Mentoring Underrepresented Minority Physician-Scientists to Success
Mentoring Underrepresented Minority Physician-Scientists to Success
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DOI：
10.1097/acm.0000000000004402
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发表时间：
2022-04-01
影响因子：
7.4
通讯作者：
Ravenell, Joseph E.
中科院分区：
文献类型：
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作者：
Kalet, Adina;Libby, Anne M.;Ravenell, Joseph E.
随着国家寻求招募和留住医生科学家，在理解和解决来自代表性不足的少数民族（URM）背景的教师的成功所面临的可缓解挑战方面仍然存在差距。多丽丝杜克慈善基金会基金会保留临床科学家计划，于2015年在美国的10个学术医疗中心实施，旨在留住医生科学家在离开科学的风险，因为特殊的家庭生活需要的时期，URM教师的困难，特别是那些谁确定为女性更有可能经历。在2018年的年度基金会保留临床科学家项目主任会议上，项目主任-其中21%的人确定为URM个人，13%为男性-解决了特别影响URM医生科学家的问题。通过重点文献综述确定了威胁URM医生科学家保留的关键问题;机构环境扫描;以及与项目主管，工作人员和参与者的结构化小型和大型小组讨论。这些问题包括偏见和歧视、个人财富差别、少数族裔税（即，这些因素包括：对在委员会和会议上代表城市资源管理组织观点的城市资源管理组织教员施加的服务负担、缺乏导师培训、交叉性和孤立性、对确认陈规定型观念的担忧，以及机构层面的因素。作者提出了如何创造一个环境的建议，在这个环境中，URM的医生-科学家可以期望公平的机会蓬勃发展，因为机构表现出积极的联盟关系，并消除成功的结构性障碍。建议包括提供普遍的培训，以减少人际偏见和歧视，通过财务咨询和福利解决个人财富差距的后果，衡量服务教师提供给机构作为URM教师问题的倡导者，并适当补偿他们，支持URM教师谁希望从事国家领导计划，以及持续的机构政策，以解决结构性和人际障碍，以包容性的卓越。
As the nation seeks to recruit and retain physician-scientists, gaps remain in understanding and addressing mitigatable challenges to the success of faculty from underrepresented minority (URM) backgrounds. The Doris Duke Charitable Foundation Fund to Retain Clinical Scientists program, implemented in 2015 at 10 academic medical centers in the United States, seeks to retain physician-scientists at risk of leaving science because of periods of extraordinary family caregiving needs, hardships that URM faculty-especially those who identify as female-are more likely to experience. At the annual Fund to Retain Clinical Scientists program directors conference in 2018, program directors-21% of whom identify as URM individuals and 13% as male-addressed issues that affect URM physician-scientists in particular. Key issues that threaten the retention of URM physician-scientists were identified through focused literature reviews; institutional environmental scans; and structured small- and large-group discussions with program directors, staff, and participants. These issues include bias and discrimination, personal wealth differential, the minority tax (i.e., service burdens placed on URM faculty who represent URM perspectives on committees and at conferences), lack of mentorship training, intersectionality and isolation, concerns about confirming stereotypes, and institutional-level factors. The authors present recommendations for how to create an environment in which URM physician-scientists can expect equitable opportunities to thrive, as institutions demonstrate proactive allyship and remove structural barriers to success. Recommendations include providing universal training to reduce interpersonal bias and discrimination, addressing the consequences of the personal wealth gap through financial counseling and benefits, measuring the service faculty members provide to the institution as advocates for URM faculty issues and compensating them appropriately, supporting URM faculty who wish to engage in national leadership programs, and sustaining institutional policies that address structural and interpersonal barriers to inclusive excellence.