Diversity and Inclusion Training in Pediatric Departments

Mendoza, Fernando; Walker, Leslie R.; Stoll, Barbara J.; Fuentes-Afflick, Elena; Geme, Joseph W. St.; Cheng, Tina L.; Rey, Javier A. Gonzalez del; Harris, Christina; Rimsza, Mary Ellen; Li, Jie; Sectish, Theodore C.

doi:10.1542/peds.2014-1653

Cited by 46 publications

(35 citation statements)

References 7 publications

(2 reference statements)

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“…Although diversity training is one of the more common interventions suggested and implemented in organizations broadly (Dobbin & Kalev, 2016) and in medical schools specifically (Mendoza et al, 2015; Rapp, 2006), we are aware of little empirical evidence regarding a sustained effect of diversity trainings on racial bias. Most evidence points to sustained improvement in cultural knowledge or information regarding diversity (e.g., Bezrukova, Spell, Perry, & Jehn, 2016; Majumdar, Browne, Roberts, & Carpio, 2004).…”

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confidence: 99%

The Value of Interracial Contact for Reducing Anti-Black Bias Among Non-Black Physicians: A Cognitive Habits and Growth Evaluation (CHANGE) Study Report

et al. 2019

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Although scholars have long studied circumstances that shape prejudice, inquiry into factors associated with long-term prejudice reduction has been more limited. Using a 6-year longitudinal study of non-Black physicians in training ( N = 3,134), we examined the effect of three medical-school factors—interracial contact, medical-school environment, and diversity training—on explicit and implicit racial bias measured during medical residency. When accounting for all three factors, previous contact, and baseline bias, we found that quality of contact continued to predict lower explicit and implicit bias, although the effects were very small. Racial climate, modeling of bias, and hours of diversity training in medical school were not consistently related to less explicit or implicit bias during residency. These results highlight the benefits of interracial contact during an impactful experience such as medical school. Ultimately, professional institutions can play a role in reducing anti-Black bias by encouraging more frequent, and especially more favorable, interracial contact.

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confidence: 99%

The Value of Interracial Contact for Reducing Anti-Black Bias Among Non-Black Physicians: A Cognitive Habits and Growth Evaluation (CHANGE) Study Report

et al. 2019

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“…6 Ninety percent of 131 US pediatrics chairs surveyed incorporate cultural competency training into their residency programs. 7 While the value of training residents to care for a diverse patient population is well established, we found no prior studies of interventions to address residents' readiness to respond appropriately to discriminatory comments. Some programs have identified strategies to help support residents when they encounter discriminatory comments in the workplace.…”

Section: Introductionmentioning

confidence: 82%

Experiential Communications Curriculum to Improve Resident Preparedness When Responding to Discriminatory Comments in the Workplace

March

Walker

Toto

et al. 2018

Journal of Graduate Medical Education

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“…The U.S. PHO physician workforce has limited ethnic diversity with only 5–10% identified as African American or Hispanic despite a diversifying population of children within the United States. Other studies have shown that this limited ethnic diversity is also observed in general pediatric trainees, faculty, and leaders within departments of pediatrics with <10% in each group being African American, Hispanic, or Native American . Physician engagement with minority patient populations offers opportunities to encourage individuals to pursue a career in medicine, including pediatrics and pediatric subspecialties.…”

Section: Conclusion/discussionmentioning

confidence: 99%

The American Society of Pediatric Hematology/Oncology workforce assessment: Part 1—Current state of the workforce

Hord

Shah

Badawy

et al. 2017

Pediatric Blood & Cancer

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The American Society of Pediatric Hematology/Oncology (ASPHO) recognized recent changes in medical practice and the potential impact on pediatric hematology-oncology (PHO) workforce. ASPHO surveyed society members and PHO Division Directors between 2010 and 2016 and studied PHO workforce data collected by the American Board of Pediatrics and the American Medical Association to characterize the current state of the PHO workforce. The analysis of this information has led to a comprehensive description of PHO physicians, professional activities, and workplace. It is important to continue to collect data to identify changes in composition and needs of the PHO workforce.

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Diversity and Inclusion Training in Pediatric Departments

Abstract: BACKGROUND AND OBJECTIVE: The diversifying US population of children necessitates assessing the diversity of the pediatric academic workforce and its level of cultural competency training. Such data are essential for workforce and educational policies.

Cited by 46 publications

References 7 publications

The Value of Interracial Contact for Reducing Anti-Black Bias Among Non-Black Physicians: A Cognitive Habits and Growth Evaluation (CHANGE) Study Report

The Value of Interracial Contact for Reducing Anti-Black Bias Among Non-Black Physicians: A Cognitive Habits and Growth Evaluation (CHANGE) Study Report

Experiential Communications Curriculum to Improve Resident Preparedness When Responding to Discriminatory Comments in the Workplace

The American Society of Pediatric Hematology/Oncology workforce assessment: Part 1—Current state of the workforce

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