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

• 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
• 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; 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

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列举了缺乏性别和种族/种族 生物医学劳动力的多样性是非常关注的根源。多元化的生物医学劳动力 提供许多好处，包括具有更大能力解决复杂问题的研究团队，更高 质量研究，并更多地参与代表性不足的少数民族的临床试验。尽管如此 福利，黑色，西班牙裔和美国原住民MD-PHD的总和仅占NIH的4.5％ 研究项目赠款获奖者在2012年，妇女仅占22％。解决这个差异 代表性，NIH的医师科学家劳动力工作组（PSW-WG）建议这样做 NIH加强了为增加生物医学研究人员多样性的努力。 为了加强本科医学教育的多样性，联络员医学委员会 教育（LCME）在2009年提出了两种多样性认证标准，要求所有MD学位 计划必须制定政策和实践，以实现学生的适当多样性。 在该提案的初步工作中，我们的小组表明了国家的增长比例 引入LCME多样性之后 认证标准。尽管如此，关于MD-PHD计划采取的行动知之甚少 增加女性和URM母亲的百分比。 为了解决这个重要的知识差距，我们建议进行一项混合方法研究以确定 MD-PHD计划的组织特征和多样性招聘实践证明了 引入LCME多样性之后，妇女和URM母亲的比例最大 认证标准。该研究的具体目的是：1）评估MD-PHD之间的变化 LCME多样性认证之后的入学性别和种族/种族多样性的计划 标准实施，2）通过进行深入定性来确定多样性招聘的最佳实践 MD-PHD计划的访谈，展示了最大，最少的性别和种族/种族入学 LCME多样性标准在使用积极偏差方法实施后的多样性，3） 评估AIM 2与MD-PHD性别中确定的最佳实践与种族/种族之间的关联 通过对所有MD-PHD计划进行全国性调查的入学多样性。研究的最终产品 将是基于证据的策略的工具包，以增加生物医学劳动力的多样性 传播和实施。