Workforce Diversity in Eating Disorders: A Multi-Methods Study.
Workforce Diversity in Eating Disorders: A Multi-Methods Study.
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DOI：
10.1177/0193945920912396
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发表时间：
2020-12
影响因子：
1.8
通讯作者：
Wildes JE
中科院分区：
文献类型：
--
作者：
Jennings Mathis K;Anaya C;Rambur B;Bodell LP;Graham AK;Forney KJ;Anam S;Wildes JE
尽管越来越多的人认识到劳动力多样性在医疗保健中的重要性，但有限的研究探索了全球饮食障碍专业人员的多样性。这项多方法研究考察了人口统计和职业变量的多样性。参与者是从饮食失调(ED)和特定学科的专业组织招募的。参与者(N=512)的平均年龄为41.1(SD=12.5)岁；89.6(n=459)为女性，84.1%(n=419)为异性恋/异性恋，73.0%(n=365)为白人。急诊科平均工作年限为10.7年(SD=9.2)。定性分析揭示了三个主题，形成了解决增加多样性障碍的理论框架。可感知的障碍是：“污名、偏见、刻板印象、神话”、“饮食失调领域的管道”和“现有领域的同质性”。调查结果表明，国家内部和国家之间的劳动力多样性有限。理论模型表明，需要重点关注教育渠道、劳动力同质性和关于EDS的错误假设，并应对其进行测试，以评估其在EDS领域的效用。
Despite growing recognition of the importance of workforce diversity in healthcare, limited research has explored diversity among eating disorder professionals globally. This multi-methods study examined diversity across demographic and professional variables. Participants were recruited from eating disorder (ED) and discipline-specific professional organizations. Participants’ (N=512) mean age was 41.1 (SD=12.5) years; 89.6 (n=459) of participants identified as women, 84.1% (n=419) as heterosexual/straight, and 73.0% (n=365) as White. Mean years working in EDs was 10.7 (SD=9.2). Qualitative analysis revealed three themes resulting in a theoretical framework to address barriers to increasing diversity. Perceived barriers were: “stigma, bias, stereotypes, myths,” “field of eating disorders pipeline,” and “homogeneity of the existing field.” Findings suggest limited workforce diversity within and across nations. The theoretical model suggests a need for focused attention to the educational pipeline, workforce homogeneity, and false assumptions about EDs and should be tested to evaluate its utility within the EDs field.
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影响因子：
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