Minorities In Medicine Research Articles

Diversity within the neurosurgical oncology workforce in the United States: A cross-sectional study with proposed strategies to pave the path forward.

Improving and fostering diversity within the neurosurgical workforce has become a high priority. This cross-sectional study aims to provide data on the diversity of neurosurgical oncology faculty (NSOF) in the US. All 115 neurosurgery (NS) Accreditation Council for Graduate Medical Education (ACGME) accredited programs were included in this study. The academic rank, academic and clinical title(s), gender, race, and hiring date of neurosurgical faculty with a primary focus on neurosurgical oncology (NSOF) were recorded. Geographical distribution and "top 10" programs were tabulated according to published data. Underrepresented minorities in medicine (URiM) faculty were identified according to the AAMC definition. The NSOF workforce constitutes 21% of the total NS faculty. Of these, 10.1% are women and 9.9% are URiM (P < .001). Currently, 58% of neurosurgery programs (NSP) do not have URiM and/or women NSOF. The top 10 ranked NSP, according to Blue Ridge Institute for Medical Research, had a significantly less URiM NSOF (P = .019) than nontop 10 ranked programs. There was a decreasing trend in the proportion of URiM at higher academic ranks (P = .019). All of the URiM department chairs (3/113)-all men-and 1/3 women department chairs nationwide subspecialized in neurosurgical oncology. Neurosurgical oncology is a sought-after subspecialty attracting a fifth of neurosurgeons practicing in ACGME-accredited training programs. Changing demographics and the benefits of workforce diversity represent a great opportunity for our field to continue leading inclusion efforts and attracting the best and brightest.

Sticky Floor and Glass Ceilings in Academic Medicine: Analysis of Race and Gender.

PurposeThis paper examines the changes in the representation of women and racial minorities in academic medicine, compares the proportion of minorities in medicine and the general United States (US) population, and discusses potential explanations for observed trends.MethodsA retrospective cross-sectional analysis of the Association of American Medical Colleges (AAMC) database was done and used to collect data on the gender and race of physicians in academic medicine. Data was collected for instructors, assistant professors, associate professors, full professors, and chairpersons from 2007 to 2018, and trends were presented.ResultsWhite physicians represented most academic physicians at every academic level, peaking in proportion at 82.74% of chairpersons and were lowest at the level of instructor at 59.30%. A similar distribution existed when gender was compared, with men comprising 84.67% of chairpersons and forming the majority at levels of full, associate, and assistant professors. However, most physicians at the level of instructors are women at 55.44%.ConclusionsThough women and racial minorities have gained greater representation in academic medicine over the past decade, high-level academic positions are not as accessible to them. Existing efforts of advocacy for women and minority races have proven fruitful over the past decade, but much more work needs to be done.

199 Diversity Among Research Coordinators in a Pediatric Emergency Medicine Collaborative Research Network

OBJECTIVES/GOALS: Our primary objective was to determine the demographic and linguistic characteristics of research coordinators (RCs) in a large pediatric emergency medicine research collaborative network. Our secondary objective was to determine if the RCs perceived any impact of those characteristics on their duties. METHODS/STUDY POPULATION: We conducted a 15-question electronic survey of RCs at the member institutions of the Pediatric Emergency Care Applied Research Network (PECARN). A total of 74 potential respondents were identified and received the survey. RESULTS/ANTICIPATED RESULTS: Fifty-three surveys (71.6%) were completed. Most respondents identified as female; white; and not Hispanic or Latino. Fourteen respondents (26.4%) identified as underrepresented minorities in medicine (UIM), which is similar to the percentage of UIM among the general population (30%). Twenty-eight respondents (52%) felt that their race/ethnicity positively impacted recruitment efforts. Twenty-three respondents (43%) felt that their ability to speak a language other than English positively impacted recruitment efforts. Four female respondents felt that their gender hindered their recruitment activities and impacted their sense of belonging within the research team. DISCUSSION/SIGNIFICANCE: RCs felt that their backgrounds and attributes positively impacted subject recruitment. However, some female coordinators felt negatively impacted by their gender. Increasing diversity amongst clinical research professionals and incorporating team cultural humility practices, may help increase diversity among clinical research subjects.

A disturbing trend: An analysis of the decline in surgical critical care fellowship training of Black and Hispanic surgeons.

