Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future
dc.contributor.author | Boatright, Dowin | |
dc.contributor.author | Branzetti, Jeremy | |
dc.contributor.author | Duong, David | |
dc.contributor.author | Hicks, Marquita | |
dc.contributor.author | Moll, Joel | |
dc.contributor.author | Perry, Marcia | |
dc.contributor.author | Pierce, Ava | |
dc.contributor.author | Samuels, Elizabeth | |
dc.contributor.author | Smith, Teresa | |
dc.contributor.author | Angerhofer, Christy | |
dc.contributor.author | Heron, Sheryl | |
dc.date.accessioned | 2019-01-15T20:32:35Z | |
dc.date.available | 2020-02-03T20:18:24Z | en |
dc.date.issued | 2018-12 | |
dc.identifier.citation | Boatright, Dowin; Branzetti, Jeremy; Duong, David; Hicks, Marquita; Moll, Joel; Perry, Marcia; Pierce, Ava; Samuels, Elizabeth; Smith, Teresa; Angerhofer, Christy; Heron, Sheryl (2018). "Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future." AEM Education and Training 2: S31-S39. | |
dc.identifier.issn | 2472-5390 | |
dc.identifier.issn | 2472-5390 | |
dc.identifier.uri | https://hdl.handle.net/2027.42/147225 | |
dc.description.abstract | Although the U.S. population continues to become more diverse, black, Hispanic, and Native American doctors remain underrepresented in emergency medicine (EM). The benefits of a diverse medical workforce have been well described, but the percentage of EM residents from underrepresented groups is small and has not significantly increased over the past 20 years. A group of experts in the field of diversity and inclusion convened a work group during the Council of Emergency Medicine Residency Program Directors (CORD) and Society for Academic Emergency Medicine (SAEM) national meetings. The objective of the discussion was to develop strategies to help EM residency programs examine and improve racial and ethnic diversity in their institutions. Specific recommendations included strategies to recruit racially and ethnically diverse residency candidates and strategies to mentor, develop, retain, and promote minority faculty. | |
dc.publisher | Wiley Periodicals, Inc. | |
dc.publisher | The National Academies Press | |
dc.title | Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future | |
dc.type | Article | en_US |
dc.rights.robots | IndexNoFollow | |
dc.subject.hlbsecondlevel | Emergency Medicine | |
dc.subject.hlbtoplevel | Health Sciences | |
dc.description.peerreviewed | Peer Reviewed | |
dc.description.bitstreamurl | https://deepblue.lib.umich.edu/bitstream/2027.42/147225/1/aet210204.pdf | |
dc.description.bitstreamurl | https://deepblue.lib.umich.edu/bitstream/2027.42/147225/2/aet210204_am.pdf | |
dc.identifier.doi | 10.1002/aet2.10204 | |
dc.identifier.source | AEM Education and Training | |
dc.identifier.citedreference | Daley S, Wingard DL, Reznik V. Improving the retention of underrepresented minority faculty in academic medicine. J Natl Med Assoc 2006; 98: 1435 – 40. | |
dc.identifier.citedreference | Smith SG, Nsiah‐Kumi PA, Jones PR, Pamies RJ. Pipeline programs in the health professions, part 1: preserving diversity and reducing health disparities. J Natl Med Assoc 2009; 101: 836 – 40, 845–51. | |
dc.identifier.citedreference | Smith SG, Nsiah‐Kumi PA, Jones PR, Pamies RJ. Pipeline programs in the health professions, part 2: the impact of recent legal challenges to affirmative action. J Natl Med Assoc 2009; 101: 852 – 63. | |
dc.identifier.citedreference | LCME Consensus Statement Related To Satisfaction With Element 3.3, Diversity/Pipeline Programs and Partnerships. https://elpaso.ttuhsc.edu/som/curriculum/accreditation/_documents/7_lcme-consensus-statement-with-intro-element3-3.pdf. Accessed Nov 11, 2018. | |
dc.identifier.citedreference | Fritz CD, Press VG, Nabers D, Levinson D, Humphrey H, Vela MB. SEALS: an innovative pipeline program targeting obstacles to diversity in the physician workforce. J Racial Ethn Health Disparities 2016; 3: 225 – 32. | |
dc.identifier.citedreference | Kaplan SE, Gunn CM, Kulukulualani AK, Raj A, Freund KM, Carr PL. Challenges in recruiting, retaining and promoting racially and ethnically diverse faculty. J Natl Med Assoc 2018; 110: 58 – 64. | |
dc.identifier.citedreference | Whittaker JA, Montgomery BL, Martinez Acosta VG. Retention of underrepresented minority faculty: strategic snitiatives for institutional value proposition based on perspectives from a range of academic institutions. J Undergrad Neurosci Educ 2015; 13: A136 – 45. | |
dc.identifier.citedreference | Page KR, Castillo‐Page L, Wright SM. Faculty diversity programs in U.S. medical schools and characteristics associated with higher faculty diversity. Acad Med 2011; 86: 1221 – 8. | |
dc.identifier.citedreference | Sorcinelli MD, Yun J. From mentor to mentoring networks: Mentoring in the new academy. Change 2007; 39: 58 – 61. | |
