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本文引用的文献

1
Building a framework for inclusion in health services research: Development of and pre-implementation faculty and staff attitudes toward the Diversity, Equity, and Inclusion (DEI) plan at Mayo Clinic.构建卫生服务研究中的包容性框架：梅奥诊所教职员工对多元化、公平和包容性（DEI）计划的制定及实施前态度
J Clin Transl Sci. 2021 Jan 5;5(1):e88. doi: 10.1017/cts.2020.575.
2
Challenges in Recruiting, Retaining and Promoting Racially and Ethnically Diverse Faculty.招聘、留住和提升不同种族和民族背景的教师的挑战。
J Natl Med Assoc. 2018 Feb;110(1):58-64. doi: 10.1016/j.jnma.2017.02.001. Epub 2017 Apr 21.
3
"URM candidates are encouraged to apply": a national study to identify effective strategies to enhance racial and ethnic faculty diversity in academic departments of medicine.鼓励 URM 候选人申请：一项全国性研究，旨在确定在医学学术部门增加族裔多样性的有效策略。
Acad Med. 2013 Mar;88(3):405-12. doi: 10.1097/ACM.0b013e318280d9f9.
4
Double-loop approach: recruitment and retention of minority nursing faculty.双循环方法：少数族裔护理教员的招聘与留用
ABNF J. 2011 Summer;22(3):73-7.

Looking Forward, Looking Back: Results of the ABCT Task Force for Equity, Inclusion, and Access Membership Survey.

作者信息

Cho Christine J, Feinstein Brian A, Pimentel Sandra S, Carter Sierra E, Lopez Cristina M, Delapp Ryan C T, Seligman Laura D, Anderson Raeann E, Rizvi Shireen L

机构信息

Rutgers University.

Rosalind Franklin University of Medicine and Science.

出版信息

Behav Ther (N Y N Y). 2022 Jan;45(1):6-20.

PMID:39347474
原文链接:https://pmc.ncbi.nlm.nih.gov/articles/PMC11433418/
Abstract
摘要