The Path to Gastroenterology and Hepatology Leadership: Inadvertently Perpetuating the Glass Ceiling and Sticky Floor

VanWagner, Lisa B.; Issaka, Rachel B.

doi:10.1053/j.gastro.2020.09.063

Cited by 6 publications

(2 citation statements)

References 17 publications

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“…Societies may also garner support for UIM GI and hepatology professionals interested in pursuing leadership roles in the national societies and in local settings, such as in training programs (e.g., program director), academic institutions (e.g., division chief), and clinical practice leadership (e.g., partner). [ 26 ] As proprietors of the GI and hepatology journals that determine educational content for professionals, the societies can also help to promote broad dissemination of research related to diversity and disparities and other intellectual content from UIM professionals. These examples are but a few of the many ways that gastroenterologists and hepatologists, medical societies, allies, and the IGD can serve collectively as important agents of change.…”

Section: Discussionmentioning

confidence: 99%

Diversity, equity, and inclusion in gastroenterology and hepatology: A survey of where we stand

et al. 2022

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Background and Aims In the setting of increasing attention to representation in medicine, we aimed to assess current perspectives of racial and ethnic workforce diversity and health care disparities among gastroenterology (GI) and hepatology professionals in the United States. Approach and Results We developed and administered a 33‐item electronic cross‐sectional survey to members of five national GI and hepatology societies. Survey items were organized into thematic modules and solicited perspectives on racial and ethnic workforce diversity, health care disparities in GI and hepatology, and potential interventions to enhance workforce diversity and improve health equity. Of the 1219 survey participants, 62.3% were male, 48.7% were non‐Hispanic White, and 19.9% were from backgrounds underrepresented in medicine. The most frequently reported barriers to increasing racial and ethnic diversity in GI and hepatology were insufficient representation of underrepresented racial and ethnic minority groups in the education and training pipeline (n = 431 [35.4%]), in professional leadership (n = 340 [27.9%]), and among practicing GI and hepatology professionals (n = 324 [26.6%]). Suggested interventions were to increase career mentorship opportunities (n = 545 [44.7%]), medical student opportunities (n = 520 [42.7%]), and program and professional society leadership roles for underrepresented racial and ethnic minority groups (n = 473 [38.8%]). Conclusions Our survey explored imperative and timely perspectives on racial and ethnic representation and health equity among professionals in GI and hepatology. The findings should inform future interventions to address workforce diversity and establish priorities toward improving health equity, ultimately serving as a springboard for professional societies, academic institutions, and other organizations that aim to increase diversity, equity, and inclusion in our field.

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Section: Discussionmentioning

confidence: 99%

Diversity, equity, and inclusion in gastroenterology and hepatology: A survey of where we stand

et al. 2022

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“…The national GI and hepatology societies comprising the IGD may continue to be instrumental in implementing these strategies by creating formal, structured, and assigned mentorship and shadowing opportunities for UIM medical students and residents considering a career in GI and hepatology. Societies may also garner support for UIM GI and hepatology professionals interested in pursuing leadership roles in the national societies and in local settings, such as in training programs (e.g., program director), academic institutions (e.g., division chief), and clinical practice leadership (e.g., partner) ( 26 ). As proprietors of the GI and hepatology journals that determine educational content for professionals, the societies can also help to promote broad dissemination of research related to diversity and disparities and other intellectual content from UIM professionals.…”

Section: Discussionmentioning

confidence: 99%

Diversity, Equity, and Inclusion in Gastroenterology and Hepatology: A Survey of Where We Stand

et al. 2022

View full text Add to dashboard Cite

In the setting of increasing attention to representation in medicine, we aimed to assess current perspectives of racial and ethnic workforce diversity and health care disparities among gastroenterology (GI) and hepatology professionals in the United States. METHODS:We developed and administered a 33-item electronic cross-sectional survey to members of 5 national GI and hepatology societies. Survey items were organized into thematic modules and solicited perspectives on racial and ethnic workforce diversity, health care disparities in GI and hepatology, and potential interventions to enhance workforce diversity and improve health equity. RESULTS:Of the 1,219 survey participants, 62.3% were male, 48.7% were non-Hispanic White, and 19.9% were from backgrounds underrepresented in medicine. The most frequently reported barriers to increasing racial and ethnic diversity in GI and hepatology were insufficient representation of underrepresented racial and ethnic minority groups in the education and training pipeline (n 5 431 [35.4%]), in professional leadership (n 5 340 [27.9%]), and among practicing GI and hepatology professionals (n 5 324 [26.6%]). Suggested interventions were to increase career mentorship opportunities (n 5 545 [44.7%]), medical student opportunities (n 5 520 [42.7%]), and program and professional society leadership roles for underrepresented racial and ethnic minority groups (n 5 473 [38.8%]). DISCUSSION:Our survey explored imperative and timely perspectives on racial and ethnic representation and health equity among professionals in GI and hepatology. The findings should inform future interventions to address workforce diversity and establish priorities toward improving health equity, ultimately serving as a springboard for professional societies, academic institutions, and other organizations that aim to increase diversity, equity, and inclusion in our field.

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Analysis of Speaker Introduction Formality by Gender at the American College of Gastroenterology 2020 Annual Scientific Meeting

et al. 2021

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Background Gender-based differences in the use of professional titles during speaker introductions have been described in other medical specialties. Aims Our primary aim was to assess gender-based differences in the formality of speaker introductions at the American College of Gastroenterology 2020 Virtual Annual Scientific Meeting. Our secondary aim was to assess gender-based differences in the formality of speaker self-introductions. Methods Reviewed presentations from the American College of Gastroenterology Annual Meeting for gender-based differences in professional title use during speaker introductions and self-introductions. Results Speakers included 29 women (37.2%) and 49 men (62.8%). We found no significant gender differences in the use of professional titles by introducers (t(67) = − 0.775, p = 0.441) or in self-introductions (36.4% of women vs. 41.9% of men, t(63) = 0.422, p = 0.674). ConclusionThe lack of gender differences in professional title use may represent a novel advantage of virtual meeting formats or suggest increased attention to gender bias in introductions.

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The Path to Gastroenterology and Hepatology Leadership: Inadvertently Perpetuating the Glass Ceiling and Sticky Floor

Cited by 6 publications

References 17 publications

Diversity, equity, and inclusion in gastroenterology and hepatology: A survey of where we stand

Diversity, equity, and inclusion in gastroenterology and hepatology: A survey of where we stand

Diversity, Equity, and Inclusion in Gastroenterology and Hepatology: A Survey of Where We Stand

Analysis of Speaker Introduction Formality by Gender at the American College of Gastroenterology 2020 Annual Scientific Meeting

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