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Uner OE, Choi D, Hwang TS, Faridi A. Bias Reduction Practices in Underrepresented Groups in Ophthalmology Resident Recruitment. JAMA Ophthalmol 2024; 142:429-435. [PMID: 38546576 PMCID: PMC10979357 DOI: 10.1001/jamaophthalmol.2024.0394] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/12/2023] [Accepted: 01/22/2024] [Indexed: 04/01/2024]
Abstract
Importance Best recruitment practices for increasing diversity are well established, but the adoption and impact of these practices in ophthalmology residency recruitment are unknown. Objective To describe the adoption of bias reduction practices in groups underrepresented in ophthalmology (URiO) residency recruitment and determine which practices are effective for increasing URiO residents. Design, Setting, and Participants This cross-sectional survey study used an 18-item questionnaire included in the online survey of the Association of University Professors in Ophthalmology (AUPO) Residency Program Directors. Data collection occurred from July 2022 to December 2022. The data were initially analyzed on January 16, 2023. Participants included residency program directors (PDs) in the AUPO PD listserv database. Main Outcomes and Measures Descriptive analysis of resident selection committee approaches, evaluation of applicant traits, and use of bias reduction tools. Primary outcome was diversity assessed by presence of at least 1 resident in the last 5 classes who identified as URiO, including those underrepresented in medicine (URiM), lesbian, gay, bisexual, transgender, queer, intersex, and asexual plus, or another disadvantaged background (eg, low socioeconomic status). Multivariate analyses of recruitment practices were conducted to determine which practices were associated with increased URiO and URiM. Results Among 106 PDs, 65 completed the survey (61.3%). Thirty-nine PDs used an interview rubric (60.0%), 28 used interview standardization (43.0%), 56 provided at least 1 bias reduction tool to their selection committee (86.2%), and 44 used postinterview metrics to assess diversity, equity, and inclusion efforts (67.7%). Application filters, interview standardization, and postinterview metrics were not associated with increased URiO. Multivariate logistic regression analysis showed larger residency class (odds ratio [OR], 1.34; 95% CI, 1.09-1.65; P = .01) and use of multiple selection committee bias reduction tools (OR, 1.47; 95% CI, 1.13-1.92; P = .01) were positively associated with increased URiO, whereas use of interview rubrics (OR, 0.72; 95% CI, 0.59-0.87; P = .001) and placing higher importance of applicant interest in a program (OR, 0.83; 95% CI, 0.75-0.92; P = .02) were negatively associated. URiM analyses showed similar associations. Conclusions and Relevance Ophthalmology residency interviews are variably standardized. In this study, providing multiple bias reduction tools to selection committees was associated with increased URiO and URiM residents. Prioritizing applicant interest in a program may reduce resident diversity. Interview rubrics, while intended to reduce bias, may inadvertently increase inequity.
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Affiliation(s)
- Ogul E. Uner
- Casey Eye Institute, Department of Ophthalmology, Oregon Health & Science University, Portland
| | - Dongseok Choi
- Casey Eye Institute, Department of Ophthalmology, Oregon Health & Science University, Portland
- Oregon Health & Science University, Portland State University School of Public Health, Portland
| | - Thomas S. Hwang
- Casey Eye Institute, Department of Ophthalmology, Oregon Health & Science University, Portland
| | - Ambar Faridi
- Casey Eye Institute, Department of Ophthalmology, Oregon Health & Science University, Portland
- Veteran Affairs Portland Health Care System, Oregon
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2
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Dodelzon K, Milch HS, Mullen LA, Dialani V, Jacobs S, Parikh JR, Grimm LJ. Factors Contributing to Disproportionate Burnout in Women Breast Imaging Radiologists: A Review. JOURNAL OF BREAST IMAGING 2024; 6:124-132. [PMID: 38330442 DOI: 10.1093/jbi/wbad104] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/20/2023] [Indexed: 02/10/2024]
Abstract
Physician burnout continues to increase in prevalence and disproportionately affects women physicians. Breast imaging is a woman-dominated subspeciality, and therefore, worsening burnout among women physicians may have significant repercussions on the future of the breast imaging profession. Systemic and organizational factors have been shown to be the greatest contributors to burnout beyond individual factors. Based on the Mayo Model, we review the evidence regarding the 7 major organizational contributors to physician burnout and their potential disproportionate impacts on women breast radiologists. The major organizational factors discussed are work-life integration, control and flexibility, workload and job demands, efficiency and resources, finding meaning in work, social support and community at work, and organizational culture and values. We also propose potential strategies for institutions and practices to mitigate burnout in women breast imaging radiologists. Many of these strategies could also benefit men breast imaging radiologists, who are at risk for burnout as well.
