Vick K, Rodriguez-Esparza A, Melendres-Groves L, Shore X, Sigl D, Sood A
University of New Mexico School of Medicine.
Chron Mentor Coach. 2023 Nov;7(SI16):404-408.
As part of developmental networks, sponsors help provide recognition and visibility opportunities to their faculty protégés. Recognition awards given to the School of Medicine (SOM) faculty are an important mechanism for acknowledging what is valued in academic medicine. Beyond their impact on individual careers, awards help define the culture and climate of an organization. The literature suggests inequities in recognition awards for women and racial/ethnic underrepresented minority faculty. The study's purpose was to examine the characteristics of the awardees relative to the SOM faculty in a minority-serving institution in a minority-majority state. In this observational cross-sectional study, 47 SOM faculty were recognized between 2000-2023 as Regents' Lecturers (9), Regents' Professors (20), Community Engagement Awardees (5), and Gold-headed Cane Awardees (13). SOM sought nominations which a search committee competitively reviewed. Award recipients were characterized by their department, rank, academic track, degree, country of origin, sex, and race/ethnicity, and were compared to all SOM faculty. Male faculty were more likely than women faculty to receive an award (p=0.04). Faculty with tenure, Ph.D. degree, or Professor rank were more likely to receive an award than their counterparts (p<0.001, all analyses). Faculty in basic and diagnostic specialties were more likely to receive an award than medical or surgical specialties (p<0.001). Although rates of awards for racial/ethnic URM faculty were about half that of non-URM faculty, this difference did not reach statistical significance (p=0.14). In addition to demonstrating sex-related inequity in awards, recognized faculty are traditionally associated with the scholarship of discovery compared to other models of scholarship or clinical activity. Sponsors should promote women, physicians, and clinician educators for recognition awards to advance their academic careers. SOM leaders need to examine award criteria and processes to ensure recognition of the diversity of talents and achievements that are critical to the future of academic medicine.
作为发展网络的一部分，赞助者帮助为其指导的教员提供认可和提高知名度的机会。授予医学院（SOM）教员的认可奖项是认可学术医学中受重视内容的重要机制。除了对个人职业生涯的影响外，奖项有助于界定一个组织的文化和氛围。文献表明，在女性和代表性不足的少数族裔教员的认可奖项方面存在不平等现象。该研究的目的是在一个少数族裔占多数的州的一所服务少数族裔的机构中，研究获奖者相对于SOM教员的特征。在这项观察性横断面研究中，2000年至2023年间，有47名SOM教员被认可为董事会讲师（9名）、董事会教授（20名）、社区参与奖获得者（5名）和金头手杖奖获得者（13名）。SOM寻求提名，由一个选拔委员会进行竞争性评审。获奖者的特征包括所在部门、职级、学术轨道、学位、原籍国、性别和种族/族裔，并与所有SOM教员进行比较。男性教员比女性教员更有可能获奖（p=0.04）。有终身教职、博士学位或教授职级的教员比同行更有可能获奖（所有分析，p<0.001）。基础和诊断专业的教员比医学或外科专业的教员更有可能获奖（p<0.001）。尽管代表性不足的少数族裔教员的获奖率约为非代表性不足少数族裔教员的一半，但这种差异未达到统计学显著性（p=0.14）。除了表明奖项中存在与性别相关的不平等外，与其他学术模式或临床活动相比，获得认可的教员传统上与发现性学术研究相关联。赞助者应推荐女性、内科医生和临床教育工作者获得认可奖项，以促进他们的学术生涯。SOM的领导需要审查奖项标准和流程，以确保认可对学术医学未来至关重要的人才和成就的多样性。