Underrepresented minorities in medicine (URiMs) are disproportionally represented in surgery training programs. Rates of URiMs applying to and completing General Surgery residency remain low. We hypothesized that the patterns of URiMs disparities would persist into surgical critical care (SCC) fellowship applicants, matriculants, and graduates. We performed a retrospective analysis of SCC applicants, matriculants, and graduates from 2005 to 2020 using the graduate medical education resident survey and analyzed applicant characteristics using the Surgical Critical Care and Acute Care Surgery Fellowship Application Service from 2018 to 2020. The data were stratified by race/ethnicity and sex. Indicator variables were created for Asian, Hispanic, White, and Black trainees. Yearly proportions for each race/ethnicity and sex categories completing or enrolling in a program were calculated and plotted over time with Loess smoothing lines and overlying 95% confidence bands. The yearly rate and statistical significance of change over time were tested with linear regression models with race/ethnicity and sex proportion as the dependent variables and year as the explanatory variable. From 2005 to 2020, there were a total of 2,481 graduates. Black men accounted for 4.7% of male graduates with a significant decline of 0.3% per year for the study period of those completing the fellowship (p = 0.02). Black women comprised 6.4% of female graduates and had a 0.6% decline each year (p < 0.01). A similar trend was seen with Hispanic men, who comprised 3.2% of male graduates and had a 0.3% annual decline (p = 0.02). White men had a significant increase in both matriculation to and graduation from SCC fellowships during the same interval. Similarly, Black and Hispanic applicants declined from 2019 to 2020, while the percentage of White applicants increased. Disparities in URiMs representation remain omnipresent in surgery and extend from residency training to SCC fellowship. Efforts to enhance the recruitment and retention of URiMs in SCC training are warranted. Prognostic and Epidemiologic; level IV.

Gender and Racial Disparity Among US Forensic Psychiatry Fellows: Broken System by Default.

Diversity enhances the performance of the healthcare system by providing better patient outcomes and reducing physician burnout. In this study, we explored the gender and racial trends in the recruitment of women and racial minorities into forensic psychiatry fellowship programs in the US. Retrospective data analysis was performed by utilizing the data from the Accreditation Council for Graduate Medical Education (ACGME)'s annual Data Resource Books from the year 2007 to 2021. Demographic data, including gender and race, were extracted for forensic psychiatry fellows. The number of female trainees increased significantly to become a majority, i.e., 58.8% of all forensic psychiatry trainees in 2020-2021 were female compared to 27.78% of women forensic psychiatry fellows in 2007-08. Between 2011-12 and 2020-2021, there was a relative increase in White (Non-Hispanic), Asian/Pacific Islander and Black (Non-Hispanic) forensic psychiatry fellows, by 54.75%, 114.4%, and 0.36% respectively. Despite the overall increase in the numbers of ethnic minorities in US psychiatry residency and fellowship programs, racial minorities remain significantly under-represented in forensic psychiatry fellowship programs. We need to revise policies to promote underrepresented minorities in medicine (URMM) in forensic psychiatry.

Effect of Application Screening Methods on Racial and Ethnic Diversity in Otolaryngology.

Otolaryngology-head and neck surgery (OHNS) lags behind other surgical subspecialties in the representation of underrepresented minorities in medicine (URMs). Given the recently announced changes to Step 1 scoring, we aimed to assess the effect of alternative application screening methods-Step 2 Clinical Knowledge scores and Alpha Omega Alpha membership-on the racial/ethnic diversity of the OHNS applicant pool. After reviewing OHNS residency applications submitted to our institution for the 2015-2020 matches (N = 2177), we determined that a significantly greater proportion of URM vs non-URM applicants would be screened out from interview consideration if any the following were used as an initial screening method: Step 2 cutoff score of 240, Step 2 cutoff score of 253 or non-Alpha Omega Alpha membership (P < .01 for each). Given that using these metrics to screen applications disproportionately affects URMs, programs should consider implementing alternative application review methods, such as holistic evaluation, which may promote more equitable distribution of interviews.

Underrepresented Minority Family Physicians More Likely to Care for Vulnerable Populations.

Using data from 2016 to 2020, we found that family physicians who identify as underrepresented minorities in medicine were more likely to have a larger percentage of vulnerable patients in their panels. Increasing access to care for vulnerable patient populations will require a combination of advocating for policies to diversify the physician pipeline and those that encourage all primary care physicians to care for vulnerable patients.

