Barriers to Advancement in Academic Medicine: the Perception Gap Between Majority Men and Other Faculty

Bateman, Lori Brand; Heider, Laura; Vickers, Selwyn M.; Anderson, William A.; Hood, Anthony C.; Jones, E.H.; Ott, Corilyn; Eady, Sequoya; Fouad, Mona N.

doi:10.1007/s11606-020-06515-5

Cited by 11 publications

(21 citation statements)

References 21 publications

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“…Effective interventions will require investment. Leadership—the majority of whom are not Black—must have an enriched understanding of the racist barriers to advancement in AM and work with intentionality to promote students, trainees, and faculty belonging to minoritized racial and ethnic groups …”

Section: Discussionmentioning

confidence: 99%

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Perspectives on Anti-Black Racism and Mitigation Strategies Among Faculty Experts at Academic Medical Centers

et al. 2022

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IMPORTANCEBlack faculty and trainees remain underrepresented in academic medicine because of systemic racism. Years of diversity and inclusion efforts have not succeeded in eliminating the unique challenges faced by Black faculty in academic medicine. OBJECTIVES To elicit expert faculty perspectives on anti-Black racism in academic medicine based on lived and/or professional experience and to solicit recommendations for an intervention for faculty to dismantle anti-Black racism within academic medical centers. DESIGN, SETTING, AND PARTICIPANTS This qualitative study included semistructured interviews with experts in understanding and dismantling anti-Black racism within academic medical centers. Participants had expertise in anti-Black racism through their lived experience as a Black faculty member and/or professional experience in diversity, equity, and inclusion efforts. Participants were recruited from academic medical centers from around the United States. Interviews were conducted through an online meeting platform, audio recorded, transcribed verbatim, and subsequently coded following an inductive qualitative description approach. Interviews were completed between October 2020 and March 2021. MAIN OUTCOMES AND MEASURES Outcomes include the experiences of Black faculty and trainees in academic medicine and recommendations for developing an intervention to dismantle anti-Black racism within academic medicine. RESULTS A total of 16 participants completed this study; most identified as Black or African American (9 [56%]) and female (10 [63%]). Results were sorted into 2 content domains, with several themes within those domains: (1) barriers faced by Black faculty and trainees and potential solutions and (2) recommendations for an intervention directed at faculty to dismantle anti-Black racism in academic medicine. Barriers faced by Black faculty and trainees included lack of representation; challenges with the recruitment, retention, and promotion of Black faculty; and experiences of microaggressions and overt racism. Participants suggested that an intervention should have a comprehensive learning objective; be mandatory for all faculty, with the exception of Black faculty; draw from outside expertise; and receive allocation of resources and funding equal to other important training modules. CONCLUSIONS AND RELEVANCE The findings of this study affirm prior work about the unique challenges faced by Black faculty and trainees in academic medicine because of interpersonal and institutional racism and build on this prior work by soliciting recommendations to guide intervention development. An intervention to dismantle anti-Black racism within academic medicine is urgently needed and will require leadership buy-in and financial commitments from institutions for effective development and implementation.

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Section: Discussionmentioning

confidence: 99%

“…17,50,51 Despite deeply rooted anti-Black racism permeating AM, participants were not aware of comprehensive interventions for faculty. Many AM centers offer implicit bias training; however, our study underscores that an effective antiracist intervention must be more comprehensive.…”

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confidence: 99%

Perspectives on Anti-Black Racism and Mitigation Strategies Among Faculty Experts at Academic Medical Centers

et al. 2022

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“…Consistently, the limited literature that exists only captures Black women's experiences as aggregate with minoritized and underrepresented populations. Such literature may include several racial and ethnic groups or white women ( 23 , 24 ), or highlights the experiences of Black women as patients or physicians ( 25 – 27 ). While we may draw inferences about Black women medical students and residents from such research, we cannot fully understand how Black women conceptualize their medical school journey until we have research that allows them to directly speaks from their lens.…”