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Affiliation(s)
- Katerina Dodelzon
- Department of Radiology, Weill Cornell Medicine at NewYork-Presbyterian, New York, NY, USA
| | - Hannah S Milch
- Department of Radiology, David Geffen School of Medicine at UCLA, Los Angeles, CA, USA
| | - Lisa A Mullen
- Division of Breast Imaging, The Russell H. Morgan Department of Radiology and Radiological Sciences, Johns Hopkins Medicine, Baltimore, MD, USA
| | - Vandana Dialani
- Division of Breast Imaging, Department of Radiology, Beth Israel Lahey Hospital, Boston, MA, USA
- Harvard Medical School, Boston, MA, USA
| | - Sarah Jacobs
- New Ulm Medical Center Radiology, Allina Health, New Ulm, MN, USA
| | - Jay R Parikh
- Department of Radiology, The University of Texas MD Anderson Cancer Center, Houston, TX, USA
| | - Lars J Grimm
- Department of Radiology, Duke University Medical Center, Durham, NC, USA
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3
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Russel SM, Carter TM, Wright ST, Hirshfield LE. How Do Academic Medicine Pathways Differ for Underrepresented Trainees and Physicians? A Critical Scoping Review. ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2023; 98:00001888-990000000-00537. [PMID: 37556817 PMCID: PMC10834859 DOI: 10.1097/acm.0000000000005364] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 08/11/2023]
Abstract
PURPOSE Academic medicine faces difficulty recruiting and retaining a diverse workforce. The proportion of medical students who are underrepresented in medicine (URiM) is smaller than the proportion of URiM's in the general population, and these numbers worsen with each step up the academic medicine ladder. Previously known as the "leaky pipeline," this phenomenon may be better understood as disparate "pathways with potholes," which acknowledges the different structural barriers that URiM trainees and faculty face in academic medicine. This critical scoping review analyzed current literature to determine what variables contribute to the inequitable "pathways and potholes" URiM physicians experience in academic medicine. METHOD The authors combined scoping review methodology with a critical lens. The comprehensive search strategy used terms about academic medicine, underrepresented groups, and leaving academic medical careers. One reviewer conducted screening, full text review, and data extraction while in consultation with members of the research team. Data extraction focused on themes related to pathways and potholes, such as attrition, recruitment, and retention in academic medicine. Themes were iteratively merged, and quality of contribution to the field and literature gaps were noted. RESULTS Included papers clustered into attrition, recruitment, and retention. Those pertaining to attrition noted that URiM faculty are less likely to get promoted even when controlling for scholarly output, and a hostile work environment may exacerbate attrition. Recruitment and retention strategies were most effective when multi-pronged approaches changed every step of the recruitment and promotion processes. CONCLUSIONS These studies provide examples of various "potholes" that can affect representation in academic medicine of URiM trainees and faculty. However, only a few studies examined the link between isolating and hostile work environments, the so-called "chilly climate," and attrition from academic medicine. Understanding these concepts is key to producing the most effective interventions to improve diversity in medicine.
