Diversity in Dermatology Residency Programs

Voorhees, Abby S. Van; Enos, Clinton

doi:10.1016/j.jisp.2017.07.001

Cited by 40 publications

(18 citation statements)

References 20 publications

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“…In the last decade it has become increasingly apparent that the US population is diversifying and that patients with skin of color will comprise a substantial proportion of the future population, 8,11 which emphasizes the need for dermatology residency programs to ensure that residents receive adequate training and exposure to patients with skin of color as well as the distinct skin diseases seen more commonly in these populations. 12…”

Section: Resultsmentioning

confidence: 99%

Multiethnic Training in Residency: A Survey of Dermatology Residents

Cline¹,

Winter²,

Kourosh³

et al. 2020

Cutis

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Individuals with skin of color make up the majority of the world's population and a rapidly expanding section of the US population. Future dermatologists must be knowledgeable about dermatologic conditions presenting in patients of various ethnic backgrounds. A 10-question survey was emailed to 109 dermatology residency programs to assess if dermatologists in-training feel that their residency curriculum sufficiently gives them exposure to and education on patients with skin of color. Forty-three residents completed the survey from 5 regions of the United States. Resident responses differed by region. Residents from areas with less diversity were more likely to agree that dedicated skin of color clinics and rotations are important to gain competency compared to residents from areas with more diversity.

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Section: Resultsmentioning

confidence: 99%

Multiethnic Training in Residency: A Survey of Dermatology Residents

Cline¹,

Winter²,

Kourosh³

et al. 2020

Cutis

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“…36 Furthermore, representation of UIM physicians practicing in academic settings, including pathologists, is declining. 32 Physicians who identify as UIM, and specifically black/African American and Hispanic/Latinx physicians, comprise only approximately 4% (approximately 40 500 and 43 700 of approximately 956 500 physicians, respectively) of the US physician workforce 37,38 despite comprising approximately 13% and 18% of the US population (43 984 096 and 60 724 311 of 328 239 523 people), respectively. 39 The limited pool of potential UIM applicants and lack of diversity among practicing pathologists further strain the recruitment of a diverse trainee population in pathology.…”

Section: Challenges In Trainee Recruitment To the Field Of Pathologymentioning

confidence: 99%

Strategies to Enhance Diversity, Equity, and Inclusion in Pathology Training Programs: A Comprehensive Review of the Literature

Ware

Flax

White

2021

Archives of Pathology &Amp; Laboratory Medicine

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Context.— Like many medical specialties, pathology faces the ongoing challenge of effectively enriching diversity, equity, and inclusion within training programs and the field as a whole. This issue is furthered by a decline in US medical student interest in the field of pathology, possibly attributable to increasingly limited pathology exposure during medical school and medical student perceptions about careers in pathology. Objective.— To review the literature to identify the challenges to diversity, equity, and inclusion in pathology, with an emphasis on the pathology trainee pipeline. To evaluate the medical education literature from other medical specialties for diversity and inclusion–focused studies and initiatives, and determine the outcomes and/or approaches relevant for pathology training programs. Data Sources.— A literature review was completed by a search of the PubMed database, as well as a similar general Google search. Additional resources, including the Web sites of the Association of American Medical Colleges, the Electronic Residency Application Service, and the National Resident Matching Program, were used. Conclusions.— Many strategies exist to increase diversity and encourage an inclusive and equitable training environment, and many of these strategies may be applied to the field of pathology. Interventions such as increasing exposure to the field, using a holistic application review process, and addressing implicit biases have been shown to promote diversity, equity, and inclusion in many medical specialties. In addition, increasing access to elective and pipeline programs may help to bolster medical student interest in careers in pathology.

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“…1 It is projected that by 2050 more than half of all Americans will belong to a minority group. 2 Minority patients have been shown to be more likely to have difficult physician-patient relationships, feel disrespected by the health care system, and experience barriers in obtaining health care. 1 Unfortunately, the same racial and ethnic minority groups that have poorer health status are also the most underrepresented in health professions.…”

Section: Introductionmentioning

confidence: 99%

“…6,7 For example, according to the American Association of Medical Colleges, only 4.4% of physicians identify themselves as being of Hispanic or Latino ancestry, and 4.1% identify themselves as being of African American ancestry. 2 Deville and colleagues 8 demonstrated that these percentages are similar in graduate medical education (GME).…”

Section: Introductionmentioning

confidence: 99%

Resident Perspectives on the Current State of Diversity in Graduate Medical Education

Khan

Taylor

Rialon

2019

Journal of Graduate Medical Education

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Background Diversity continues to be an important topic to physicians in training. Objective We set out to define current issues related to diversity in graduate medical education; explore these topics with a multispecialty group of current residents and fellows; and identify programmatic, institutional, and Accreditation Council for Graduate Medical Education actions to support diversity in the medical profession. Methods A 35-member, multispecialty council of residents and fellows used a World Café diversity and inclusion exercise to highlight current issues related to diversity. Results Several common issues in diversity were identified, including microaggressions, team member relationships, underrepresentation of workplace discrimination, and tolerance of unacceptable behavior to conform to workplace norms. Suggestions and methods to improve these diversity issues were also proposed. Conclusions As trainees, we must continue to implement strategies and policies that allow us to embrace diversity in our workplace and community for our patients and ourselves. Only with the continued support of residency and institutional leadership can we improve the state of diversity in our training programs. Editor's Note: The ACGME News and Views section of JGME includes data reports, updates, and perspectives from the ACGME and its review committees. The decision to publish the article is made by the ACGME.

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Diversity in Dermatology Residency Programs

Cited by 40 publications

References 20 publications

Multiethnic Training in Residency: A Survey of Dermatology Residents

Multiethnic Training in Residency: A Survey of Dermatology Residents

Strategies to Enhance Diversity, Equity, and Inclusion in Pathology Training Programs: A Comprehensive Review of the Literature

Resident Perspectives on the Current State of Diversity in Graduate Medical Education

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