and be promoted compared with their peers. As such, the objective of this study was to determine factors that influence the retention of URiM faculty at large academic centers.
METHODS
One-time, semistructured stay interviews were conducted to assess the experiences of URiM faculty at a large academic hospital in Boston, Massachusetts between October 2016 and April 2017. A qualitative researcher coded the transcripts and identified central themes.
RESULTS
The participants (N = 17) were 65% Black/African American and 35% Hispanic/Latinx. The median number of years on faculty was 3 years (range 1-33). The themes identified through the stay interviews were grouped into three domains: areas of strength, challenges to advancement, and suggestions for improvement of support. Participants voiced leadership support in their development, the community of patients, URiM networking opportunities, and mentorship as strengths. The barriers to retention included the lack of transparency and trust in their work, a sense of tokenism, organizational management issues, and implicit biases. The suggested ways to improve support included the expanding of initiatives to include all members of groups URiM, continuing URiM faculty development programs, and increasing funding to support advancement.
CONCLUSIONS
This study underscored the importance of supportive leadership, URiM-specific faculty development programs, networking opportunities, and the recognition of achievements as factors that influence the retention of faculty at a large academic medical center. In addition, participants highlighted the need for strong mentor networks and emphasizing sponsorship.
目的
学术医疗中心可以通过招募和留住医学领域代表性不足（URiM）群体的教师来提高医疗质量和解决健康公平问题；然而，URiM 教师的留任是实现与公平相关目标的障碍，因为与同行相比，URiM 教师更不可能留在学术界并获得晋升。因此，本研究的目的是确定影响大型学术中心 URiM 教师留任的因素。
方法
2016 年 10 月至 2017 年 4 月，在马萨诸塞州波士顿的一家大型学术医院进行了一次性半结构式住院访谈，以评估 URiM 教师的经验。一名定性研究人员对转录本进行了编码，并确定了核心主题。
结果
参与者（N=17）中 65%为黑人和非洲裔美国人，35%为西班牙裔或拉丁裔。在教师岗位上的中位数年限为 3 年（范围为 1-33 年）。通过住院访谈确定的主题分为三个领域：优势领域、晋升挑战和支持改进建议。参与者表示，在发展过程中，领导层给予了支持，他们与患者社区、URiM 网络机会和指导建立了联系，这是他们的优势。留任的障碍包括工作缺乏透明度和信任、被视为象征性的、组织管理问题以及隐性偏见。改进支持的建议包括扩大举措以包括 URiM 群体的所有成员、继续 URiM 教师发展计划以及增加资金以支持晋升。
结论
本研究强调了支持性领导、URiM 特定的教师发展计划、网络机会以及承认成就作为影响大型学术医疗中心教师留任的因素的重要性。此外，参与者强调了强大的导师网络和强调赞助的必要性。
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