How to Build an Antiracist Cardiovascular Culture, Community, and Profession

Williams, Nina; Sulistio, Melanie S.; Winchester, David E.; Chen, Christine; Toft, Lorrel E.B.

doi:10.1016/j.jacc.2020.11.073

Cited by 4 publications

(2 citation statements)

References 8 publications

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“…Efforts to enhance retention of URM physicians will need to tackle implicit and explicit discrimination, professional isolation, lack of mentorship and sponsorship, and the “minority tax” that URM physicians face. 48 To this end, cardiovascular education leaders have suggested building an antiracist culture in cardiovascular fellowship training by formalizing education on systemic racism, health disparities, and social determinants of health; establishing implicit bias training and standardized mechanisms for addressing and reporting discrimination and microaggressions; actively mentoring and extending scholarly opportunities to URM physicians; ensuring shared responsibility for diversity and inclusion efforts across the program and rewarding these efforts through promotion and advancement; and seeking to understand URM personal experiences with racism and microaggressions through deliberate conversations. 48 …”

Section: Strategies To Improve and Sustain Diversity Equity Inclusion...mentioning

confidence: 99%

Diversity, Equity, Inclusion, and Belonging in Cardiovascular Disease Fellowship Training

Balinda

Reza

2022

Methodist DeBakey Cardiovascular Journal

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Diversity in the healthcare workforce enhances access to care, reduces health disparities, and improves quality of care for underserved populations. Yet there is a paucity of women and underrepresented minority physicians in cardiology training programs, and progress toward achieving a diverse cardiology workforce has been slow. Here we review the merits of diversity in health care, the current landscape of the cardiology workforce, barriers to increasing the proportion of women and underrepresented minority cardiologists, and specific strategies that have been proposed to sustain and enhance diversity in cardiology training programs.

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Section: Strategies To Improve and Sustain Diversity Equity Inclusion...mentioning

confidence: 99%

Diversity, Equity, Inclusion, and Belonging in Cardiovascular Disease Fellowship Training

Balinda

Reza

2022

Methodist DeBakey Cardiovascular Journal

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“…Healthcare equity research frequently focuses on strategies to address the impacts of structural racism on health outcomes, e.g., antiracist approaches to clinical practice. 1 – 3 Diversity and inclusion are often evaluated relative to healthcare workforces or healthcare organizational culture. 4 – 6 Literature on equitable or inclusive research practices themselves are sparse and focus on specific domains such as recruiting research participants who are representative of the patient population.…”

Section: Introductionmentioning

confidence: 99%

Operationalizing Equity, Inclusion, and Access in Research Practice at a Large Academic Institution

Britez Ferrante,

Blady,

Sheu

et al. 2024

J GEN INTERN MED

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Introduction Healthcare advances are hindered by underrepresentation in prospective research; sociodemographic, data, and measurement infidelity in retrospective research; and a paucity of guidelines surrounding equitable research practices. Objective The Joint Research Practices Working Group was created in 2021 to develop and disseminate guidelines for the conduct of inclusive and equitable research. Methods Volunteer faculty and staff from two research centers at the University of Pennsylvania initiated a multi-pronged approach to guideline development, including literature searches, center-level feedback, and mutual learning with local experts. Results We developed guidelines for (1) participant payment and incentives; (2) language interpretation and translation; (3) plain language in research communications; (4) readability of study materials; and (5) inclusive language for scientific communications. Key recommendations include (1) offer cash payments and multiple payment options to participants when required actions are completed; (2) identify top languages of your target population, map points of contact, and determine available interpretation and translation resources; (3) assess reading levels of materials and simplify language, targeting 6th- to 8th-grade reading levels; (4) improve readability through text formatting and style, symbols, and visuals; and (5) use specific, humanizing terms as adjectives rather than nouns. Conclusions Diversity, inclusion, and access are critical values for research conduct that promotes justice and equity. These values can be operationalized through organizational commitment that combines bottom-up and top-down approaches and through partnerships across organizations that promote mutual learning and synergy. While our guidelines represent best practices at one time, we recognize that practices evolve and need to be evaluated continuously for accuracy and relevance. Our intention is to bring awareness to these critical topics and form a foundation for important conversations surrounding equitable and inclusive research practices.

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Weaving Antiracism Practice and Equity Into the Fabric of Cardiovascular Fellowship

Eberly

Julien

Adusumalli

2021

Journal of the American College of Cardiology

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How to Build an Antiracist Cardiovascular Culture, Community, and Profession

Cited by 4 publications

References 8 publications

Diversity, Equity, Inclusion, and Belonging in Cardiovascular Disease Fellowship Training

Diversity, Equity, Inclusion, and Belonging in Cardiovascular Disease Fellowship Training

Operationalizing Equity, Inclusion, and Access in Research Practice at a Large Academic Institution

Weaving Antiracism Practice and Equity Into the Fabric of Cardiovascular Fellowship

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