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Developing an Evidence-Based Toolkit to Improve Diversity in the Physician-Scientist Workforce

开发循证工具包以提高医生科学家队伍的多样性

基本信息

批准号：
10548140
负责人：
Dowin Boatright
金额：
$ 20.86万
依托单位：
NEW YORK UNIVERSITY SCHOOL OF MEDICINE
依托单位国家：
美国
项目类别：
财政年份：
2020
资助国家：
美国
起止时间：
2020-01-01 至 2024-11-30
项目状态：
已结题

来源：
https://reporter.nih.gov/project-details/10548140
关键词：
Academic Medical Centers Accreditation Address American Award Biomedical Research Black American Characteristics Clinical Clinical Trials Communities Complex Congresses Degree program Development Disparity Dissemination and Implementation Doctor of Philosophy Ethnic Origin Evidence based practice Face Failure Foundations Funding Gender Healthcare Hispanic Americans Intervention Interview Journals Knowledge Medical Medical Education Medicine Methodology Methods Minority Native Americans Peer Review Physicians Policies Qualifying Race Recommendation Reporting Research Research Project Grants Role Science Scientist Secure Societies Source Strategic Planning Students Surveys Training Underrepresented Minority United States National Institutes of Health Variant Woman Work academic standard career preparation diversity and inclusion ethnic diversity ethnic minority ethnic minority population evidence base experience graduate school health disparity health training improved innovation insight medical schools peer policy implication programs racial minority racial minority population recruit undergraduate medical education working group

项目摘要

The National Institutes of Health and the US Congress have cited the lack of gender and racial/ethnic diversity in the biomedical workforce as a source of very serious concern. A diverse biomedical workforce provides many benefits including research teams with greater ability to solve complex problems, higher quality research, and more participation in clinical trials by underrepresented minorities. Despite these benefits, Black, Hispanic, and Native American MD-PhDs combined represented just 4.5% of all NIH Research Project Grant awardees in 2012 with women comprising just 22%. To address this disparity in representation, the NIH's Physician-Scientist Workforce Working Group (PSW-WG) has recommended that the NIH intensify efforts to increase diversity in the biomedical research workforce. In an effort to bolster diversity in undergraduate medical education, the Liaison Committee on Medical Education (LCME) introduced two diversity accreditation standards in 2009 mandating that all MD-degree programs must have policies and practices to achieve appropriate diversity amongst students. In preliminary work for this proposal, our group has demonstrated national increases in the proportion of women and URM matriculants to MD-PhD programs after the introduction of the LCME diversity accreditation standards. Nevertheless, little is known about the actions taken by MD-PhD programs to increase the percentage of women and URM matriculants. To address this important knowledge gap, we propose conducting a mixed methods study to identify the organizational characteristics and diversity recruitment practices of MD-PhD programs demonstrating the greatest proportion of women and URM matriculants following the introduction of the LCME diversity accreditation standards. The specific aims of the study are to: 1) assess variation between MD-PhD programs regarding matriculant gender and racial/ethnic diversity after the LCME diversity accreditation standards implementation, 2) identify diversity recruitment best practices by conducting in-depth qualitative interviews at MD-PhD programs demonstrating the greatest and least gender and racial/ethnic matriculant diversity after the LCME diversity standards implementation using a positive deviance methodology, 3) evaluate the association between best practices identified in Aim 2 and MD-PhD gender and racial/ethnic matriculant diversity by means of a national survey of all MD-PhD programs. The study's final product would be a toolkit of evidenced based strategies to increase diversity in the biomedical workforce ready for dissemination and implementation.

