From the Department of Anesthesiology, The Ohio State University College of Medicine, Columbus, Ohio.
Departments of Pediatrics.
Anesth Analg. 2023 Oct 1;137(4):747-753. doi: 10.1213/ANE.0000000000006502. Epub 2023 Sep 5.
Anesthesiology remains a specialty with low representation of women or members of racial and ethnic groups considered underrepresented in medicine (UiM). In the United States, women account for 33% of anesthesiology residents, while physicians identifying as Black, African American, Latinx, American Indian, or Alaska Native account for approximately 10%. Underrepresentation of these groups is even more pronounced in academic anesthesiology, especially at the senior ranks and roles, such as department chairs. Leaders in the field have recently shared recommendations for how individual departments, medical schools, hospitals, and professional organizations can create and support a more diverse anesthesiology workforce. These commentaries have often stressed the importance of mentorship for supporting women and physicians from UiM groups, including mentorship of trainees and practicing anesthesiologists seeking to advance their careers. While the value of mentorship is undisputed, it remains a matter of controversy whether race, ethnicity, or gender should be explicitly considered by mentoring programs and individual mentors. In this article, we discuss whether and how race, ethnicity, and gender should be considered in the setting of mentorship programs and the formation of individual mentoring relationships, as well as some of the potential consequences that lie therein.
麻醉学仍然是一个女性或被认为在医学领域代表性不足的种族和族裔群体（UiM）成员比例较低的专业。在美国，女性占麻醉学住院医师的 33%，而自认为是黑人、非裔美国人、拉丁裔、美国印第安人或阿拉斯加原住民的医生约占 10%。这些群体在学术麻醉学中的代表性不足更为明显，尤其是在高级职位和角色，如系主任。该领域的领导者最近分享了关于个别部门、医学院、医院和专业组织如何创建和支持更多样化的麻醉学劳动力的建议。这些评论经常强调指导对于支持女性和 UiM 群体的医生的重要性，包括对学员和寻求职业发展的执业麻醉师的指导。虽然指导的价值是毋庸置疑的，但指导计划和个人导师是否应该明确考虑种族、族裔或性别仍然存在争议。在本文中，我们讨论了在指导计划和个人指导关系的形成中是否应该以及如何考虑种族、族裔和性别，以及其中存在的一些潜在后果。
