Scott Kristan, Castera Mark, Gray Megan M, Myers Patrick, Bonachea Elizabeth M, Karpen Heidi, French Heather, Carbajal Melissa, Johnston Lindsay
Department of Pediatrics, University of Pennsylvania Perelman School of Medicine/The Children's Hospital of Philadelphia, Philadelphia, PA, USA.
Department of Pediatrics, Boston University Chobanian & Avedisian School of Medicine, Boston, MA, USA.
J Perinatol. 2024 Oct 14. doi: 10.1038/s41372-024-02151-7.
Neonatal-perinatal medicine (NPM) lacks a racially and ethnically diverse physician workforce. Fewer trainees from groups underrepresented in medicine (URiM) are entering NPM due to declining match rates in general pediatrics, financial burdens from delaying workforce entry, and ineffective recruitment into NPM. Annual surveys from the Organization of Neonatology Training Program Directors (ONTPD) were analyzed to assess URiM recruitment trends between 2021 and 2023. Concerningly, the number of URiM candidates applying to NPM fellowship programs remains low, highlighting the need for investment in pathway programming and enhanced recruitment strategies to diversify the NPM workforce. A multifaceted approach, including promoting early interest in pediatrics, minimizing financial disincentives, collecting robust URiM trainee and workforce data, and creating inclusive, diverse educational environments will be critical to increasing URiM representation in NPM and ultimately improving health outcomes for neonates.
新生儿围产期医学（NPM）缺乏种族和民族多元化的医生队伍。由于普通儿科学科的匹配率下降、推迟进入劳动力市场带来的经济负担以及NPM招募工作的无效性，来自医学领域代表性不足群体（URiM）的受训人员进入NPM的人数减少。对新生儿学培训项目主任组织（ONTPD）的年度调查进行了分析，以评估2021年至2023年期间URiM的招募趋势。令人担忧的是，申请NPM奖学金项目的URiM候选人数量仍然很低，这凸显了需要对路径规划进行投资，并加强招募策略，以使NPM的劳动力队伍多样化。包括促进对儿科学科的早期兴趣、尽量减少经济阻碍、收集丰富的URiM受训人员和劳动力数据，以及营造包容、多元的教育环境在内的多方面方法，对于增加URiM在NPM中的代表性，并最终改善新生儿的健康结局至关重要。