美国国立卫生研究院和美国国会指出，缺乏性别和种族/民族的区分生物医学劳动力的多样性是一个令人非常严重关注的问题。多元化的生物医学劳动力提供了许多好处，包括研究团队解决复杂问题的能力更强、更高高质量的研究，以及代表性不足的少数群体更多地参与临床试验。尽管有这些黑人、西班牙裔和美洲原住民医学博士和博士合计仅占 NIH 总数的 4.5% 2012 年研究项目补助金获得者中，女性仅占 22%。为了解决这一差距 NIH 的医师科学家劳动力工作组 (PSW-WG) 建议美国国立卫生研究院加大力度增加生物医学研究队伍的多样性。为了促进本科医学教育的多样性，医学联络委员会教育 (LCME) 于 2009 年推出了两项多元化认证标准，要求所有医学博士学位项目必须有政策和实践来实现学生之间适当的多样性。在该提案的前期工作中，我们的小组已证明全国范围内的比例有所增加引入 LCME 多样性后，女性和 URM 的医学博士-博士项目录取者认可标准。然而，人们对医学博士-博士项目采取的行动知之甚少。增加女性和 URM 预科生的比例。为了解决这一重要的知识差距，我们建议进行一项混合方法研究，以确定 MD-PhD 项目的组织特征和多样性招聘实践表明引入 LCME 多样性后，女性和 URM 入学者所占比例最高认可标准。该研究的具体目的是：1）评估 MD-PhD 之间的差异 LCME 多样性认证后有关入学性别和种族/民族多样性的计划标准实施，2) 通过深入的定性研究确定多元化招聘最佳实践 MD-PhD 项目的面试显示了最大和最小的性别和种族/民族录取者使用正偏差方法实施 LCME 多样性标准后的多样性，3) 评估目标 2 中确定的最佳实践与 MD-PhD 性别和种族/民族之间的关联通过对所有医学博士项目进行全国调查来实现入学多样性。研究的最终产品将是一个基于证据的战略工具包，旨在增加生物医学劳动力的多样性，为传播和实施。

项目成果

期刊论文数量（21）

专著数量（0）

科研奖励数量（0）

会议论文数量（0）

专利数量（0）

Association of Marginalized Identities With Alpha Omega Alpha Honor Society and Gold Humanism Honor Society Membership Among Medical Students.

DOI：
10.1001/jamanetworkopen.2022.29062
发表时间：
2022-09-01
期刊：
JAMA NETWORK OPEN
影响因子：
13.8
作者：
Hill, Katherine A.;Desai, Mayur M.;Chaudhry, Sarwat, I;Nguyen, Mytien;McDade, William;Xu, Yunshan;Li, Fangyong;Fancher, Tonya;Hajduk, Alexandria M.;Westervelt, Marjorie J.;Boatright, Dowin
通讯作者：
Boatright, Dowin

Gender Disparity in National Institutes of Health Funding Among Surgeon-Scientists From 1995 to 2020.

DOI：
10.1001/jamanetworkopen.2023.3630
发表时间：
2023-03-01
期刊：
JAMA NETWORK OPEN
影响因子：
13.8
作者：
Nguyen, Mytien;Gonzalez, Luis;Chaudhry, Sarwat I.;Ahuja, Nita;Pomahac, Bohdan;Newman, Ashley;Cannon, Ashley;Zarebski, Shenika A.;Dardik, Alan;Boatright, Dowin
通讯作者：
Boatright, Dowin

NIH Diversity Supplement Awards by Year and Administering Institute.

DOI：
10.1001/jama.2021.19360
发表时间：
2021-12-21
期刊：
JAMA
影响因子：
0
作者：
Hill KA;Desai MM;Chaudhry SI;Nguyen M;Boatright D
通讯作者：
Boatright D

Rates of National Institutes of Health Funding for Surgeon-Scientists, 1995-2020.

美国国立卫生研究院对外科医生科学家的资助率，1995-2020 年。

DOI：
10.1001/jamasurg.2023.1571
发表时间：
2023
期刊：
JAMA surgery
影响因子：
16.9
作者：
Nguyen,Mytien;Gonzalez,Luis;Newman,Ashley;Cannon,Ashley;Zarebski,ShenikaA;Chaudhry,SarwatI;Pomahac,Bohdan;Boatright,Dowin;Dardik,Alan
通讯作者：
Dardik,Alan

Transition From Mentored to Independent NIH Funding by Gender and Department.

从指导到独立 NIH 资助的转变（按性别和部门划分）。

DOI：
10.1001/jama.2023.7693
发表时间：
2023
期刊：
JAMA
影响因子：
0
作者：
Nguyen,Mytien;Panyadahundi,Aanya;Olagun-Samuel,Christine;Chaudhry,SarwatI;Desai,MayurM;Dardik,Alan;Boatright,Dowin
通讯作者：
Boatright,Dowin