Interviewed while Black

Sex Differences in Academic Productivity Across Academic Ranks and Specialties in Academic Medicine

“…48 Leaders may unconsciously select protégés who look like them with regard to sex and race, and this homophily can propagate current disparities. 49 Therefore, women may not have equal access to high-quality mentors and sponsors, valuable networking and research collaboration, or leadership opportunities, as exemplified by the fewer women seen in higher leadership roles 7,8,50,51 and the tendency of women to be on practitioner-educator rather than tenure tracks. 52 Studies 53,54 in STEM (science, technology, engineering, and math) fields have found that women have fewer research opportunities early in their careers, which may have negative effects on Yes; larger proportion of men at seniorlevel positions than women; longer career duration for men; women are more likely to pursue clinical-educator track; women are pigeonholed (relegated to less academically productive subspecialties); women have more familial responsibilities than men Yes; more same-sex mentors and better opposite-sex mentors to provide better mentorship for female urologists future academic impact.…”

“… 48 Leaders may unconsciously select protégés who look like them with regard to sex and race, and this homophily can propagate current disparities. 49 Therefore, women may not have equal access to high-quality mentors and sponsors, valuable networking and research collaboration, or leadership opportunities, as exemplified by the fewer women seen in higher leadership roles 7 , 8 , 50 , 51 and the tendency of women to be on practitioner-educator rather than tenure tracks. 52 Studies 53 , 54 in STEM (science, technology, engineering, and math) fields have found that women have fewer research opportunities early in their careers, which may have negative effects on future academic impact.…”

Mitigating Bias in Recruitment: Attracting a Diverse, Dynamic Workforce to Sustain the Future of Radiation Oncology

“…15 Similar bias has been documented in medicine, with a recent publication describing Black applicants' confrontation of microaggressions, stereotype threat, tokenism, imposter syndrome, and homophily. 17 In radiation oncology, biases affecting those whose gender, race, ethnicity, and other characteristics are underrepresented in medicine (URiM) have also been documented. [18][19][20][21] In the average recruitment process, external influences play a surprisingly large role in our, decision-making processes, especially where it relates to hiring.…”

William A. Hinton (1883–1959): Diagnosing and Confronting Racism in the Medical Profession

“…Amidst such persisting inequities, proposed solutions have ranged from investing in the "pipeline" of African American students well before the medical school application process, through more holistic and enlightened admissions policies, the reduction of microaggressions at every stage of medical education (from the interview process onward), the diversification of faculty and imagery alike at medical schools, improving the mentorship and support of minority students and faculty, and applying thoughtful attention (and solutions) to the "minority tax" increasingly borne by faculty of color as medical schools attempt to engage with such legacies of racism. [2,[44][45][46][47] Hinton's story, and the persistence of interpersonal and structural racism decades after his own death, serve both as a source of inspiration and as a spur to ongoing selfexamination as we continue to confront racism in all its forms.…”