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Affiliation(s)
- Sarah M Russel
- S.M. Russel is a third-year resident physician, Department of Otolaryngology/Head & Neck Surgery, University of North Carolina, Chapel Hill, North Carolina; ORCID: https://orcid.org/0000-0001-9299-8047
| | - Taylor M Carter
- T.M. Carter is a fourth-year resident physician, Department of Surgery, University of North Carolina, Chapel Hill, North Carolina, and a surgical education fellow, University of Utah, Salt Lake City, Utah
| | - Sarah T Wright
- S.T. Wright is a librarian, Health Sciences Library, University of North Carolina, Chapel Hill, North Carolina
| | - Laura E Hirshfield
- L.E. Hirshfield is The Dr. Georges Bordage Medical Education Faculty Scholar and associate professor of medical education and sociology, Department of Medical Education, University of Illinois College of Medicine, Chicago, Illinois; ORCID: https://orcid.org/0000-0003-0894-2994
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4
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Musa A, Afify O, Al-Hihi M, Anavim A, Holton JM, Azar S, Kumar V, Cassella KD, Ledbetter KA, Trivedi PS, Arnold EC, Ter-Oganesyan R. Views of Diagnostic Radiology Residency Program Directors Regarding Methods to Increase Female and Under-Represented in Medicine Residents: A Cross-sectional Study. Acad Radiol 2023; 30:541-547. [PMID: 35581054 DOI: 10.1016/j.acra.2022.03.024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/17/2022] [Revised: 03/22/2022] [Accepted: 03/24/2022] [Indexed: 01/25/2023]
Abstract
RATIONALE AND OBJECTIVES Diagnostic radiology remains one of the least diverse medical specialties. Recent reports have found that the number of female and under-represented in medicine (URiM) residents have not increased despite efforts to increase representation over the last decade. Given the critical role of residency program directors in selecting diverse applicants, this study was performed to identify which strategies were most preferred to increase the number of female and/or URiM residents by directors of diagnostic radiology residency training programs. MATERIALS AND METHODS This was an anonymous, cross-sectional study of diagnostic radiology residency program directors that included a survey about program characteristics, demographics, and strategies to increase the number of female and/or URiM residents. RESULTS The questionnaire was submitted to 181 potential participants with a 19.9% response rate. The most preferred strategies to increase diversity involved directly recruiting medical students, promoting mentorship, increasing the number of diverse teaching faculty, and unconscious bias training. The least supported strategies included deemphasizing exam scores, accepting more international graduates, accepting a minimum number of female and/or URiM applicants, and de-identifying applications. Female and/or URiM program directors indicated a statistically significant preference for medical student recruitment and providing an opportunity to discuss workplace issues for female and/or URiM trainees (p < 0.05). CONCLUSION Diagnostic radiology residency program directors endorsed a wide variety of strategies to increase diversity. Recruitment of female and/or URiM medical students and promoting the number of diverse faculty members and mentorship of trainees by these faculty appear to be the most preferred strategies to increase female and/or URiM residents. Female and/or URiM program directors placed a greater importance on recruiting diverse applicants and supporting safe discussion of workplace issues faced by female and/or URiM radiology residents.
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Affiliation(s)
- Arif Musa
- Wayne State University School of Medicine, 540 East Canfield Street, Detroit, Michigan, 48201.