dc.identifier.citedreference | Beech BM, Calles‐Escandon J, Hairston KG, Langdon SE, Latham‐Sadler BA, Bell RA. Mentoring programs for underrepresented minority faculty in academic medical centers: a systematic review of the literature. Acad Med 2013; 88: 541 – 9. | |
dc.identifier.citedreference | Guevara JP, Adanga E, Avakame E, Carthon MB. Minority faculty development programs and underrepresented minority faculty representation at US medical schools. JAMA 2013; 310: 2297 – 304. | |
dc.identifier.citedreference | Nunez‐Smith M, Ciarleglio MM, Sandoval‐Schaefer T, et al. Institutional variation in the promotion of racial/ethnic minority faculty at US medical schools. Am J Public Health 2012; 102: 852 – 8. | |
dc.identifier.citedreference | Table 3: US Medical School Faculty by Rank and Race/Ethnicity, 2017. Washington, DC: Association of American Medical Colleges, 2018. | |
dc.identifier.citedreference | Rodriguez JE, Campbell KM, Mouratidis RW. Where are the rest of us? Improving representation of minority faculty in academic medicine. South Med J 2014; 107: 739 – 44. | |
dc.identifier.citedreference | Nunez‐Smith M, Curry LA, Bigby J, Berg D, Krumholz HM, Bradley EH. Impact of race on the professional lives of physicians of African descent. Ann Intern Med 2007; 146: 45 – 51. | |
dc.identifier.citedreference | Nunez‐Smith M, Pilgrim N, Wynia M, et al. Health care workplace discrimination and physician turnover. J Natl Med Assoc 2009; 101: 1274 – 82. | |
dc.identifier.citedreference | Flaherty C. Yale Gives Update on $50M Faculty Diversity Initiative. 2017; Available at: https://www.insidehighered.com/quicktakes/2017/10/13/yale-gives-update-50m-faculty-diversity-initiative. Accessed February 15, 2018. | |
dc.identifier.citedreference | Eversley M. Columbia Makes $100 Million Investment in Diversity. 2017. Available at: http://diverseeducation.com/article/105976/. Accessed February 15, 2018. | |
dc.identifier.citedreference | Friedersdorf C. Brown University’s $100 Million Inclusivity Plan. 2015. Available at: https://www.theatlantic.com/politics/archive/2015/11/brown-universitys-100-million-plan-to-be-more-inclusive/416886/. Accessed February 15, 2018. | |
dc.identifier.citedreference | Nivet M. Commentary: diversity 3.0: a necessary systems upgrade. Acad Med 2011; 86: 1487 – 9. | |
dc.identifier.citedreference | Sue DW, Capodilupo CM, Torino GC, et al. Racial microaggressions in everyday life: implications for clinical practice. Am Psychol 2007; 62: 271 – 86. | |
dc.identifier.citedreference | Osseo‐Asare A, Balasuriya L, Huot SJ, et al. Minority resident physicians’ views on the role of race/ethnicity in their training experiences in the workplace. JAMA Netw Open 2018; 1: e182723. | |
dc.identifier.citedreference | Blume AW, Lovato LV, Thyken BN, Denny N. The relationship of microaggressions with alcohol use and anxiety among ethnic minority college students in a historically white institution. Cultur Divers Ethnic Minor Psychol 2012; 18: 45 – 54. | |
dc.identifier.citedreference | O’Keefe VM, Wingate LR, Cole AB, Hollingsworth DW, Tucker RP. Seemingly harmless racial communications are not so harmless: racial microaggressions lead to suicidal ideation by way of depression symptoms. Suicide Life Threat Behav 2015; 45: 567 – 76. | |
dc.identifier.citedreference | Sue DW. Race talk: the psychology of racial dialogues. Am Psychol 2013; 68: 663 – 72. | |
dc.identifier.citedreference | Acosta D, Ackerman‐Barger K. Breaking the silence: time to talk about race and racism. Acad Med 2017; 92: 285 – 8. | |
dc.identifier.citedreference | Institute of Medicine. Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care. Washington, DC: The National Academies Press, 2003. | |
dc.identifier.citedreference | Betancourt JR, Maina AW. The Institute of Medicine report “Unequal Treatment”: implications for academic health centers. Mt Sinai J Med 2004; 71: 314 – 21. | |
dc.identifier.citedreference | Groman R, Ginsburg J; American College of Physicians. Racial and ethnic disparities in health care: a position paper of the American College of Physicians. Ann Intern Med 2004; 141: 226 – 32. | |
dc.identifier.citedreference | Komaromy M, Grumbach K, Drake M, et al. The role of black and Hispanic physicians in providing health care for underserved populations. N Engl J Med 1996; 334: 1305 – 10. | |
dc.identifier.citedreference | Keith SN, Bell RM, Swanson AG, Williams AP. Effects of affirmative action in medical schools. A study of the class of 1975. N Engl J Med 1985; 313: 1519 – 25. | |
dc.identifier.citedreference | Marrast LM, Zallman L, Woolhandler S, Bor DH, McCormick D. Minority physicians’ role in the care of underserved patients: diversifying the physician workforce may be key in addressing health disparities. JAMA Intern Med 2014; 174: 289 – 91. | |
