Challenges in Recruiting, Retaining and Promoting Racially and Ethnically Diverse Faculty
Challenges in Recruiting, Retaining and Promoting Racially and Ethnically Diverse Faculty
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DOI：
10.1016/j.jnma.2017.02.001
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发表时间：
2018-02-01
影响因子：
3.3
通讯作者：
Carr, Phyllis L.
中科院分区：
文献类型：
--
作者：
Kaplan, Samantha E.;Gunn, Christine M.;Carr, Phyllis L.
背景资料：尽管个人和机构都意识到在保留、晋升和领导学术医学中种族和族裔代表性不足的少数群体教师方面的不公平，但这类教师的数量仍然低得令人无法接受。作者探讨了在学术医疗中心的领导者样本中，招聘、留住和晋升代表性不足的教师所面临的挑战。2011年至2012年，对44名高级教师领导进行了半结构化访谈，主要是多元化和包容性小组（GDI）和/或医学科学妇女小组（GWIMS）的成员，在1995年全国教师调查中随机选择的24所医学院。所有机构都在美国大陆，并在公共/私人地位和地理区域之间保持平衡。访谈录音，转录，并组织到内容领域进行归纳专题分析之前。多个线人所表达的主题进行了研究的模式association.Results：代表性不足的少数民族教师的气候被描述为中性到积极的。在招聘、留住和晋升代表性不足的教师方面，确定了三个一致的主题：1）继续缺乏足够数量的少数族裔教师; 2）需要协调方案努力和资源，以解决留住和晋升问题; 3）需要一名高级领导人。尽管总的来说气氛是积极的，但缺乏足够的人数仍然是征聘在种族和族裔方面代表性不足的医学教员的一个障碍。致力于保留和促进少数民族教师和机构领导力的计划和资源对建立多元化的教师队伍至关重要。
Background: Despite individual and institutional awareness of the inequity in retention, promotion and leadership of racially and ethnically underrepresented minority faculty in academic medicine, the number of such faculty remains unacceptably low. The authors explored challenges to the recruitment, retention and promotion of underrepresented faculty among a sample of leaders at academic medical centers.Methods: Semi-structured interviews were conducted from 2011 to 2012 with 44 senior faculty leaders, predominantly members of the Group on Diversity and Inclusion (GDI) and/or the Group on Women in Medical Sciences (GWIMS), at the 24 randomly selected medical schools of the National Faculty Survey of 1995. All institutions were in the continental United States and balanced across public/private status and geographic region. Interviews were audio-taped, transcribed, and organized into content areas before conducting inductive thematic analysis. Themes expressed by multiple informants were studied for patterns of association.Results: The climate for underrepresented minority faculty was described as neutral to positive. Three consistent themes were identified regarding the challenges to recruitment, retention and promotion of underrepresented faculty: 1) the continued lack of a critical mass of minority faculty; 2) the need for coordinated programmatic efforts and resources necessary to address retention and promotion; and 3) the need for a senior leader champion.Conclusion: Despite a generally positive climate, the lack of a critical mass remains a barrier to recruitment of racially and ethnically underrepresented faculty in medicine. Programs and resources committed to retention and promotion of minority faculty and institutional leadership are critical to building a diverse faculty.