| | - Omar Afify
- Wayne State University School of Medicine, Detroit, Michigan
| | - Maysoon Al-Hihi
- Wayne State University School of Medicine / Detroit Medical Center, Detroit, Michigan
| | - Arash Anavim
- University of California Irvine Medical Center, Orange, California
| | - Jeffrey M Holton
- Diagnostic Radiology Residency Dearborn, Beaumont Hospital Dearborn, Dearborn, Michigan
| | - Shadi Azar
- University of Michigan Medical School, Ann Arbor, Michigan
| | - Vishal Kumar
- University of California San Francisco Department of Radiology and Biomedical Imaging, San Francisco, California
| | - Katharyn D Cassella
- Diagnostic Radiology Residency Dearborn, Beaumont Hospital Dearborn, Dearborn, Michigan
| | | | | | - El Caney Arnold
- Wayne State University School of Medicine, Detroit, Michigan
| | - Ramon Ter-Oganesyan
- University of Southern California Keck School of Medicine, Los Angeles, California
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5
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Cusson T, Lebel K, Spalluto L, Hillier T, Darras K, Yong-Hing C. Recommendations for Improving Canadian Radiology Equity, Diversity and Inclusion. Can Assoc Radiol J 2023; 74:30-36. [PMID: 35617112 DOI: 10.1177/08465371221099956] [Citation(s) in RCA: 11] [Impact Index Per Article: 11.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/11/2023] Open
Abstract
Improving equity, diversity, and inclusion (EDI) within Canadian radiology is critical for optimal patient care and to reduce health disparities. Although there are increasing national EDI initiatives, there is a paucity of resources available to assist radiology departments as the culture of EDI evolves and faculty and institutions are expected to incorporate EDI in their practice. We present practical recommendations for radiology departments, radiology training programs, and individual radiologists wishing or mandated to improve EDI in the workplace. Actionable strategies for creating an environment that promotes EDI, attracting and supporting diverse trainees, and for how individual radiologists can be allies are presented. These EDI strategies are imperative to provide the best patient care and to strengthen the future of Canadian radiology.
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Affiliation(s)
- Tasha Cusson
- Faculty of Medicine, 5622University of Montreal, Montreal, QC, Canada
| | - Kiana Lebel
- Department of Radiology, Faculty of Medicine, 5622University of Montreal, Montreal, QC, Canada
| | - Lucy Spalluto
- Department of Radiology and Radiological Sciences, 12328Vanderbilt University Medical Center, Nashville, TN, USA.,Vanderbilt-Ingram Cancer Center, Nashville, TN, USA.,Veterans Health Administration-Tennessee Valley Healthcare System Geriatric Research, Education and Clinical Center (GRECC), Nashville, TN, USA
| | - Tracey Hillier
- Department of Radiology and Diagnostic Imaging, 3158University of Alberta, Edmonton, AB, Canada
| | - Kathryn Darras
- Department of Radiology, Faculty of Medicine, 8166University of British Columbia, Vancouver, British Columbia, Canada
| | - Charlotte Yong-Hing
- Department of Radiology, Faculty of Medicine, 8166University of British Columbia, Vancouver, British Columbia, Canada.,Diagnostic Imaging, BC Cancer, Vancouver, British Columbia, Canada
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6
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Klontzas ME, Jean J, Turner VL, Balthazar P. Why and How to Increase Diversity in the Radiology Trainee Workforce. Radiographics 2022; 42:E82-E85. [PMID: 35302865 DOI: 10.1148/rg.220007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Affiliation(s)
- Michail E Klontzas
- From the Department of Medical Imaging, University Hospital of Heraklion, Voutes, Heraklion 71110, Crete, Greece, and Department of Radiology, School of Medicine, University of Crete, Heraklion, Crete, Greece (M.E.K.); Department of Surgery, Stamford Health/Columbia University College of Physicians and Surgeons, Stamford, Conn (J.J.); Department of Radiology, Stanford University School of Medicine, Stanford, Calif (V.L.T.); and Department of Radiology and Imaging Sciences, Emory University School of Medicine, Atlanta, Ga (P.B.)
| | - Jolie Jean
- From the Department of Medical Imaging, University Hospital of Heraklion, Voutes, Heraklion 71110, Crete, Greece, and Department of Radiology, School of Medicine, University of Crete, Heraklion, Crete, Greece (M.E.K.); Department of Surgery, Stamford Health/Columbia University College of Physicians and Surgeons, Stamford, Conn (J.J.); Department of Radiology, Stanford University School of Medicine, Stanford, Calif (V.L.T.); and Department of Radiology and Imaging Sciences, Emory University School of Medicine, Atlanta, Ga (P.B.)
