The Need to Mitigate Unconscious Bias to Improve Sponsorship Opportunities for Underrepresented Faculty in Academic Radiology

Jerome, Barbara; Fassiotto, Magali; Kothary, Nishita

doi:10.2214/ajr.21.26481

Cited by 4 publications

(5 citation statements)

References 5 publications

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“…In addition, they reported enhanced work satisfaction, reduced burnout, and stronger professional networks . Despite the potential benefits of sponsorship, historically marginalized individuals continue to face barriers to receiving effective sponsorship, as outlined later and summarized in Figure 2 …”

Section: Summary Of Literature Reviewmentioning

confidence: 95%

“…The literature suggests that individuals from historically marginalized communities often seek out or are given roles that are local or non-revenue-generating or confer little prestige or potential for upward mobility. [16][17][18]29 Even if the work is of high value for the organization, such as equity, diversity, and inclusion (EDI) activities, these undertakings have historically not been incorporated into the advancement paradigms of academic medicine. Thus, performing these tasks takes away time and effort that could have been devoted to more traditionally rewarded responsibilities.…”

Section: Role Of Sponsorship For Historically Marginalized Communitiesmentioning

confidence: 99%

“…Another challenge is that sponsorship opportunities vary in their visibility and association with career advancement. The literature suggests that individuals from historically marginalized communities often seek out or are given roles that are local or non–revenue-generating or confer little prestige or potential for upward mobility . Even if the work is of high value for the organization, such as equity, diversity, and inclusion (EDI) activities, these undertakings have historically not been incorporated into the advancement paradigms of academic medicine.…”

Section: Defining the Problem: Rationale For Sponsorshipmentioning

confidence: 99%

“…6,10,14,15 Despite the potential benefits of sponsorship, historically marginalized individuals continue to face barriers to receiving effective sponsorship, as outlined later and summarized in Figure 2. [10][11][12][13][16][17][18][19][20][21][22][23][24][25] Defining the Problem: Rationale for Sponsorship…”

Section: Summary Of Literature Reviewmentioning

confidence: 99%

“…Sponsors and sponsees can benefit from partnering across differences and understanding how historically established stereotypes and practices have been associated with the landscape of medicine. Examples include (1) the double-bind dilemma or competence likability tradeoff, in which assertive women are viewed more negatively than assertive men; (2) the Matthew/Matilda effect, in which ideas are attributed more commonly to men; (3) how imposter syndrome, stereotypes, and cross-race effects can threaten women and those of racial and ethnic minority groups 12,18,22,25 ; and (4) how intersecting identities can be associated with layers of invisibility. 8,40,41 To our knowledge, there are no distinct curricula for sponsorship across differences, but analogous resources exist for intersectional mentorship (eTable 3 in the Supplement).…”

Section: Providing Education For Sponsors and Sponseesmentioning

confidence: 99%

See 4 more Smart Citations

Sponsorship in Otolaryngology–Head and Neck Surgery

Farlow

Wamkpah

Francis

et al. 2023

JAMA Otolaryngol Head Neck Surg

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ImportanceSponsorship, distinct from mentorship or coaching, involves advancing the careers of individuals by nominating them for roles, increasing the visibility of their work, or facilitating opportunities. Sponsorship can open doors and enhance diversity; however, achieving desirable outcomes requires equitable approaches to cultivating potential in sponsees and promoting their success. The evidence on equitable sponsorship practices has not been critically examined, and this special communication reviews the literature, highlighting best practices.ObservationsSponsorship addresses an unmet need for supporting individuals who have historically been afforded fewer, less visible, or less effective opportunities for upward career mobility. Barriers to equitable sponsorship include the paucity of sponsors of underrepresented identity; smaller and underdeveloped networks among these sponsors; lack of transparent, intentional sponsorship processes; and structural inequities that are associated with recruitment, retention, and advancement of diverse individuals. Strategies to enhance equitable sponsorship are cross-functional, building on foundational principles of equity, diversity, and inclusion; patient safety and quality improvement; and insights from education and business. Equity, diversity, and inclusion principles inform training on implicit bias, cross-cultural communication, and intersectional mentoring. Practices inspired by patient safety and quality improvement emphasize continuously improving outreach to diverse candidates. Education and business insights emphasize minimizing cognitive errors, appreciating the bidirectional character of interactions, and ensuring that individuals are prepared for and supported in new roles. Collectively, these principles provide a framework for sponsorship. Persistent knowledge gaps are associated with timing, resources, and systems for sponsorship.Conclusions and RelevanceThe nascent literature on sponsorship is limited but draws on best practices from various disciplines and has potential to promote diversity within the profession. Strategies include developing systematic approaches, providing effective training, and supporting a culture of sponsorship. Future research is needed to define best practices for identifying sponsees, cultivating sponsors, tracking outcomes, and fostering longitudinal practices that are sustainable at local, regional, and national levels.

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Section: Summary Of Literature Reviewmentioning

confidence: 95%