Gender and Racial Profile of the Academic Pediatric Faculty Workforce in the United States.

BackgroundEquity, diversity, and inclusion remain a challenge in the healthcare workforce. This study explored the current gender and racial/ethnic trends in academic pediatric positions across the United States.MethodologyThe pediatric faculty self-reported data by the American Association of Medical Colleges (AAMC) Faculty Roster from 2007 to 2020 were analyzed. The races were classified as White (non-Hispanic), Asian, Hispanic, Black (non-Hispanic), Multiple races (including both non-Hispanic and Hispanic), Others, and Unknown. Gender was categorized as male and female.ResultsThe results showed that Asian, Black (non-Hispanic), and Hispanic academic pediatricians increased in full professor, associate professor, and assistant professor positions and decreased in instructor positions from 2007 to 2020. Black (non-Hispanic) academic pediatricians relatively decreased 5.5% in chairperson positions. Women increased in full professor, associate professor, instructor, and chairperson positions; however, relatively decreased 1.8% in assistant professor positions. Men and White (non-Hispanic) academic pediatricians relatively decreased 10.5% and 16%, respectively, in all academic ranks. Women, Asian, Black (non-Hispanic), Hispanic, and Other races were underrepresented in tenured, on-track (tenure-eligible), and not-on-track (tenure-eligible) positions.ConclusionsWomen and underrepresented minorities in medicine (URiM) physicians continue to remain significantly underrepresented in academic pediatric faculty positions and tenured track positions. There is a dire need to adapt multifaceted strategies to increase the engagement of women and URiM in academic pediatrics.

Qualitative Study of Mentorship for Women and Minorities in Surgery.

Despite the growth of mentorship opportunities for women in surgery, women remain largely underrepresented in the surgical field. Mentorship is an effective strategy to increase female entry and retention within surgical careers. There is limited literature evaluating mentorship for women in surgery across different career levels and racial backgrounds. In-depth interviews were conducted with female fourth-year medical students applying for a surgical residency, female surgical residents, and female surgical faculty from a single academic institution. A total of 35 women in surgery, including 14 faculty, 11 residents, and 10 fourth-year medical students were interviewed. Twenty (57%) self-identified as White, 7 (20%) as Asian, 6 (17.1%) as Black, and 2 (5.7%) as Other. Key themes included: (1) access to mentorship, (2) characteristics valued in a mentor, (3) role of gender identity when choosing a mentor, (4) role of racial identity when choosing a mentor, and (5) importance of early mentorship for women and underrepresented minorities in medicine (URiM). Mentorship was important for early career development. Mentors who were approachable, invested in their mentees, and were available and honest were most valued. Shared gender and racial identity were appreciated most by younger and URiM mentees, respectively. Respondents from each career level acknowledged the importance of early mentorship for women and URiM in surgery to facilitate increased diversity in the surgical field. Mentorship plays a pivotal role in early career development for women in the surgical field. Access to mentors with shared gender and racial compositions can provide a unique level of support for female and URiM mentees. Expanded and earlier mentorship access for women and minority students can increase diversity in the surgical field.

Racial Justice Curricula in Family Medicine Residency Programs: A CERA Survey of Program Directors.

Structural racism is a cause of health disparities. Graduate medical education is tasked with training physicians who understand and address disparities. Addressing health disparities includes education on racism, such as racial justice curricula (RJC). We surveyed program directors (PDs) about the prevalence and characteristics of RJC in family medicine residency programs (FMRPs). RJC questions were included in the 2020 Council of Academic Family Medicine Educational Research (CERA) survey of FMRP PDs. We calculated univariate and bivariate statistics to describe respondent characteristics and attitudes, program characteristics, curriculum characteristics, and barriers to implementation. Of 624 PDs, 312 (50%) responded and 283/312 (90.7%) completed RJC questions. Less than one-third of FMRPs reported RJC, of which 98.9% focused on implicit/unconscious bias. Program characteristics associated with RJC included location, percent underrepresented minorities in medicine (URMM) residents and faculty, and percent patients identifying as Black, Latino/a, and Native American. FMRPs with RJC were more likely to have PDs who reported favorable attitudes toward including RJC and believed it is important for family physicians to understand structural racism. The greatest barrier to implementation of RJC was lack of faculty training. In this national survey, most FMRPs reported no RJC. Most respondent PDs endorsed that it is important for family physicians to understand structural racism and that RJC should be included in residency. Lack of faculty training was the greatest barrier to implementation. Research is needed to evaluate existing RJC and explore strategies for overcoming barriers to implemention.

