Diversity, Equity and Inclusion in Medicine: Why It Matters and How do We Achieve It?

Rosenkranz, Kari M.; Arora, Tania K.; Termuhlen, Paula M.; Stain, Steven C.; Misra, Subhasis; Dent, Daniel L.; Nfonsam, Valentine

doi:10.1016/j.jsurg.2020.11.013

Cited by 77 publications

(49 citation statements)

References 13 publications

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“…Broad cultural changes and movements within medicine and society at large (including TIME’S UP Healthcare, #MeToo, #HeForShe, White Coats for Black Lives, and Black Lives Matter) have raised awareness of the detriment of systemic racism 26 and the benefits of diversity and equity 27 and may be associated with decreased reporting of discrimination in the workplace during the past 3 decades. 28 It is possible that respondents to the current study’s survey may have underreported mistreatment owing to differences in study design.…”

Section: Discussionmentioning

confidence: 99%

Prevalence of Discrimination, Abuse, and Harassment in Emergency Medicine Residency Training in the US

Lall

Bilimoria

et al. 2021

JAMA Netw Open

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IMPORTANCEThe prevalence of workplace mistreatment and its association with the well-being of emergency medicine (EM) residents is unclear. More information about the sources of mistreatment might encourage residency leadership to develop and implement more effective strategies to improve professional well-being not only during residency but also throughout the physician's career. OBJECTIVETo examine the prevalence, types, and sources of perceived workplace mistreatment during training among EM residents in the US and the association between mistreatment and suicidal ideation. DESIGN, SETTING, AND PARTICIPANTS In this survey study conducted from February 25 to 29, 2020, all residents enrolled in EM residencies accredited by the Accreditation Council for Graduate Medical Education (ACGME) who participated in the 2020 American Board of Emergency Medicine computer-based In-training Examination were invited to participate. A multiple-choice, 35-item survey was administered after the examination asking residents to self-report the frequency, sources, and types of mistreatment experienced during residency training and whether they had suicidal thoughts. MAIN OUTCOMES AND MEASURESThe types and frequency of workplace mistreatment and the sources of the mistreatment were identified, and rates of self-reported suicidality were obtained.Multivariable logistic regression models were used to examine resident and program characteristics associated with suicidal thoughts. RESULTSOf 8162 eligible EM residents, 7680 (94.1%) responded to at least 1 question on the survey; 6503 (79.7%) completed the survey in its entirety. A total of 243 ACGME-accredited residency programs participated, and 1 did not. The study cohort included 4768 male residents (62.1%), 2698 female residents (35.1%), 4919 non-Hispanic White residents (64.0%), 2620 residents from other racial/ethnic groups (Alaska Native, American Indian, Asian or Pacific Islander, African American, Mexican American, Native Hawaiian, Puerto Rican, other Hispanic, or mixed or other race) (34.1%), 483 residents who identified as lesbian, gay, bisexual, transgender, queer, or other (LGBTQ+) (6.3%), and 5951 residents who were married or in a relationship (77.5%). Of the total participants, 3463 (45.1%) reported exposure to some type of workplace mistreatment (eg, discrimination, abuse, or harassment) during the most recent academic year. A frequent source of mistreatment was identified as patients and/or patients' families; 1234 respondents (58.7%) reported gender discrimination, 867 (67.5%) racial discrimination, 282 (85.2%) physical abuse, and 723 (69.1%) sexual harassment from patients and/or family members. Suicidal thoughts occurring during the past year were reported by 178 residents (2.5%), with similar prevalence by gender (108 men [2.4%]; 59 women [2.4%]) and race/ethnicity (113 non-Hispanic White residents [2.4%]; 65 residents from other racial/ethnic groups [2.7%]).

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Section: Discussionmentioning

confidence: 99%

Prevalence of Discrimination, Abuse, and Harassment in Emergency Medicine Residency Training in the US

Lall

Bilimoria

et al. 2021

JAMA Netw Open

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“…The Association of Black Gastroenterologists and Hepatologists Board of Directors includes Valerie Antoine-Gustave, 1 Adjoa Anyane-Yeboa, 2 Rotonya M. Carr, 3 Darrell M. Gray, II, 4 Alexandra Guillaume, 5 Ugonna Iroku, 6,7 Rachel B. Issaka, 8 and Folasade P. May 9,10 ; from the 1 New York University Grossman School of Medicine, New York, New York; 2 Massachusetts General Hospital, Boston, Massachusetts; 3 University of Washington, Division of Gastroenterology, Seattle, Washington; 4 Anthem, Inc, Hanover, MD; 5 Renaissance School of Medicine at Stony Brook University, Stony Brook, New York; 6 New York Gastroenterology Associates, New York, New York; 7 Department of…”

Section: Acknowledgmentsmentioning

confidence: 99%

“…Corporate data show that more diverse teams exhibit improved problem solving compared to homogeneous teams and that companies prioritizing diversity and inclusion have improved employee retention and engagement. 4 Medical students educated in a more diverse environment have a broader perspective and are better equipped to work with a diverse patient population. 5 Those findings may be extrapolated to trainees in graduate medical education.…”

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confidence: 99%

“…Fostering a culturally appropriate and patient-centered approach to care improves decision making, adherence to care, and communication in the patient-provider relationship. 4 Equity Equity refers to justice, which thrives in a space where unique barriers that disadvantage a subset of learners or faculty members are recognized and addressed systematically. 1 In this commentary, the focus is on equity in the GI physician workforce.…”

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confidence: 99%

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A TEAM Approach to Diversity, Equity, and Inclusion in Gastroenterology and Hepatology

Williams

White

Balzora

2022

Clinical Gastroenterology and Hepatology

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“…1 However, CanMEDS requires revisions to better embrace the principles of equity, diversity and inclusion (EDI), to improve comprehensive physician learning experiences, promote a diverse workforce, reduce health care disparities and enhance patient outcomes. 2 CanMEDS does not mention the term "inclusion." "Health equity" is acknowledged only once in the Framework in the Health Advocate Role, but excludes social equity and the social determinants of health that underlie many health inequities.…”

mentioning

confidence: 99%

Equity, diversity and inclusion and the CanMEDS framework

Ing

2021

Can. Med. Ed. J

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Diversity, Equity and Inclusion in Medicine: Why It Matters and How do We Achieve It?

Cited by 77 publications

References 13 publications

Prevalence of Discrimination, Abuse, and Harassment in Emergency Medicine Residency Training in the US

Prevalence of Discrimination, Abuse, and Harassment in Emergency Medicine Residency Training in the US

A TEAM Approach to Diversity, Equity, and Inclusion in Gastroenterology and Hepatology

Equity, diversity and inclusion and the CanMEDS framework

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