SEALS: an Innovative Pipeline Program Targeting Obstacles to Diversity in the Physician Workforce

Fritz, Cassandra; Press, Valerie G.; Nabers, Darrell; Levinson, Dana; Humphrey, Holly J.; Vela, Mónica

doi:10.1007/s40615-015-0131-x

Cited by 13 publications

(26 citation statements)

References 24 publications

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“…30 Importantly, like sense of belonging, URM students’ cite low connection to mentors as a contributor to their decision not to pursue medical careers. 1 , 2 Further work must be performed to understand the relationship between disadvantaged students, mentorship, and decision to pursue medical careers.…”

Section: Discussionmentioning

confidence: 99%

“…The last two mindsets have been identified in the pipeline literature as reasons URM students who are interested in careers in medicine ultimately decide not to become medical professionals. 1 , 2 The SMPM pre and post SAT diagnostics were administered during the program and were given to us by the central summer mentorship program office. Four-month follow up SAT scores were voluntarily self-reported to us by the students.…”

Section: Methodsmentioning

confidence: 99%

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A New Way of Evaluating Effectiveness of URM Summer Pipeline Programs

Hill¹,

Raney²,

Jackson³

et al. 2021

AMEP

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Purpose Many academic medical centers fund educational opportunities (pipeline programs) for students who are underrepresented in medicine (URM). However, there is a sparsity of published literature on pipeline programs and an even smaller body of published literature that investigates program effectiveness. Methods In a retrospective cohort study (n=12) of the Provost’s Summer Mentorship Program-Medicine (SMPM), we evaluated students’ rating of program effectiveness, students’ rating of the program’s impact on their mindsets, and SAT scores. Several program mindsets, including sense of belonging (inclusiveness) in the health professions and connection to mentors in the medical field, reflect common barriers that prevent URM students from pursuing careers in medicine as outlined in pipeline literature. We describe program effectiveness using mean and median ratings of SMPM effectiveness, ratings of mindsets, and SAT scores. We used Wilcoxon Rank Sum to assess pre and post program differences in ratings of mindsets and SAT scores. Results SMPM was effective for learners. The overall mean rating for SMPM effectiveness was 4.27. Mindsets for confidence, interest, sense of belonging, college mentorship, and physician mentorship were statistically different from the start to the end of SMPM (p<0.05), with mean improvement of about 34%, 41%, 44%, 180%, and 140% respectively. The mean pre and post SMPM SAT scores as well as 4-month follow-up SAT mean scores were 713 (SD:155), 813 (SD:83), and 1058 (SD:147), respectively. There was a statistically significant difference between all three SAT scores (p<0.05). Conclusion In addition to providing educational support, our pipeline program effectively increased students’ sense of belonging in the medical field and their connections to physician mentors, which are two common barriers for URM students who are interested in medicine.

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Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

A New Way of Evaluating Effectiveness of URM Summer Pipeline Programs

Hill¹,

Raney²,

Jackson³

et al. 2021

AMEP

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“…The Liaison Committee for Medical Education (LCME) Standard 3.3 entitled Diversity/Pipeline Programs and Partnerships provides guidelines that an institution “… has effective policies and practices in place, and engages in ongoing, systematic, and focused recruitment and retention activities, to achieve mission‐appropriate diversity outcomes among its students, faculty, senior administrative staff, and other relevant members of its academic community.” Although rigorous evidence‐based assessments of pre–medical pipeline program accomplishment are scarce, many have sustained. Notable pipeline programs such as the Summer Health Professions Education Program, the Summer Medical Dental Education Program (sponsored by the Robert Wood Johnson Foundation), Health Careers Opportunity Program (sponsored by the Health Resources Services Administration), the Medical Education Development program at the University of North Carolina, Mentoring in Medicine, and the Tour for Diversity in Medicine have had long standing success of student participation.…”

Section: Recruiting and Selecting Diverse Applicants While Building Amentioning

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

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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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“…[7][8][9] ''Pipeline'' programs were created to address the disadvantages faced by URiM students and facilitate their entry into the health and biomedical professions. [10][11][12][13][14] Summer pipeline programs are intended to improve diversity in the medical and biomedical fields through brief, intensive interventions focused on science enrichment, clinical exposure, and mentorship. 10,15,16 Albert Einstein College of Medicine and its university hospital, Montefiore Medical Center, in the Bronx NY, host five biomedical pipeline programs for URiM and disadvantaged undergraduate students each summer.…”

Section: Introductionmentioning

confidence: 99%

“…[10][11][12][13][14] Summer pipeline programs are intended to improve diversity in the medical and biomedical fields through brief, intensive interventions focused on science enrichment, clinical exposure, and mentorship. 10,15,16 Albert Einstein College of Medicine and its university hospital, Montefiore Medical Center, in the Bronx NY, host five biomedical pipeline programs for URiM and disadvantaged undergraduate students each summer. 17 The 2020 pandemic resulted in the closing of college campuses and the suspension of many summer workforce and educational enrichment opportunities.…”

Section: Introductionmentioning

confidence: 99%

Virtual Summer Undergraduate Mentorship Program for Students Underrepresented in Medicine Yields Significant Increases in Self-Efficacy Measurements During COVID-19 Pandemic: A Mixed Methods Evaluation

et al. 2021

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Purpose: The barriers that Black and Hispanic/Latinx students underrepresented in medicine (URiM) face while seeking biomedical careers have been identified, including lack of career preparation and social support. Yet it is unclear how the COVID-19 pandemic has impacted their decisions and progress toward their occupational goals. Methods: Adapting to the precautions necessitated by the COVID-19 pandemic, the authors conducted a mixed-methods evaluation of our 2020 virtual summer URiM biomedical mentoring program, using both quantitative and qualitative pre-and post-program questionnaires to measure the students' perceptions of their preparation and self-efficacy for applying to health professional schools. Results: Themes were extracted from qualitative data through thematic analysis. When students were asked how the COVID-19 pandemic affected them, two themes and subthemes emerged: (1) loss of supportive environment, (1.1) challenging learning environment, (2) derailed or uncertain future, and (2.2) COVID-19 hitting home. When students were surveyed about their online experience at the end of the program, the themes (3) supportive community and (4) inspired and reinforced goals appeared. In addition, quantitative data examined through statistical analysis revealed that the students' career self-efficacy improved significantly after program participation. Conclusion: Our results indicate that the COVID-19 pandemic has further challenged URiM students with preexisting career obstacles. The outcomes also demonstrate that it is possible to virtually provide URiM students with socioemotional support and increase their career self-efficacy. Overall, frequent evaluations are encouraged to better understand the dynamic challenges of URiM students, improve the design of health career ''pipeline'' programs, and diversify the physician workforce to address racial health inequities.

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SEALS: an Innovative Pipeline Program Targeting Obstacles to Diversity in the Physician Workforce

Abstract: This low-cost, high-quality, program can be undertaken by medical schools interested in promoting a diverse workforce that may ultimately begin to address and reduce health care disparities.

Cited by 13 publications

References 24 publications

A New Way of Evaluating Effectiveness of URM Summer Pipeline Programs

A New Way of Evaluating Effectiveness of URM Summer Pipeline Programs

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

Virtual Summer Undergraduate Mentorship Program for Students Underrepresented in Medicine Yields Significant Increases in Self-Efficacy Measurements During COVID-19 Pandemic: A Mixed Methods Evaluation

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