DeGaia Ayana G R, Darivemula Shilpa, Young Omar M
Department of Obstetrics & Gynecology, Harborview Medical Center, University of Washington, Seattle, Washington, USA.
Division of Obstetrics, Gynecology, and Midwifery Department of Obstetrics and Gynecology University of North Carolina at Chapel Hill, Chapel Hill, North Carolina, USA.
Health Equity. 2025 Sep 3;9(1):442-449. doi: 10.1177/24731242251374427. eCollection 2025.
The persistent disparities in the field of obstetrics and gynecology (OBGYN) have become increasingly visible in the public eye, while at the same time public discourse regarding the appropriateness and efficacy of diversity, equity and inclusion (DEI) education has become increasingly politically polarized.
While it has long been accepted that DEI training is an essential component of curricula offered in academic OBGYN departments, there remains a great deal of uncertainty regarding the best practices for developing and provisioning such training.
In this article, the authors outline lessons learned from the process of developing an evidence-based department-wide needs assessment in order to evaluate the knowledge, attitudes, and behavior of members of a large academic OBGYN department, including an evaluation of the impact of prior DEI educational programming.
Of the 113 clinicians, nurses and administrative staff, the majority desired more DEI training and endorsed significant barriers to accessing it. There were also significant opportunities for improvement of health equity knowledge and clinical practice.
Although DEI training has been lauded for addressing health inequities, the findings of this needs assessment highlight existing gaps between desired and actual outcomes. It is essential that academic departments design, implement, and evaluate DEI strategies that are inclusive of the entire medical team, offer iterative and ongoing training opportunities, provide support for minoritized groups within the department, and involve a variety of stakeholders to improve our ability to provide equitable reproductive health care for all.
妇产科领域持续存在的差异在公众眼中日益明显，与此同时，关于多元化、公平和包容（DEI）教育的适宜性和有效性的公众讨论在政治上日益两极分化。
虽然长期以来人们一直认为DEI培训是学术性妇产科部门课程的重要组成部分，但在开发和提供此类培训的最佳实践方面仍存在很大不确定性。
在本文中，作者概述了从开展基于证据的全部门需求评估过程中吸取的经验教训，以评估一个大型学术性妇产科部门成员的知识、态度和行为，包括对先前DEI教育计划影响的评估。
在113名临床医生、护士和行政人员中，大多数人希望获得更多DEI培训，并认可获取培训存在重大障碍。在改善健康公平知识和临床实践方面也有很大的改进机会。
尽管DEI培训因解决健康不平等问题而受到称赞，但这项需求评估的结果凸显了期望结果与实际结果之间的现有差距。学术部门必须设计、实施和评估包括整个医疗团队在内的DEI战略，提供迭代和持续的培训机会，为部门内的少数群体提供支持，并让各种利益相关者参与进来，以提高我们为所有人提供公平生殖健康护理的能力。
