Program Directors Survey on Diversity in Cardiovascular Training Programs

Damp, Julie B.; Cullen, Michael W.; Soukoulis, Victor; Tam, Marty; Keating, Friederike K.; Smith, Sakima A.; Bhakta, Deepak; Abudayyeh, Islam; Qasim, Atif; Sernyak, Audrey; Auseon, Alex J.; Theriot, Paul; Weissman, Gaby

doi:10.1016/j.jacc.2020.07.020

Cited by 17 publications

(18 citation statements)

References 8 publications

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“…These findings suggest that program directors believe that they have the means to employ methods that meaningfully increase diversity within their programs. As in previous studies, most fellowship directors claimed to support diversity, although a previous study found that less than half of directors reported having a formalized plan to achieve this goal [ 11 - 12 ]. Achieving meaningful increases in diversity in the field of cardiology may require fellowship program directors to identify and implement such strategies.…”

Section: Discussionmentioning

confidence: 89%

“…This study found that the vast majority of PDs expressed agreement with the view that diversity is important in fellowship training programs (85.9%). However, PDs remain unsure how to implement the desire for diversity in the process of selecting candidates and creating a rank list [ 12 ]. In fact, a previous survey of fellowship directors showed that only 6% of respondents considered diversity to be a top-three priority when forming the rank list [ 11 ].…”

Section: Discussionmentioning

confidence: 99%

“…Another survey of program directors by Damp et al described cardiology program culture, lack of support for URM trainees, and lack of diversity among current fellows as major barriers to increasing diversity [12].…”

Section: Introductionmentioning

confidence: 99%

“…A 2016 survey by Crowley et al reported that 63% of fellowship program directors believed that diversity in their program was adequate and did not require further intervention; this study also reported that 69% of the same respondents agreed with the statement, “diversity is a driver of excellence in healthcare delivery” [ 11 ]. Another survey of program directors by Damp et al described cardiology program culture, lack of support for URM trainees, and lack of diversity among current fellows as major barriers to increasing diversity [ 12 ].…”

Section: Introductionmentioning

confidence: 99%

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Increasing Diversity in Cardiology: A Fellowship Director’s Perspective

Bhasin¹,

Musa²,

Massoud³

et al. 2021

Cureus

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BackgroundUnderrepresented-minorities (URM) remain few in number amongst practicing cardiologists and across cardiology fellowship training programs in the U.S. Increased diversity is needed across the entire field and is particularly necessary within graduate medical education cardiology fellowship training programs. ObjectivesThis cross-sectional study was performed to identify which strategies were supported and implemented by cardiology fellowship program directors (PDs) to increase URM representation, to determine which entities hold the responsibility to increase diversity according to program directors, and to quantify URM representation in cardiology fellowship programs. MethodsA 15-item survey was submitted to all American College of Graduate Medical Education (ACGME) accredited cardiology fellowship programs via electronic mail. ResultsOf 250 cardiology fellowship programs, 71 responses were received (28.4%). The number of URM faculty varied from 0-1 to more than six, and URM faculty held leadership roles in most programs (62.0%). A total of 16 respondents (22.5%) were URM program directors. Most respondents agreed that diversity was important to their training program (85.9%). The majority endorsed direct recruitment of URM applicants (60.6%), opportunities for applicants to connect with (54.9%) or be recruited by URM fellows (54.9%), holistic application review (67.6%), promoting mentorship by URM faculty (69.0%), URM faculty involvement in applicant interviewing (54.9%), and increased recruitment of URM faculty members (73.2%). Program directors allocated major responsibility to increase diversity to fellowship programs (71.8%), residency programs (63.3%), and medical schools (53.5%). ConclusionsThis study found that most cardiology programs have URM faculty in leadership roles, and nearly a quarter of the surveyed program directors were URMs. Cardiology program directors endorsed and employed numerous strategies to increase diversity and URM representation in fellowship programs. Additionally, program directors held fellowship training programs most responsible for increasing URM representation in the field of cardiology.

