Promoting Diversity in Emergency Medicine: Summary Recommendations from the 2008 Council of Emergency Medicine Residency Directors (CORD) Academic Assembly Diversity Workgroup

Heron, Sheryl; Lovell, Elise; Wang, Ernest; Bowman, Steven H.

doi:10.1111/j.1553-2712.2009.00384.x

Cited by 42 publications

(48 citation statements)

References 6 publications

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“…To address this knowledge gap, the Council of Emergency Medicine Residency Directors (CORD) requested that a panel of CORD members with expertise in workforce diversity and inclusion in medical education lead a workgroup on racial and ethnic diversity in EM as part of the best practices track during the 2008 CORD Academic Assembly. This panel of experts subsequently published a set of recommendations designed to augment physician diversity in EM (Table ) …”

Section: Summary Of Key 2008 Cord Recruitment Recommendationsmentioning

confidence: 99%

“…Nevertheless, a recent study has shown that these best practices have not widely been adopted in EM with only 46% of program directors having implemented at least two strategies . Common reasons EM program directors cited for not implementing diversity recruitment strategies included a lack of resources, in terms of both money and time, and not believing that diversity was an organizational priority . While the health care landscape in the United States has changed dramatically during this time and the U.S. population has becoming increasingly diverse, diversity in EM has stagnated.…”

Section: Summary Of Key 2008 Cord Recruitment Recommendationsmentioning

confidence: 99%

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Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future

Boatright

Branzetti

Duong

et al. 2018

AEM Education and Training

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Although the U.S. population continues to become more diverse, black, Hispanic, and Native American doctors remain underrepresented in emergency medicine (EM). The benefits of a diverse medical workforce have been well described, but the percentage of EM residents from underrepresented groups is small and has not significantly increased over the past 20 years. A group of experts in the field of diversity and inclusion convened a work group during the Council of Emergency Medicine Residency Program Directors (CORD) and Society for Academic Emergency Medicine (SAEM) national meetings. The objective of the discussion was to develop strategies to help EM residency programs examine and improve racial and ethnic diversity in their institutions. Specific recommendations included strategies to recruit racially and ethnically diverse residency candidates and strategies to mentor, develop, retain, and promote minority faculty.

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Section: Summary Of Key 2008 Cord Recruitment Recommendationsmentioning

confidence: 99%

Section: Summary Of Key 2008 Cord Recruitment Recommendationsmentioning

confidence: 99%

Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future

Boatright

Branzetti

Duong

et al. 2018

AEM Education and Training

View full text Add to dashboard Cite

show abstract

“…In the USA, ethnic minorities (Hispanic, African‐American) currently comprise 27% of the population but will increase to 54% by 2050 . This has lead the American Society of Hospital Pharmacists, the College of Emergency Medicine and the American College of Physicians to develop recommendations designed to increase ethnic minority representation within their professions. In the publications, these organizations recognized the need to increase ethnic and minority representation, and acknowledge that within their respective fields, the rate of representation was low and had not increased appreciably in the previous decade.…”

Section: Developing An Indigenous Specialist Surgical Workforce In Aumentioning

confidence: 99%

Developing an Indigenous Surgical Workforce for Australasia

2013

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Background: Progress has been made in Australia and New Zealand to increase the numbers of indigenous students (Aboriginal, Torres Strait Islander and Maori) entering primary medical qualification courses. In New Zealand, up to 20 Maori are graduating annually, with similar numbers possible in Australia, creating a potential opportunity to develop an indigenous surgical workforce. Methods: A literature review identified factors utilized by medical schools to attract indigenous students into medical careers and the interventions necessary to ensure successful graduation. A further search identified those factors important in encouraging indigenous medical graduates to enter specialist training programmes and achieve faculty appointments. Results: All medical schools have utilized elements of a 'pipeline approach' encompassing contact with students at secondary school level to encourage aspirational goals and assist with suitable subject selection. Bridging courses can ensure students leaving school have appropriate skill sets before entering medical degree courses. Extensive practical help is available during primary medical qualification study. The elements necessary for primary medical qualification success -dedicated and focused study, developing appropriate skill sets, mentoring, support, and an institutional and collegial commitment to success -are also the elements required for postgraduate achievement. Conclusion:The Royal Australasian College of Surgeons (RACS) is primarily involved in training rather than service provision. The increasing numbers of indigenous medical graduates in both Australia and New Zealand represent an opportunity for the College to contribute to improving indigenous health status by implementing specific measures to increase numbers of indigenous surgeons.

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“…Currently, there is little to no literature that addresses an organized approach to advancing URiM and LGBT faculty in EM . In 2008, a set of recommendations designed to augment physician diversity in EM was published by the 2008 Council of Emergency Medicine Residency Directors (CORD) Academic Assembly Diversity Workgroup; however, a follow‐up study suggested that these best practices have not been widely implemented …”

mentioning

confidence: 99%

Advancing Diversity and Inclusion: An Organized Approach Through a Medical Specialty Academy

Pierce

Moreno‐Walton

Boatright

et al. 2019

AEM Education and Training

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Background: The benefits of a diverse workforce in medicine have been previously described. While the population of the United States has become increasingly diverse, this has not occurred in the physician workforce. In academic medicine, underrepresented in medicine (URiM) faculty are less likely to be promoted or retained in academic institutions. Studies suggest that mentorship and engagement increase the likelihood of development, retention, and promotion. However, it is not clear what form of mentorship creates these changes. The Academy for Diversity and Inclusion in Emergency Medicine (ADIEM), an academy within the Society for Academic Emergency Medicine, is a group focused on advancing diversity and inclusion as well as promoting the development of its URiM students, residents, and faculty. The Academy serves many of the functions of a mentoring program. We assessed whether active involvement in ADIEM led to increased publications, promotion, or leadership advancement in the areas of diversity, equity, and inclusion. Methods:We performed a survey of ADIEM members to determine if career development and productivity, defined as written scholarly products, presentations, and mentorship in the area of diversity, equity, and inclusion was enhanced by the establishment of the academy. To determine whether there were significant changes in academic accomplishments after the formation of ADIEM, two groups, ADIEM leaders and ADIEM nonleader members, were examined.Results: Thirteen ADIEM leaders and 14 ADIEM nonleader members completed the survey. Academic productivity in the area of diversity, equity, and inclusion increased significantly among ADIEM leaders when compared to ADIEM nonleader members after the founding of ADIEM. In particular, in the ADIEM leader group, there were significant increases in manuscript publications (1.31 AE 1.6 to 5.5 AE 7.96, p = 0.12), didactic presentations (3.85 AE 7.36 to 23.46 AE 44.52, p < 0.01), grand rounds presentations (0.83 AE 1.75 to 8.6 AE 10.71, p < 0.05), and student/resident mentees (6.46 AE 9.36 to 25 AE 30.41, p = 0.02). Conclusion:The formation of a specialized academy within a national medical society has advanced academic accomplishments in diversity, equity, and inclusion in emergency medicine among ADIEM leadership. Involvement From the of URiM and lesbian, gay, bisexual, and transgender faculty in the academy fostered faculty development, mentoring, and educational scholarship.

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Promoting Diversity in Emergency Medicine: Summary Recommendations from the 2008 Council of Emergency Medicine Residency Directors (CORD) Academic Assembly Diversity Workgroup

Cited by 42 publications

References 6 publications

Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future

Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future

Developing an Indigenous Surgical Workforce for Australasia

Advancing Diversity and Inclusion: An Organized Approach Through a Medical Specialty Academy

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