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

美国国立卫生研究院和美国国会指出， 生物医学劳动力的多样性是一个非常严重的问题。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， 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的MD-PhD加起来仅占所有NIH的4.5% 2012年获得研究项目赠款的人中，妇女仅占22%。为了解决这一差距， 美国国立卫生研究院的医生-科学家工作组（PSW-WG）建议， 国家卫生研究院加强努力，增加生物医学研究人员的多样性。 为了促进本科医学教育的多样性，医学联络委员会 教育（LCME）在2009年推出了两个多样性认证标准，要求所有MD学位 方案必须有政策和做法，以实现学生之间的适当多样性。 在这项建议的初步工作中，我们小组已经表明， 在引入LCME多样性后，女性和URM录取到MD-PhD课程 认证标准。然而，很少有人知道MD-PhD项目采取的行动， 提高妇女和城市资源管理大学录取学生的比例。 为了解决这一重要的知识差距，我们建议进行混合方法研究，以确定 MD-PhD项目的组织特征和多样性招聘实践表明， 在引入LCME多样性后，女性和URM学生的比例最大 认证标准。本研究的具体目的是：1）评估MD-PhD之间的差异 LCME多样性认证后，关于入学性别和种族/民族多样性的计划 标准的实施，2）通过进行深入的定性研究， 在MD-PhD课程的面试中，展示了最大和最小的性别和种族/民族录取率 LCME多样性标准实施后的多样性使用积极的偏差方法，3） 评估目标2中确定的最佳实践与MD-PhD性别和种族/族裔之间的关联 通过对所有MD-PhD项目的全国调查，研究了大学生的多样性。研究的最终产品 将是一个工具包的证据为基础的战略，以增加多样性的生物医学劳动力准备 传播和执行。

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.