| | - Valery L Turner
- From the Department of Medical Imaging, University Hospital of Heraklion, Voutes, Heraklion 71110, Crete, Greece, and Department of Radiology, School of Medicine, University of Crete, Heraklion, Crete, Greece (M.E.K.); Department of Surgery, Stamford Health/Columbia University College of Physicians and Surgeons, Stamford, Conn (J.J.); Department of Radiology, Stanford University School of Medicine, Stanford, Calif (V.L.T.); and Department of Radiology and Imaging Sciences, Emory University School of Medicine, Atlanta, Ga (P.B.)
| | - Patricia Balthazar
- From the Department of Medical Imaging, University Hospital of Heraklion, Voutes, Heraklion 71110, Crete, Greece, and Department of Radiology, School of Medicine, University of Crete, Heraklion, Crete, Greece (M.E.K.); Department of Surgery, Stamford Health/Columbia University College of Physicians and Surgeons, Stamford, Conn (J.J.); Department of Radiology, Stanford University School of Medicine, Stanford, Calif (V.L.T.); and Department of Radiology and Imaging Sciences, Emory University School of Medicine, Atlanta, Ga (P.B.)
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7
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Rezaee M, Verde A, Anchang B, Mattonen SA, Garcia-Diaz J, Daldrup-Link H. Disparate participation by gender of conference attendants in scientific discussions. PLoS One 2022; 17:e0262639. [PMID: 35061813 PMCID: PMC8782342 DOI: 10.1371/journal.pone.0262639] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2020] [Accepted: 01/02/2022] [Indexed: 11/19/2022] Open
Abstract
One important metric of a radiologist’s visibility and influence is their ability to participate in discussion within their community. The goal of our study was to compare the participation level of men and women in scientific discussions at the annual meeting of the Radiological Society of North America (RSNA). Eleven volunteers collected participation data by gender in 59 sessions (286 presentations) at the 2018 RSNA meeting. Data was analyzed using a combination of Chi-squared, paired Wilcoxon signed-rank and T-test. Of all RSNA professional attendees at the RSNA, 68% were men and 32% were women. Of the 2869 presentations listed in the program, 65% were presented by men and 35% were presented by women. Of the 286 presentations in our sample, 177 (61.8%) were presented by men and 109 (38.1%) were presented by women. Of these 286 presentations, 81 (63%) were moderated by men and 47 (37%) were moderated by women. From the audience, 190 male attendees participated in 134 question-and-answer (Q&A) sessions following presentations and 58 female attendees participated in 52 Q&A sessions (P<0.001). Female attendees who did participate in Q&A sessions talked for a significantly shorter period of time (mean 7.14 ± 17.7 seconds, median 0) compared to male attendees (28.7 ± 29.6 seconds, median 16; P<0.001). Overall, our findings demonstrate that women participated less than men in the Q&A sessions at RSNA 2018, and talked for a shorter period of time. The fact that women were outnumbered among their male peers may explain the difference in behavior by gender.
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Affiliation(s)
- Melika Rezaee
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
| | - Audrey Verde
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
| | - Benedict Anchang
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- National Institute of Environmental Health Sciences, Biostatistics and Computational Biology Branch, Triangle Park, North Carolina, United States of America
| | - Sarah A. Mattonen
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- Department of Medical Biophysics, Western University, London, Ontario, Canada
| | - Jordi Garcia-Diaz
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- Universtity of Alabama at Birmingham, Birmingham, Alabama, United States of America
| | - Heike Daldrup-Link
- Department of Radiology, Stanford University School of Medicine, Palo Alto, California, United States of America
- * E-mail:
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8
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Glastonbury CM, Bucknor M, Wall SD, Hess CP. Hiring Through the Lens of Diversity: Strategies to Create Diverse Departments. Acad Radiol 2021; 28:1775-1778. [PMID: 32863152 DOI: 10.1016/j.acra.2020.08.007] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/09/2020] [Revised: 07/24/2020] [Accepted: 08/03/2020] [Indexed: 11/27/2022]
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9
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Testing for Implicit Gender Bias among Plastic Surgeons. PLASTIC AND RECONSTRUCTIVE SURGERY-GLOBAL OPEN 2021; 9:e3612. [PMID: 34104616 PMCID: PMC8183824 DOI: 10.1097/gox.0000000000003612] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/17/2021] [Accepted: 03/24/2021] [Indexed: 11/28/2022]
Abstract
The aim of this study was to examine for the presence of implicit bias within the field of plastic surgery using a gender-specific Implicit Association Test (IAT), specifically looking at gender and career stereotypes.
