Recruiting and Maintaining a Diverse Health Care Workforce
Statement of Problem
Minority physicians and scientists are vastly underrepresented among medical school faculty compared to general population percentages. Underrepresented minority (URM) faculty including Hispanic, Black, Native American, Alaskan Native, Native Hawaiian and Pacific Islander individuals comprise only 7.5% of all medical school faculty compared to 14.1% of medical students and 30.0% of the United States population. Although representation has increased over time, URM faculty are less likely to be promoted and when promoted, spend a longer time in a probationary rank. Overall, URM faculty are less likely to hold senior faculty positions and are less likely to receive National Institutes of Health (NIH) research awards. All of this leads to reports of social isolation, lower career satisfaction, and greater attrition than non-URM faculty.
A number of medical schools have implemented various faculty diversity programs to increase the recruitment and retention of URM faculty, however, little is known about the outcomes of such programs. A recent study by Guevara et al. and Adanga et al. show that minority faculty development programs are uncommon (29%) at US medical schools, and are not associated with URM recruitment, retention, or promotion.
This project will provide important information to evaluate the success of the current AMFDP program. Additionally, baseline information on applicants and award recipients will be gathered, which will permit longitudinal assessments of participants into the future. Information from this evaluation can be used to enhance existing program components of the AMFDP and to develop new program tools to enhance the success of AMFDP award recipients.
This project page was last updated in April 2018.
Children's Hospital of Philadelphia, PolicyLab. Minority Faculty Development [Online]. Available at: http://www.policylab.chop.edu [Accessed: plug in date accessed here].