Improving the Diversity Climate in Academic Medicine: Faculty Perceptions as a Catalyst for Institutional Change
Improving the Diversity Climate in Academic Medicine: Faculty Perceptions as a Catalyst for Institutional Change
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DOI：
10.1097/acm.0b013e3181900f29
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发表时间：
2009-01-01
影响因子：
7.4
通讯作者：
Cooper, Lisa A.
中科院分区：
文献类型：
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作者：
Price, Eboni G.;Powe, Neil R.;Cooper, Lisa A.
目的评估代表性不足的少数族裔 (URM) 和多数教职医生对机构多样性氛围的看法，并确定潜在的改进策略。方法作者对 2004 年 6 月 1 日至 2005 年 9 月 30 日约翰霍普金斯大学医学院的终身教授医师进行了一项横断面调查；他们测量了教师对系/部门运营活动、专业满意度、职业网络、指导和留在学术界的意愿的偏见的看法，并使用多元逻辑回归检查了种族/族裔与教师看法之间的关联。结果在 703 名符合条件的教师中，352 名 (50.1%) 返回了调查。不到三分之一的受访者表示在部门/部门的活动中存在偏见；然而，与大多数教师相比，URM 教师不太可能相信教师招聘是公正的（21.1% 与 50.6%，P = .006）。少数受访者对机构对专业发展的支持感到满意。 URM 教员对种族/族裔多样性的满意度几乎是大多数教员的四倍（12% 比 47.1%，P = .001），而相信网络中包含少数族裔的可能性则低三倍（9.3% 比 32.6%，P = .014）。指导质量不存在种族/民族差异。超过 80% 的受访者认为五年后他们将从事学术医学工作。然而，URM 教职员工报告五年后将在当前机构工作的可能性较小（42.6% 与 70.5%，P = .004）。结论 大多数医师教职员工对该机构的多样性氛围的看法较差，而 URM 教职员工的情况更糟，这突显了需要更透明和对多样性敏感的招聘、晋升和网络政策/实践。医学科学院。 2009年； 84:95-105。
PurposeTo assess perceptions of underrepresented minority (URM) and majority faculty physicians regarding an institution's diversity climate, and to identify potential improvement strategies.MethodThe authors conducted a cross-sectional survey of tenure-track physicians at the Johns Hopkins University School of Medicine from June 1, 2004 to September 30, 2005; they measured faculty perceptions of bias in department/division operational activities, professional satisfaction, career networking, mentorship, and intentions to stay in academia, and they examined associations between race/ethnicity and faculty perceptions using multivariate logistic regression.ResultsAmong 703 eligible faculty, 352 (50.1%) returned surveys. Fewer than one third of respondents reported experiences of bias in department/division activities; however, URM faculty were less likely than majority faculty to believe faculty recruitment is unbiased (21.1% versus 50.6%, P = .006) A minority of respondents were satisfied with institutional support for professional development. URM faculty were nearly four times less likely than majority faculty to report satisfaction with racial/ethnic diversity (12% versus 47.1%, P = .001) and three times less likely to believe networking included minorities (9.3% versus 32.6%, P = .014). There were no racial/ethnic differences in the quality of mentorship. More than 80% of respondents believed they would be in academic medicine in five years. However, URM faculty were less likely to report they would be at their current institution in five years (42.6% versus 70.5%, P = .004).ConclusionsPerceptions of the institution's diversity climate were poor for most physician faculty and were worse for URM faculty, highlighting the need for more transparent and diversity-sensitive recruitment, promotion, and networking policies/practices. Acad Med. 2009; 84:95-105.