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，缺乏性别和种族/民族 生物医学劳动力的多样性是一个非常令人严重关切的问题。多样化的生物医学劳动力 提供许多好处，包括研究团队具有更强的解决复杂问题的能力、更高的 高质量的研究，以及代表不足的少数群体更多地参与临床试验。尽管如此 福利、黑人、西班牙裔和美国原住民医学博士加起来只占所有NIH的4.5% 2012年的研究项目获奖者中，女性仅占22%。为了解决这一差距， 代表，NIH的医生-科学家劳动力工作组(PSW-WG)建议 美国国立卫生研究院加紧努力，增加生物医学研究队伍的多样性。 为了促进本科生医学教育的多样性，医学联络委员会 教育(LCME)在2009年引入了两个多样性认证标准，要求所有MD-学位 项目必须有政策和实践，以实现学生之间的适当多样性。 在这项提案的初步工作中，我们小组展示了全国范围内的 引入LCME多样性后参加MD-PhD项目的女性和URM 认证标准。然而，人们对MD-PhD项目采取的行动知之甚少 提高女性和城市卫生管理入学学生的比例。 为了解决这一重要的知识鸿沟，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化招聘实践展示了 引入LCME多样性后，妇女和URM入学人数比例最高 认证标准。这项研究的具体目的是：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/民族多样性的方案 标准执行，2)通过深入的定性研究，确定多样性招聘的最佳做法 MD-PhD项目的采访展示了最伟大和最少的性别和种族/民族入学 采用正偏差方法实施LCME多样性标准后的多样性，3) 评估AIM 2中确定的最佳做法与医学博士学位、性别和种族/民族之间的联系 通过对所有医学博士项目的全国调查，实现招生多样性。这项研究的最终结果 将是一个基于证据的战略工具包，以增加生物医学劳动力的多样性，为 传播和实施。

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.