Section: Review Of Literaturementioning

confidence: 99%

Understanding the Experiences of Black Women Medical Students and Residents: A Narrative Review

Sharp

Hixson

Stumpff

et al. 2022

Front. Public Health

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BackgroundFew research studies examine medical students and residents with intersectional identities. In the emerging literature, data on Black women's experiences may be misrepresented and misinterpreted as studies aggregate data for women, students of color, and Black/African American men. As such, these studies do not account for the nuanced experiences of gendered racism that Black women students and residents may encounter during their medical education.MethodsUsing Crenshaw's intersectionality as an analytical tool, we conducted a narrative review to highlight how Black women medical students and residents are rendered invisible in the current literature on medical education.ResultsThe results generated 13 citations specifically discussing Black women medical students and residents, with only six studies being empirical research.ConclusionWe conclude that 13 articles is inadequate for understanding the experiences of these populations. Without centering Black women or using an intersectional lens, researchers could invalidate the lived experiences of this population and create barriers to the political resources Black women learners need to be successful. Moreover, the lack of intention behind addressing the needs of Black women can be viewed as complicity in the oppressive structures that serve to subjugate them.

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“…7 In a study conducted among one universityÕs medical faculty, Bateman and colleagues found that implicit or unconscious biases about gender and race or ethnic-ity were barriers to career advancement for women and members of racial or ethnic minority groups. 16 In any health careÐrelated setting, when such malalignments and biases are the norm, discrimination and daily microaggressions occur and have adverse effects on workersÕ physical and mental health. 17 Muirhead and colleagues have reported that the lack of racial and ethnic diversity in nursing Òhas significant influence on educational experiences, workplace satisfaction, and career progressionÓ in all areas of nursing.…”

Section: Introductionmentioning

confidence: 99%

Original Research: ‘Do I See Myself?’ Exploring the Potential for Online Images to Attract a Diverse Nursing Workforce

Johnson,

Nairon,

Daniel

et al. 2023

AJN, American Journal of Nursing

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Background: The current nursing shortage is expected to worsen in the coming years. While this shortage has in part been attributed to challenging working conditions, which were exacerbated during the COVID-19 pandemic, there are other factors. Although recruiting a more diverse health care workforce might help to reduce this shortage, little is known about how to do so effectively. This study explored how online images of health care workers vary by gender and skin tone and considered how those representations might impact recruitment. Methods: This was a prospective pragmatic study. Using a popular image search engine, we obtained and evaluated images (photographs, drawings, and cartoons) of people representing different genders and a range of skin tones. The search terms used were student, nurse, and physician. The search took place during a single day and stopped once 50 images for each term had been retrieved. Images were included if they depicted at least one human. Each image was evaluated independently by two raters regarding gender (male or female) and skin tone (using a version of the 10-point Monk Skin Tone Scale). Results: The final sample comprised 150 images that depicted 259 faces. Compared with the general population, nurses were overrepresented as being female (84.1%) and having lighter skin tones (85.2%). Physicians were overrepresented as being male (58.7%) and having lighter skin tones (63.5%). Compared with physicians or students, nurses were more likely to be represented as female and as having lighter skin tones. Conclusions: The findings show a significant lack of diversity in gender and skin tone regarding how nurses are depicted in online images found via a popular image search engine. This lack of diversity may discourage people in some population groups from entering the health care field and could further contribute to the nursing shortage.

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Barriers to Advancement in Academic Medicine: the Perception Gap Between Majority Men and Other Faculty

Cited by 11 publications

References 21 publications

Perspectives on Anti-Black Racism and Mitigation Strategies Among Faculty Experts at Academic Medical Centers

Perspectives on Anti-Black Racism and Mitigation Strategies Among Faculty Experts at Academic Medical Centers

Understanding the Experiences of Black Women Medical Students and Residents: A Narrative Review

Original Research: ‘Do I See Myself?’ Exploring the Potential for Online Images to Attract a Diverse Nursing Workforce

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