Diversity Elements on Maternal Fetal Medicine Fellowship Websites: Opportunity for Improvement in Recruitment and Representation

To analyze Maternal Fetal Medicine (MFM) fellowship websites for presence of diversity elements important to underrepresented minorities in medicine (URIM).[1] [1] Underrepresented in medicine definition. AAMC. https://www.aamc.org/what-we-do/equity-diversity-inclusion/underrepresented-in-medicine. Accessed August 1, 2021. Fellowship websites (Society for MFM) were accessed summer of 2021. We identified 12 website elements that demonstrate commitment to diversity: 1) nondiscrimination statement; 2) diversity and inclusion message; 3) diversity specific language; 4) resources for trainees; 5) community demographics; 6-7) personalized biographies of faculty or fellows; 8-9) individual photographs of faculty or fellows; 10) photos or biographies of alumni; 11) diversity publications and; 12) department statistics. Program size, region, and location were collected. Self-reported URIM data on obstetrics programs was extracted from the National GME Survey 2019. Programs were dichotomized into 6+ diversity elements. Nonparametric, chi-square and Fisher’s exact were used. MFM fellowship programs (excluded military/fetal surgery) were analyzed (n = 91/94). Websites included a mean of 4.1± 2.5 diversity elements. Most (n =75, 82.4%) featured < 6 elements. When dichotomized to 6+ diversity elements, larger faculty size was the only significant factor (p=0.01). The majority had < 12 faculty listed (n=54, 59.3%). For programs with 12+ faculty, 68.8% (n=11/16) demonstrated 6+ diversity elements. Faculty photos, fellow photos, and diversity publications were the most common (92.4%, 68.1%, 49.5% respectively). Mean rate of URIM was 18.8% ± 11.3 and no significant associations were noted. There was a trend for more diversity elements in the Western United States, with a mean of 5.3 ± 2.2, compared to 3.7 ± 2.0 in the South (p=0.24, see Figure). Fellowship websites convey information for trainees, especially in an era of virtual recruitment. This study highlights opportunities for directed improvements to increase recruitment of URIM.

Enhancing existing medical school curricula with an innovative healthcare disparities curriculum

BackgroundEffective healthcare disparities curricula seek to train physicians who are well equipped to address the health needs of an increasingly diverse society. Current literature on healthcare disparities curricula and implementation focuses on courses created independent of existing educational materials. Our aim was to develop and implement a novel resource-conserving healthcare disparities curriculum to enhance existing medical school lectures without the need for additional lectures.MethodsThis non-randomized intervention was conducted at the University of California Los Angeles. The curriculum was offered to all first-year medical students in the class of 2021 (n=188). With institutional approval, a new healthcare disparities curriculum was created based on the Society of General Internal Medicine’s core learning objectives for effective healthcare disparities curricula (J General Internal Med 25:S160–163, 2010). Implementation of the curriculum made use of “teachable moments” within existing medical school lectures. Teachable moments were broad lecture topics identified by the research team as suitable for introducing relevant healthcare disparities content. The new lecture-enhancing healthcare disparities curriculum was delivered with the related lecture via integrated PDF documents uploaded to an online learning management system. Students were encouraged to complete pre- and post- course assessments to examine changes in disparities knowledge and self-rated confidence in addressing disparities. Matched χ2 tests were used for statistical analysis.ResultsParticipating students (n=92) completed both pre- and post-course assessments and were retrospectively stratified, based on self-reported use of the new lecture enhancing curriculum, into the “high utilizer” group (use of materials “sometimes” or “very often,” n=52) and the comparison “low utilizer” group (use of the materials “rarely” or “very rarely,” n=40). Students who self-identified as underrepresented racial and ethnic minorities in medicine were more likely to utilize the material (41% of the high utilizers vs. 17% of the low utilizer group, p<.01). Post-course knowledge assessment scores and self-reported confidence in addressing healthcare disparities improved only in the high utilizer group.ConclusionsIntegrating new guideline based curricula content simultaneously into pre-existing lectures by identifying and harnessing teachable moments may be an effective and resource-conserving strategy for enhancing healthcare disparities education among first year medical students.

Granville Coggs (1925-2019) - WWII pilot, pioneering radiologist, and inspiration to minorities in medicine.

