Abstract
Improving the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine is a priority at many academic institutions to ensure excellence in patient care, research, and health equity. Here we provide a critical review of the literature and offer evidence-based guidelines for faculty recruitment, retention, and representation in leadership. Recommendations for recruitment include targeted recruitment to expand the candidate pool with diverse candidates, holistic review of applications, and incentivizing stakeholders for success with diversity efforts. Retention efforts should establish a culture of inclusivity, promote faculty development, and evaluate for biases in the promotion and tenure process. We believe this guide will be valuable for all leaders and faculty members seeking to advance diversity, equity, and inclusion in their institutions.
Highlights
Many academic institutions are prioritizing diversity, equity, and inclusion (DEI) in an effort to improve the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine (UIM)*
In emergency medicine (EM), where diverse pathology, patient populations, and workflows are inherent, DEI efforts are a vehicle toward excellence in patient care, research, and health equity
One institution created an institution-wide diversity program with structured individual mentoring to UIM faculty, specific professional development opportunities, social events, and salary support for scholarly endeavors, which led to an increase in the percentage of UIM faculty from 4% to 7%
Summary
Many academic institutions are prioritizing diversity, equity, and inclusion (DEI) in an effort to improve the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine (UIM)*.1,2 Diversity in leadership provides many benefits, including the ability to reduce implicit bias in care, allow for diversity of thought and perspectives in institutional-level decisions, and improve visibility of UIM faculty who are frequently overlooked and under-represented in positions of power.[3]. Many academic institutions are prioritizing diversity, equity, and inclusion (DEI) in an effort to improve the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine (UIM)*.1,2. Incentivize Stakeholders and Create Accountability Tracking institutional and departmental diversity metrics is necessary to set goals, identify effective strategies and opportunities for improvement, and incentivize success.[26,27] This process could include tracking promotion, retention, and leadership positions among UIMs vs non-UIMs.[27,28]. One institution created an institution-wide diversity program with structured individual mentoring to UIM faculty, specific professional development opportunities, social events, and salary support for scholarly endeavors, which led to an increase in the percentage of UIM faculty from 4% to 7%.62. Some proposed recommendations may not be as effective for EM, and further studies are needed to ensure pertinence to EM
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