dc.identifier.citedreference | Whitla DK, Orfield G, Silen W, Teperow C, Howard C, Reede J. Educational benefits of diversity in medical school: a survey of students. Acad Med 2003; 78: 460 – 6. | |
dc.identifier.citedreference | Deville C, Hwang WT, Burgos R, Chapman CH, Both S, Thomas CR Jr. Diversity in graduate medical education in the United States by race, ethnicity, and sex, 2012. JAMA Intern Med 2015; 175: 1706 – 8. | |
dc.identifier.citedreference | Landry AM, Stevens J, Kelly SP, Sanchez LD, Fisher J. Under‐represented minorities in emergency medicine. J Emerg Med 2013; 45: 100 – 4. | |
dc.identifier.citedreference | Nelson LS, Keim SM, Baren JM, et al. American Board of Emergency Medicine report on residency and fellowship training information (2017‐2018). Ann Emerg Med 2018; 71: 636 – 48. | |
dc.identifier.citedreference | Parker RB, Stack SJ, Schneider SM; ACEP Diversity Summit 2016 Attendees. Why diversity and inclusion are critical to the American College of Emergency Physicians’ future success. Ann Emerg Med 2017; 69: 714 – 7. | |
dc.identifier.citedreference | Boatright D, Tunson J, Caruso E, et al. The impact of the 2008 Council of Emergency Residency Directors (CORD) panel on emergency medicine resident diversity. J Emerg Med 2016; 51: 576 – 83. | |
dc.identifier.citedreference | Heron SL, Lovell EO, Wang E, Bowman SH. Promoting diversity in emergency medicine: summary recommendations from the 2008 Council of Emergency Medicine Residency Directors (CORD) Academic Assembly Diversity Workgroup. Acad Emerg Med 2009; 16: 450 – 3. | |
dc.identifier.citedreference | AAMC. Underrepresented in Medicine Definition. 2018. Available at: https://www.aamc.org/initiatives/urm/. Accessed July 5, 2018. | |
dc.identifier.citedreference | Tunson J, Boatright D, Oberfoell S, et al. Increasing eesident diversity in an emergency medicine residency program: a pilot intervention with three principal strategies. Acad Med 2016; 91: 958 – 61. | |
dc.identifier.citedreference | Conrad SS, Addams AN, Young GH. Holistic review in medical school admissions and selection: a strategic, mission‐driven response to shifting societal needs. Acad Med 2016; 91: 1472 – 4. | |
dc.identifier.citedreference | Grabowski CJ. Impact of holistic review on student interview pool diversity. Adv Health Sci Educ Theory Pract 2018; 23: 487 – 98. | |
dc.identifier.citedreference | AAMC. Holistic Review. 2018. Available at: https://www.aamc.org/initiatives/holisticreview/. Accessed July 5, 2018. | |
dc.identifier.citedreference | Boatright D, Ross D, O’Connor P, Moore E, Nunez‐Smith M. Racial disparities in medical student membership in the Alpha Omega Alpha honor society. JAMA Intern Med 2017; 177: 659 – 65. | |
dc.identifier.citedreference | Prober CG, Kolars JC, First LR, Melnick DE. A plea to reassess the role of United States Medical Licensing Examination Step 1 scores in residency selection. Acad Med 2016; 91: 12 – 5. | |
dc.identifier.citedreference | Rubright JD, Jodoin M, Barone MA. Examining demographics, prior academic performance, and United States Medical Licensing Examination scores. Acad Med 2018 Jul 17 [Epub ahead of print]. | |
dc.identifier.citedreference | Dawson B, Iwamoto CK, Ross LP, Nungester RJ, Swanson DB, Volle RL. Performance on the National Board of Medical Examiners Part I examination by men and women of different race and ethnicity. JAMA 1994; 272: 674 – 9. | |
dc.identifier.citedreference | Veloski JJ, Callahan CA, Xu G, Hojat M, Nash DB. Prediction of students’ performances on licensing examinations using age, race, sex, undergraduate GPAs, and MCAT scores. Acad Med 2000; 75 ( 10 Suppl ): S28 – 30. | |
dc.identifier.citedreference | Edmond MB, Deschenes JL, Eckler M, Wenzel RP. Racial bias in using USMLE step 1 scores to grant internal medicine residency interviews. Acad Med 2001; 76: 1253 – 6. | |
dc.identifier.citedreference | Capers Q 4th, Clinchot D, McDougle L, Greenwald AG. Implicit racial bias in medical school admissions. Acad Med 2017; 92: 365 – 9. | |
dc.owningcollname | Interdisciplinary and Peer-Reviewed |
Files in this item
Remediation of Harmful Language
The University of Michigan Library aims to describe library materials in a way that respects the people and communities who create, use, and are represented in our collections. Report harmful or offensive language in catalog records, finding aids, or elsewhere in our collections anonymously through our metadata feedback form. More information at Remediation of Harmful Language.
Accessibility
If you are unable to use this file in its current format, please select the Contact Us link and we can modify it to make it more accessible to you.