Abstract
The diversity efforts disparity in academic medicine can be defined as part of the minority tax that negatively impacts faculty who are underrepresented in medicine. This disparity can be defined as differences between minority and non-minority faculty in their recruitment or assignment by the institution to address diversity issues, climate concerns and conflict around inclusion in academic medicine. It can manifest as disproportionate committee service, being asked to be the face of diversity for the school on websites or brochures or being asked to serve on diversity task forces or initiatives. In this article, the author further characterizes the diversity efforts disparity and provides recommendations for how to identify and address it in academic medicine.
Highlights
That can translate into more diversity work and greater diversity pressures for underrepresented minorities in medicine (URM) faculty as medical school leaders go to this group more often for recommendations, solutions and initiatives
Just like disproportional clinical work, can mean less time for scholarship, which translates to the promotion disparities that we often see for URM faculty in academic medicine [6]
This study focused only on the primary care specialty of family medicine, their work is generalizable for URM faculty across specialties
Summary
As these faculty members work through their careers, the literature has grown to provide more opportunities for academic leaders to understand and address the challenges that underrepresented minority faculty face [10,11]. When URM faculty have less time and support for developing ideas, writing papers and innovating in academic medicine, their ideas and talents may go unnoticed, and the medical school does not benefit. This disparity can be defined as differences between URM and non-URM faculty in their recruitment or assignment by the institution to address diversity issues, climate concerns and conflict around inclusion in academic medicine.
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