Fahl Corrinne, Alexis Dominique, Higginbotham Eve J, Xu Chang, Aysola Jaya
Office of Inclusion, Diversity, and Equity, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania, USA.
Office of Inclusion, Diversity, and Equity, Department of Ophthalmology, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania, USA.
Health Equity. 2023 Feb 20;7(1):116-125. doi: 10.1089/heq.2021.0169. eCollection 2023.
To the best of our knowledge, there are no standard accountability measures for diversity efforts at the departmental level. Therefore, the purpose of this study is to evaluate a multiprong report card as a structure for evaluation, tracking, and reporting as well as to examine any relationships between expenditures and outcomes.
We instituted an intervention that offered leadership a report card of metrics related to diversity efforts. Included are diversity expenditures, benchmark demographic and departmental data, applications to support faculty salaries, participation in clerkship programs focused on attracting diverse candidates, and requests for candidate lists. The purpose of this analysis is to demonstrate the impact of the intervention.
A significant relationship was found between faculty funding applications and under-represented minority (URM) representation in a department (0.19; confidence interval [95% CI] 0.17-0.21; <0.001). An association was also found between total expenditures and URM representation in a department (0.002; 95% CI 0.002-0.003; <0.001). Other outcomes include the following: (1) women, URM, and minority faculty have all increased in representation since tracking began; (2) diversity expenditures and faculty opportunity fund and presidential professorship applications have increased over time; and (3) a steady decline in departments with zero URM representation after the tracking of diversity expenditures in both clinical and basic science departments.
Our findings suggest that standardized metrics for inclusion and diversity initiatives promote accountability and buy-in from executive leadership. Departmental detail enables tracking of progress longitudinally. Future work will continue to evaluate the downstream effects of diversity expenditures.
据我们所知，在部门层面上，针对多元化工作尚无标准的问责措施。因此，本研究的目的是评估一份多方面的成绩单，将其作为一种评估、跟踪和报告的架构，并检验支出与成果之间的任何关系。
我们实施了一项干预措施，为领导层提供一份与多元化工作相关的指标成绩单。其中包括多元化支出、基准人口统计和部门数据、支持教师薪资的申请、参与旨在吸引多元化候选人的见习项目以及对候选人名单的请求。本分析的目的是证明该干预措施的影响。
在一个部门中，教师资助申请与未充分代表的少数族裔（URM）比例之间发现了显著关系（0.19；置信区间[95%CI]0.17 - 0.21；<0.001）。在一个部门的总支出与URM比例之间也发现了关联（0.002；95%CI 0.002 - 0.003；<0.001）。其他结果包括：（1）自跟踪开始以来，女性、URM和少数族裔教师的比例均有所增加；（2）多元化支出以及教师机会基金和校长教授职位的申请随时间增加；（3）在临床和基础科学部门对多元化支出进行跟踪后，URM比例为零的部门数量稳步下降。
我们的研究结果表明，针对包容性和多元化举措的标准化指标可促进问责制并获得行政领导层的认可。部门细节有助于纵向跟踪进展情况。未来的工作将继续评估多元化支出的下游影响。