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10
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Maxfield CM, Thorpe MP, Koontz NA, Grimm LJ. You’re Biased! Deal With It. J Am Coll Radiol 2021; 18:161-165. [DOI: 10.1016/j.jacr.2020.06.028] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2020] [Accepted: 06/25/2020] [Indexed: 02/07/2023]
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11
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Lebel K, Hillier E, Spalluto LB, Yap W, Keglowitsch K, Darras KE, Yong-Hing CJ. The Status of Diversity in Canadian Radiology-Where We Stand and What Can We Do About It. Can Assoc Radiol J 2020; 72:701-709. [PMID: 33353386 DOI: 10.1177/0846537120978258] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
Radiology has been identified as one of the medical specialties with the least gender, racial, and ethnic diversity. Despite the demonstrated benefits of gender and race diversity in medicine and industry, including innovation, empathy and improved patient outcomes, diversity in radiology in Canada is still lacking. In 2019, women represented around 63% of current medical graduates. However, within Canadian radiology practices, only 31.6% of radiologists are women. Women are also underrepresented in academic positions and the widening gender gap is present at higher academic ranks, indicating that women may not advance through academic hierarchies at the same pace as men. Although data on racial diversity in Canadian radiology practices is currently lacking, the representation of visible minorities in the general Canadian population is not reflected across Canadian radiology practices. Similarly, despite the Canadian Truth and Reconciliation Commission calling for action to increase the number of Indigenous healthcare workers, Indigenous people remain underrepresented in medicine and radiology. The importance of increasing diversity in radiology has gained recognition in recent years. Many solutions and strategies for national associations and radiology departments to improve diversity have been proposed. Leadership commitment is required to implement these programs to increase diversity in radiology in Canada with the ultimate goal of improving patient care. We review the current literature and available data on diversity within radiology in Canada, including the status of gender, race/ethnicity, and Indigenous people. We also present potential solutions to increase diversity.
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Affiliation(s)
- Kiana Lebel
- 7321University of Sherbrooke, Sherbrooke, QC, Canada
| | - Elizabeth Hillier
- Faculty of Medicine and Dentistry, 3158University of Alberta, Edmonton, AB, Canada.,Faculty of Medicine, McGill University, Montreal, QC, Canada
| | - Lucy B Spalluto
- Department of Radiology and Radiological Sciences, 12328Vanderbilt University Medical Center, Nashville, TN, USA.,Vanderbilt Ingram Cancer Center, Nashville, TN, USA.,Veterans Health Administration, Tennessee Valley Healthcare System Geriatric Research, Education and Clinical Center (GRECC), Nashville, TN, USA
| | - Wan Yap
- Abbotsford Regional Hospital and Cancer Centre, Abbotsford, BC, Canada
| | | | - Kathryn E Darras
- Faculty of Medicine, 8166University of British Columbia, Vancouver, BC, Canada
| | - Charlotte J Yong-Hing
- Faculty of Medicine, 8166University of British Columbia, Vancouver, BC, Canada.,8144BC Cancer, Vancouver, BC, Canada
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12
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13
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Kubik-Huch RA, Vilgrain V, Krestin GP, Reiser MF, Attenberger UI, Muellner AU, Hess CP, Hricak H. Women in radiology: gender diversity is not a metric-it is a tool for excellence. Eur Radiol 2019; 30:1644-1652. [PMID: 31802213 PMCID: PMC7033068 DOI: 10.1007/s00330-019-06493-1] [Citation(s) in RCA: 54] [Impact Index Per Article: 10.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2019] [Accepted: 10/02/2019] [Indexed: 10/31/2022]
