Do Patients Choose Physicians Of Their Own Race?

Saha, Somnath; Taggart, Sara H.; Komaromy, Miriam; Bindman, Andrew B.

doi:10.1377/hlthaff.19.4.76

Cited by 355 publications

(255 citation statements)

References 8 publications

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“…minority patients, when offered a choice, are more likely to choose a physician of their own race. 5,6 Although some cardiology fellowship programs lack diversity, several programs have a history of training URM cardiologists. Many are historically prestigious medical centers; thus, positions in their residency and fellowship training programs are quite competitive, leading to high rankings during the Medical Specialties Match Program (MSMP) 7 for non-URM and URM applicants.…”

Section: Discussionmentioning

confidence: 99%

Successful Efforts to Increase Diversity in a Cardiology Fellowship Training Program

Auseon¹,

Kolibash²,

Capers³

2013

Journal of Graduate Medical Education

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Background A large volume of literature has documented racial disparities in the delivery of cardiovascular care in the United States and that decreased access to procedures and undertreatment lead to worse outcomes. A lack of diversity among physicians is considered to be a major contributor. The fellowship training program in cardiovascular medicine at The Ohio State University Medical Center had never trained a fellow from a minority group underrepresented in medicine (URM) before 2007. Intervention In 2005, the fellowship made it a priority to recruit and match URM candidates in an effort to address the community's lack of diversity and disparities in cardiovascular care. Methods Program leaders revised the recruitment process, making diversity a high priority. Faculty met with members of diverse residency programs during visits to other institutions, the focus of interview day was changed to highlight mentorship, additional targeted postinterview communications reached out to highly competitive applicants, and a regular mentoring program was constructed to allow meaningful interaction with URM faculty and fellows. Results Since these changes were implemented, the program has successfully matched a URM fellow for 5 consecutive years. Such candidates currently make up 4 of 16 total trainees (25%) in the fellowship in cardiovascular medicine. Conclusions The cardiovascular medicine fellowship training program at The Ohio State University was able to revise recruitment to attract competitive URM applicants as part of a concerted effort. Other educational programs facing similar challenges may be able to learn from the university's experiences.

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Section: Discussionmentioning

confidence: 99%

Successful Efforts to Increase Diversity in a Cardiology Fellowship Training Program

Auseon¹,

Kolibash²,

Capers³

2013

Journal of Graduate Medical Education

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“…26,27 As well, patients who seek care from a provider of the same racial and/or ethnic background tend to be more satisfied with their care. [28][29][30][31][32][33][34] Thus, having a chiropractic workforce that represents the surrounding environment has advantages. Not only will the doctor-patient interaction be improved, but the doctor can be more effective on a community level.…”

Section: Discussionmentioning

confidence: 99%

Diversity in the Chiropractic Profession: Preparing for 2050

Johnson

Green

2012

Journal of Chiropractic Education

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As the diversity of the United States (US) population continues to change, concerns about minority health and health disparities grow. Health professions must evolve to meet the needs of the population. The purpose of this editorial is to review current trends in the diversity of chiropractic students, faculty, and practitioners in the United States. This editorial was informed by a search of the literature, to include PubMed, using the terms chiropractic and diversity, minority, and cultural competency. Demographic information for the chiropractic profession was obtained from the National Board of Chiropractic Examiners and The Chronicle of Higher Education. These data were compared to diversity data for medical doctors and the national and state populations from the American Association of Medical Colleges and the US Census, respectively. Surprisingly little has been published in the peer-reviewed literature on the topic of diversity in the chiropractic profession. For the variables available (sex and race), the data show that proportions in the US chiropractic profession do not match the population. State comparisons to associated chiropractic colleges show similar relationships. No reliable data were found on other diversity characteristics, such as gender identity, religion, and socioeconomic status. The chiropractic profession in the United States currently does not represent the national population with regard to sex and race. Leaders in the profession should develop a strategy to better meet the changing demographics of the US population. More attention to recruiting and retaining students, such as underrepresented minorities and women, and establishing improved cultural competency is needed. (J Chiropr Educ 2012;26(1):1-13)

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“…The theory of social influence, used primarily in counseling research, proposes that it is not only the message given during the therapy, but the client's perception of the counselor that influences effectiveness. 20 Matched race/ ethnicity and gender of the patient and counselor may allow for a better understanding of behavior motivations 21 through shared cultural beliefs, 22 language, 23 and social experiences, as well as reduce fear of discrimination. 16 Additionally, client's perceptions of trustworthiness and level of knowledge of the counselor may also impact success of the counseling session.…”

Section: Reasons For Level Of Accuracymentioning

confidence: 99%

Risk Behavior Disclosure During HIV Test Counseling

Torrone

Thomas

Maman

et al. 2010

AIDS Patient Care and STDs

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Individualized risk assessments during HIV testing are an integral component of prevention counseling, a currently recommended behavioral intervention for patients in high-risk settings. Additionally, aggregate risk assessment data are the source of aggregate behavioral statistics that inform prevention programs and allocation of resources. Consequently, inaccurate or incomplete risk behavior disclosure during test counseling may impact the efficacy of the counseling intervention, as well as bias aggregate behavioral statistics. To quantify clientreported accuracy during the risk assessment and identify barriers and facilitators to risk behavior disclosure, we interviewed young men accessing HIV testing services in a southeastern United States city using mixed methodology. Data were collected from August 2007 to April 2008. Based on data collected via an audio and computer-assisted self-interview (n ¼ 203), over 30% of men reported that they were not accurate during the risk assessment. Participants reported numerous interpersonal facilitators to complete disclosure. During qualitative interviews (n ¼ 25), participants revealed that many did not understand the purpose of the risk assessment. Findings suggest that risk assessments completed during HIV test counseling may be incomplete. Modifications to the risk assessment process, including better explaining the role of the risk assessment in prevention counseling, may increase the validity of the data.

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Do Patients Choose Physicians Of Their Own Race?

Cited by 355 publications

References 8 publications

Successful Efforts to Increase Diversity in a Cardiology Fellowship Training Program

Successful Efforts to Increase Diversity in a Cardiology Fellowship Training Program

Diversity in the Chiropractic Profession: Preparing for 2050

Risk Behavior Disclosure During HIV Test Counseling

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