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Section: Discussionmentioning

confidence: 89%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Increasing Diversity in Cardiology: A Fellowship Director’s Perspective

Bhasin¹,

Musa²,

Massoud³

et al. 2021

Cureus

View full text Add to dashboard Cite

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“…In medical education, lack of a diverse faculty can impede residency recruitment efforts for UIM candidates. [6][7][8] Programs Western Journal of Emergency Medicine Davenport et al…”

mentioning

confidence: 99%

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Davenport

Alvarez

Natesan

et al. 2022

WestJEM

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Improving the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine is a priority at many academic institutions to ensure excellence in patient care, research, and health equity. Here we provide a critical review of the literature and offer evidence-based guidelines for faculty recruitment, retention, and representation in leadership. Recommendations for recruitment include targeted recruitment to expand the candidate pool with diverse candidates, holistic review of applications, and incentivizing stakeholders for success with diversity efforts. Retention efforts should establish a culture of inclusivity, promote faculty develop-ment, and evaluate for biases in the promotion and tenure process. We believe this guide will be valuable for all leaders and faculty members seeking to advance diversity, equity, and inclusion in their institutions.

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Professional Preferences and Perceptions of Cardiology Among Internal Medicine Residents

et al. 2022

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ImportanceInternal medicine residents’ professional development preferences were discordant with their perceptions of cardiology in a survey circulated a decade ago; no contemporary data exist. This information is important for effective recruitment and retention of a highly talented and diverse future cardiology workforce.ObjectiveTo identify residents’ professional development preferences and cardiology perceptions, in relation to specialty choice, and compare the findings with those from a decade prior.Design, Setting, and ParticipantsThe original survey from the 2010 study was updated and sent to US internal medicine programs. Respondents (ie, internal medicine residents) rated 38 professional development preferences and 20 cardiology perceptions. Data were collected in 2020 and compared with survey results from the prior 2010 study. Multivariable models were created for specialty choice using scaled independent variables dichotomized using the top 2 options; categorical variables were recoded into binary variables for analysis.Main Outcomes and MeasuresMultivariable models were used to determine the association of demographic characterisitcs and survey responses with prospective career choice. Responses were examined by total group, by gender, by self-reported consideration of entering cardiology as a profession, and by comparison with a decade prior both as a group and by gender.ResultsA total of 840 residents (mean [SD] age, 29.24 [2.82] years; 49.8% male; 55.4% White) completed the survey. The survey incorporated a 5-point Likert scale of 1 (not important) to 5 (extremely important) for some of the questions, with additional questions on demographic characteristics. The most important professional development preferences by descending Likert score were as follows: positive role models (4.56), stimulating career (3.81), and family friendly (3.78). The cardiology perception statements with the highest agreement were as follows: interferes with family life during training (3.93) and having met positive role models or having positive views of cardiovascular disease as a topic (3.85). Multivariable analysis yielded a 22-element model predicting cardiology as career choice. Compared with the 2010 survey, the findings of this survey indicated increased importance of work-life balance components for both male and female residents, with a greater change in male residents. Contemporary residents were more likely than their predecessors to agree with negative perceptions of cardiology.Conclusions and RelevanceThis survey study found that both male and female residents place a high value on support for optimal work-life balance; these preferences have intensified over the past decade and factor into career choice. Negative perceptions of cardiology persist and, in some aspects, are worsening. Improving the culture of cardiology may make this specialty a more attractive career choice for all.

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Program Directors Survey on Diversity in Cardiovascular Training Programs

Cited by 17 publications

References 8 publications

Increasing Diversity in Cardiology: A Fellowship Director’s Perspective

Increasing Diversity in Cardiology: A Fellowship Director’s Perspective

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Professional Preferences and Perceptions of Cardiology Among Internal Medicine Residents

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