Abstract
Women in Focus: Be Inspired was a unique programme held at the 2019 European Congress of Radiology that was structured to address a range of topics related to gender and healthcare, including leadership, mentoring and the generational progression of women in medicine. In most countries, women constitute substantially fewer than half of radiologists in academia or private practice despite frequently accounting for at least half of medical school enrolees. Furthermore, the proportion of women decreases at higher academic ranks and levels of leadership, a phenomenon which has been referred to as a "leaky pipeline". Gender diversity in the radiologic workplace, including in academic and leadership positions, is important for the present and future success of the field. It is a tool for excellence that helps to optimize patient care and research; moreover, it is essential to overcome the current shortage of radiologists. This article reviews the current state of gender diversity in academic and leadership positions in radiology internationally and explores a wide range of potential reasons for gender disparities, including the lack of role models and mentorship, unconscious bias and generational changes in attitudes about the desirability of leadership positions. Strategies for both individuals and institutions to proactively increase the representation of women in academic and leadership positions are suggested. KEY POINTS: • Gender-diverse teams perform better. Thus, gender diversity throughout the radiologic workplace, including in leadership positions, is important for the current and future success of the field. • Though women now make up roughly half of medical students, they remain underrepresented among radiology trainees, faculty and leaders. • Factors leading to the gender gap in academia and leadership positions in Radiology include a lack of role models and mentors, unconscious biases, other societal barriers and generational changes.
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Affiliation(s)
- Rahel A Kubik-Huch
- Department of Medical Services, Institute of Radiology, Kantonsspital Baden, CH-5404, Baden, Switzerland
| | - Valérie Vilgrain
- APHP, HUPNVS, Hôpital Beaujon, 100 bd General Leclerc, 92110, Clichy, France.,Université de Paris, Paris, France
| | - Gabriel P Krestin
- Department of Radiology and Nuclear Medicine at Erasmus MC, University Medical Center Rotterdam, Room Ne-515k, P.O. Box 2040, 3000 CA, Rotterdam, The Netherlands
| | - Maximilian F Reiser
- Department of Radiology, Ludwig-Maximilians-University, Marchioninistr. 15, 81377, Munich, Germany
| | - Ulrike I Attenberger
- Institute of Clinical Radiology and Nuclear Medicine, University Medical Center Mannheim, Theodor-Kutzer-Ufer 1-3, 68167, Mannheim, Germany
| | - Ada U Muellner
- Department of Radiology, Memorial Sloan Kettering Cancer Center, 1275 York Avenue, c-278, New York, NY, 10065, USA
| | - Christopher P Hess
- Department of Radiology and Biomedical Imaging, University of California, San Francisco, 505 Parnassus Avenue, Room M-392, UCSF, Box 0628, San Francisco, CA, 94143-0628, USA
| | - Hedvig Hricak
- Department of Radiology, Memorial Sloan Kettering Cancer Center, 1275 York Avenue, c-278, New York, NY, 10065, USA.
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14
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Bucknor MD, Villanueva-Meyer JE, Kumar V, Talbott JF, Wall SD, Glastonbury CM, Dillon WP, Arenson RL, Wilson MW, Hess CP. Diversity and Inclusion Efforts in University of California, San Francisco Radiology: Reflections on 3 Years of Pipeline, Selection, and Education Initiatives. J Am Coll Radiol 2019; 16:1716-1719. [DOI: 10.1016/j.jacr.2019.06.012] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/20/2019] [Revised: 06/04/2019] [Accepted: 06/05/2019] [Indexed: 10/26/2022]
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