The Influence of Gender and Underrepresented Minority Status on Medical Student Ranking of Residency Programs
The Influence of Gender and Underrepresented Minority Status on Medical Student Ranking of Residency Programs
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DOI：
10.1016/j.jnma.2019.09.002
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发表时间：
2019-12-01
影响因子：
3.3
通讯作者：
Higginbotham, Eve J.
中科院分区：
文献类型：
--
作者：
Agawu, Atu;Fahl, Corrinne;Higginbotham, Eve J.
背景：医生的多样性与不同患者人群的护理质量提高有关。从医学院到住院医师的过渡是一个改善和增加所有专业劳动力多样性的机会。然而，有有限的出版文献的因素，有助于对妇女和代表性不足的少数民族（URM.Objective）的住院医师项目的排名因素：描述因素医学生用来排名住院医师项目，并描述任何基于种族/民族或性别的差异。一项混合方法研究，包括基于网络的调查和国家居民匹配计划（NRMP）的半结构化访谈毕业生在两年的时间里。该调查评估了人口统计学和6点李克特量表评级的各种因素，用于排名居住计划。使用非配对学生t检验比较平均值。一个子集的学生进行了采访和修改后的扎根理论的方法确定决策的主题，以及性别和URM的地位的作用。结果：发出的邀请，共316，148完成了调查（46.8%的响应率），其中21%的受访者自我认定为URM。大多数受访者于2014年毕业（53%），并且是男性（51%）。参与者将节目氛围、声誉、位置和与家人的接近程度排在最高位。URM学生对患者人群（p < 0.01）、重访机会（p = 0.04）、性别多样性（p < 0.01）和种族多样性（p < 0.01）的排名显著高于非URM学生。女生在患病人数和性别多样性方面的排名均显著高于男生（p < 0.01）。定性研究结果显示，URM和非URM的患者人群，重访机会，性别多样性和种族diversity.Conclusions的看法的差异：虽然所有的学生优先务实的因素，妇女和URM的学生评估和权衡有关的文化，包容性和多样性比其他更多的其他因素。通过定制招聘策略以满足妇女和URM的期望，居住计划可以更好地实现更加多样化和包容性的目标。
Background: Physician diversity is linked to improved quality of care of diverse patient populations. The transition from medical school to residency is an opportunity to improve and increase workforce diversity in all specialties. However, there is limited published literature on the factors contributing to the ranking of residency programs on women and underrepresented minorities (URMs).Objective: To characterize factors medical students used to rank residency programs and describe any differences based on race/ethnicity or gender.Methods: A mixed-methods study consisting of a web-based survey and semistructured interviews with National Resident Matching Program (NRMP) participating graduates over a two-year period. The survey assessed demographics and a 6-point Likert scale rating of various factors used to rank residency programs. Unpaired student t-tests were used to compare means. A subset of students was interviewed and a modified grounded theory approach identified decision-making themes as well as the role of gender and URM status.Results: Out of a total of 316 invitations sent, 148 completed the survey (46.8% response rate), of which 21% of respondents self-identified as URMs. The majority of respondents graduated in 2014 (53%), and were male (51%). Participants ranked program atmosphere, reputation, location, and proximity to family the highest. URM students ranked patient population (p < 0.01), revisit opportunities (p = 0.04), gender diversity (p < 0.01), and ethnic diversity (p < 0.01) significantly higher than non-URM students. Female students ranked patient population (p < 0.01) and gender diversity (p < 0.01) significantly higher than males. Qualitative findings revealed differences in perceptions by URMs and non-URMs of patient population, revisit opportunities, gender diversity, and ethnic diversity.Conclusions: While all students prioritized pragmatic factors, women and URM students assess and weigh additional factors related to culture, inclusion, and diversity more than others. By tailoring recruitment strategies to meet the expectations of women and URMs, residency programs can better meet goals in becoming more diverse and inclusive.