Hospital Leadership Diversity and Strategies to Advance Health Equity

Herrin, Jeph; Harris, Kathleen G.; Spatz, Erica; Cobbs-Lomax, Darcey; Allen, Sharon; León, Tomás

doi:10.1016/j.jcjq.2018.03.008

Cited by 15 publications

(16 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This study may suggest that gender diversity alone may not be enough for the advancement of racial/ethnic diversity and equity initiatives in hospital settings and highlights the potential advantage of racially diverse leadership especially when it comes to diversity and equity initiatives in hospitals. 18 We feel the findings of this study are notable, but external validity (from hospitals) to other health-related organizations is unknown. We opine value should be placed on racial/ethnic diversity, equity, and inclusion from the leadership of medicine-related organizations and substantial resources allocated to implement diversity measures.…”

Section: Leadership Roles Matter Companies In the Top 25%mentioning

confidence: 76%

“…White male CDOs were associated with the lowest scores across all domain scores for dimensions of promoting equity of care. This study may suggest that gender diversity alone may not be enough for the advancement of racial/ethnic diversity and equity initiatives in hospital settings and highlights the potential advantage of racially diverse leadership especially when it comes to diversity and equity initiatives in hospitals 18 . We feel the findings of this study are notable, but external validity (from hospitals) to other health‐related organizations is unknown.…”

Section: Organizational/department Leadership Buy‐in For Racial/ethnic Diversitymentioning

confidence: 81%

See 1 more Smart Citation

Equity of African American Men in Headache in the United States: A Perspective From African American Headache Medicine Specialists (Part 2)

Charleston

Spears

2020

Headache

View full text Add to dashboard Cite

In part 1 of this opinion piece, we described inherent and potential challenges of the equity of African American (AA) men in headache medicine including headache disparities, mistrust, understudied/lack of representation in research, cultural differences, implicit/explicit bias, and the diversity tax. We shared personal experiences related to headache medicine likely faced due to the color of our skin. In part 2, we offer possible solutions to achieve equity for AA men in headache including: (1) addressing head and facial pain disparities and mistrust in AA men; (2) professionalism and inclusion; (3) organizational/departmental leadership buy‐in for racial diversity; (4) implicit/explicit and other bias training; (5) diversity panels with open discussion; (6) addressing diversity tax; (7) senior mentorship; (8) increased opportunities for noteworthy and important roles; (9) forming and building alliances and partnerships; (10) diversity leadership training programs; (11) headache awareness, education, and literacy with a focus to underrepresented in medicine trainees and institutions; and (12) focused and supported the recruitment of AA men into headache medicine.

show abstract

Section: Leadership Roles Matter Companies In the Top 25%mentioning

confidence: 76%

Section: Organizational/department Leadership Buy‐in For Racial/ethnic Diversitymentioning

confidence: 81%

Equity of African American Men in Headache in the United States: A Perspective From African American Headache Medicine Specialists (Part 2)

Charleston

Spears

2020

Headache

View full text Add to dashboard Cite

show abstract

“…Leadership boards with increased racial diversity are more likely to implement strategies to reduce health disparities and recruit and retain a diverse physician workforce. 3 In MMS, a field that lags behind medicine as a whole in diversity, 2 diversity within leadership is thus of utmost importance. This study is the first, to our knowledge, to examine the diversity of leaders in MMS.…”

Section: Discussionmentioning

confidence: 99%

“…2 Studies have shown that diversity within leadership organizations promotes the recruitment and retention of a diverse physician workforce. 3 However, little is known about the diversity of Mohs surgeons holding leadership positions. Herein, we explore temporal trends in diversity within the leadership of the American College of Mohs Surgery (ACMS), the largest professional organization of Mohs surgeons.…”

mentioning

confidence: 99%

Gender and Racial Diversity in the Leadership of the American College of Mohs Surgery

Muzumdar

Hochman

Feng

et al. 2020

View full text Add to dashboard Cite

Physicians should be prepared to educate and manage patients who are interested in or who are already using alternative therapies to treat skin cancer. It is important to remind patients that they should discuss any health care products, FDA-approved or otherwise, with a professional to be fully informed of the associated risks and benefits. Inquiring about a patient's hesitation toward conventional interventions may help identify potential misinformation or misunderstanding, and thus allow dermatologists to fill these knowledge gaps. Although the internet is replete with reported success stories of skin cancers cured with "natural" products, it is the duty of the physician to inform patients of the potential risks, using case reports such as this to demonstrate that "natural" is not always best.

show abstract

“…9,10 Hospitals with higher proportions of racial and ethnic minorities in senior leadership positions have more initiatives that aim to achieve health equity and reduce disparities. 11 Historically, minority populations have been restricted from opportunities and promotions in their medical training, memberships, and professional activities, which subsequently excluded them from participating and impacting decisions at the institutional level. 12,13 There are various factors that perpetuate institutional racism and ostracize patients, students, physicians, and leaders from these minority communities.…”

mentioning

confidence: 99%

Stalled Progress: Medical School Dean Demographics

Nobles¹,

Martin²,

Casimir³

et al. 2022

J Am Board Fam Med

View full text Add to dashboard Cite

Medical schools have an important directive: to train the next generation of physicians. Faced with a primary care physician shortage, increasing numbers of under-represented faculty leaving academic medicine, low representation of women in leadership positions, and an ongoing pandemic, medical schools have a duty to implement solutions to alleviate these issues. Efforts have been made to create more diverse medical school classes, but those efforts are not mirrored in senior faculty demographics. In this medical students' perspective piece, the authors analyzed the demographics of medical school deans in comparison with the United States' demographics and the current composition of active physicians. The authors looked at the specialty, race/ethnicity, and gender of medical school deans in 2019. Based on the analysis, in 2019 only 11% of deans were under-represented minorities, 16% of deans were primary care physicians, and 18% of deans were women. When compared with the makeup of physicians in the United States and the population as a whole, these numbers are unrepresentative of national demographics. By hiring deans with a variety of race/ ethnicities, specialties, and genders, schools set an important precedent that could lead to more pipeline programs, increased under-represented faculty retention, and more primary care physicians.

show abstract

Hospital Leadership Diversity and Strategies to Advance Health Equity

Cited by 15 publications

References 0 publications

Equity of African American Men in Headache in the United States: A Perspective From African American Headache Medicine Specialists (Part 2)

Equity of African American Men in Headache in the United States: A Perspective From African American Headache Medicine Specialists (Part 2)

Gender and Racial Diversity in the Leadership of the American College of Mohs Surgery

Stalled Progress: Medical School Dean Demographics

Contact Info

Product

Resources

About