Addressing the Urgent Need for Racial Diversification in Emergency Medicine

Arno, Kimbia; Davenport, Dayle; Shah, Meeta; Heinrich, Scott A.; Gottlieb, Michael

doi:10.1016/j.annemergmed.2020.06.040

Cited by 9 publications

(22 citation statements)

References 67 publications

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“…[27][28][29] Institutional and departmental dashboards should include diversity and equity goals to monitor performance. 1,30,31 Incentive bonuses, academic promotion, and eligibility to leadership positions for all faculty could be tied to participation in diversity and inclusion activities and performance metrics on diversity outcomes. 32 The Medical University of South Carolina developed an assessment tool for each department that included quantitative and qualitative variables (eg, UIM individuals recruited, grand rounds/seminars on diversity, UIM speakers, activities related to healthcare disparities and social determinants of health, and implementation of cultural competency training).…”

Section: Create Diverse Recruitment Committeesmentioning

confidence: 99%

“…Educational value units or equivalent credit should also be created to recognize and reward diversity work via non-clinical time, career advancement, and financial compensation. 31 While diversity has been lauded as a means to decrease healthcare disparities and provide a pool of physicians to care for underserved patients, UIMs should not be selectively steered or expected to care for underserved populations. The medical workforce as a whole should share responsibility for meeting the healthcare needs of the underserved.…”

Section: Retention Strategies Establish a Culture Of Inclusivitymentioning

confidence: 99%

“…40 Programs should have formal didactics on teaching, manuscript writing, preparation of grant applications, leadership, and training in additional areas critical for research (eg, biostatistics). 31,35 Guidance on negotiation, grants management, mentoring, and work-life balance is also beneficial.…”

Section: Leadership and Academic Advancementmentioning

confidence: 99%

“… 27 – 29 Institutional and departmental dashboards should include diversity and equity goals to monitor performance. 1 , 30 , 31 …”

Section: Recruitment Strategiesmentioning

confidence: 99%

See 3 more Smart Citations

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Davenport

Alvarez

Natesan

et al. 2022

WestJEM

Self Cite

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Improving the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine is a priority at many academic institutions to ensure excellence in patient care, research, and health equity. Here we provide a critical review of the literature and offer evidence-based guidelines for faculty recruitment, retention, and representation in leadership. Recommendations for recruitment include targeted recruitment to expand the candidate pool with diverse candidates, holistic review of applications, and incentivizing stakeholders for success with diversity efforts. Retention efforts should establish a culture of inclusivity, promote faculty develop-ment, and evaluate for biases in the promotion and tenure process. We believe this guide will be valuable for all leaders and faculty members seeking to advance diversity, equity, and inclusion in their institutions.

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Section: Create Diverse Recruitment Committeesmentioning

confidence: 99%

Section: Retention Strategies Establish a Culture Of Inclusivitymentioning

confidence: 99%

Section: Leadership and Academic Advancementmentioning

confidence: 99%

“… 27 – 29 Institutional and departmental dashboards should include diversity and equity goals to monitor performance. 1 , 30 , 31 …”

Section: Recruitment Strategiesmentioning

confidence: 99%

See 2 more Smart Citations

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Davenport

Alvarez

Natesan

et al. 2022

WestJEM

Self Cite

View full text Add to dashboard Cite

show abstract

“…A racially diverse EP complement is directly related to better care for BIPOC patients [ 22 ]. BIPOC lived experience is a valuable source of knowledge clinically and in medical education.…”

Section: Recommendationsmentioning

confidence: 99%

CAEP 2021 Academic Symposium: recommendations for addressing racism and colonialism in emergency medicine

et al. 2022

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Purpose Racism and colonialism impact health, physician advancement, professional development and medical education in Canada. The Canadian Association of Emergency Physicians (CAEP) has committed to addressing inequities in health in their recent statement on racism. The objective of this project was to develop recommendations for addressing racism and colonialism in emergency medicine. Methods The authors, in collaboration with a 40 member working group, conducted a literature search, held a community consultation, solicited input from expert medical, academic and community advisors, conducted a national survey of emergency physicians, and presented draft recommendations at the 2021 CAEP Academic Symposium on Equity, Diversity and Inclusion for a live facilitated discussion with a post-session survey. Results Sixteen recommendations were generated in the areas of patient care, hospital and departmental commitment to Equity, Diversity, and Inclusion, physician advancement, and professional development and medical education. Conclusion Emergency physicians are uniquely positioned to promote equity at each encounter with patients, peers and learners. The 16 recommendations presented here are practical steps to countering racism and colonialism everyday in emergency medicine. Supplementary Information The online version contains supplementary material available at 10.1007/s43678-021-00244-2.

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Promotion and tenure letters: A guide for faculty

Gottlieb

Chan

Yarris

et al. 2022

AEM Education and Training

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Promotion and tenure (P&T) letters are a key component of academic career advancement. These letters serve as a critical part of the P&T application packet and speak to the candidate's qualifications based on the letter writer's personal experience (i.e., letter of endorsement) or an objective "arm's length" review of the applicant's materials and reputation (i.e., letter of evaluation). It is common for academicians to write multiple P&T letters on behalf of others each year. Writing a letter for promotion takes time, effort, and preparation. While writing letters for promotion offers little recognition, it is an important function for advancement of faculty. This is especially critical for promotion to the rank of professor, because there may be fewer faculty at this rank available to write letters. 1 While many have experience in writing letters of recommendation for students or trainees, the P&T letter has unique characteristics. Many faculty may not have received specific training or garnered sufficient experience in writing P&T letters before being invited to write one, and feedback is rare. There is a need for guidance for faculty who are called upon to engage with the academic community by reviewing and assessing dossiers for P&T purposes.

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Addressing the Urgent Need for Racial Diversification in Emergency Medicine

Cited by 9 publications

References 67 publications

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

CAEP 2021 Academic Symposium: recommendations for addressing racism and colonialism in emergency medicine

Promotion and tenure letters: A guide for faculty

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