Role models play an important role in firing the imagination of medical students and residents, and when it comes to attracting and sustaining under-represented minorities in fields such as medicine, the inspiring stories of minority physicians can make an especially important contribution. One such physician was Granville Coggs, an Arkansas native who overcame a stutter, served among the Tuskegee Airmen during World War II, graduated from Harvard Medical School, became the first black physician at Kaiser Hospital, established the San Antonio Breast Evaluation Center, and won gold medals as a senior track star.

The State of Diversity in Academic Plastic Surgery Faculty across North America.

Background:Gender and racial disparity is prevalent in all surgical subspecialties with women and racial groups historically underrepresented in academic plastic surgery. This study evaluated gender and racial profiles of academic plastic surgery faculty in North America and correlated both with research productivity and its effect on academic ranks of faculty in plastic surgery.Methods:In this cross-sectional study, we compiled a list of accredited medical schools that offer plastic surgery training for residency. Data were collected on demographics, academic rank, and research output using the Doximity, LinkedIn, and Scopus databases. Data analyses were performed with a Mann-Whitney U test and a Kruskal-Wallis test.Results:Women who were black, indigenous, and/or other color occupied only 6.25% of plastic surgery faculty leadership positions in North America. There are more women and underrepresented minorities in leadership positions in Canada, when compared with the USA, relative to each country’s demographic. In both countries, women and underrepresented minority plastic surgeons had fewer publications, citations, and years of active research. Interestingly, having women in leadership positions was associated with a higher number of women faculty members.Conclusions:Gender and racial disparity exist in academic plastic surgery in North America. Several changes are required in order for women and underrepresented minorities in medicine to have an equal chance at career advancement. Better representation and diverse leadership have the potential to bring about equity, diversity, and inclusion in academic plastic surgery.

Diversity and Facing Discrimination in Family Medicine Residencies: A CERA Survey of Program Directors.

Increasing the number of underrepresented minorities in medicine (URM) has the potential to improve access and quality of care and reduce health inequities for diverse populations. Having a diverse workforce in residency programs necessitates structures in place for support, training, and addressing racism and discrimination. This study examines reports of discrimination and training initiatives to increase diversity and address discrimination and unconscious bias in family medicine residency programs nationally. This survey was part of the Council of Academic Family Medicine Educational Research Alliance (CERA) 2018 national survey of family medicine residency program directors. Questions addressed the presence of reported discrimination, residency program training about discrimination and bias, and admissions practices concerning physician workforce diversity. We performed univariate and bivariate analyses on CERA survey response data. We received 272 responses to the diversity survey items within the CERA program director survey from 522 possible residency director respondents, yielding a response rate of 52.1%. The majority of residency programs (78%) offer training for faculty and/or residents in unconscious/implicit bias and systemic/institutional racism. A minority of program directors report discrimination in the residency environment, most often reported by patients (13.2%) and staff (7.2%) and least often by faculty (3.3%), with most common reasons for discrimination noted as language or race/skin color. Most family medicine residency program directors report initiatives to address diversity in the workforce. Research is needed to develop best practices to ensure continued improvement in workforce diversity and racial climate that will enhance the quality of care and access for underserved populations.

A Comparison of Applicant and Resident Physician Demographics Among Surgical Subspecialties From 2009 to 2019: Trends in Gender and Underrepresented Minorities in Medicine.

The purposes of this study were to compare applicant statistics to resident physician demographics among several surgical subspecialties (SSSs), to identify trends of gender and underrepresented minorities in medicine (UIM), and to evaluate current diversity among these specialties. Graduate medical education reports from 2009 to 2019 were queried to determine trends among programs. Further identification of gender and UIM statistics was obtained in 4 several SSSs: integrated plastic surgery, orthopedic surgery (OS), otolaryngology surgery (ENT), and neurosurgery (NS). These were compared with Association of American Medical Colleges data of residency applicants for the respective years. Significant differences were seen among gender and UIM(s) of the applicant pool when compared with resident data. All specialties had significantly fewer American Indian and African American residents compared with applicants. Significant differences between applicants and residents were also found among Hispanic, Native Hawaiian, and female demographics. All SSSs had a significant positive trend for the percentage of female residents. Significant differences between specialties were identified among African American, Hispanic, and female residents. Orthopedic surgery and NS had significantly higher percentage of African American residents compared with ENT and integrated plastic surgery. Neurosurgery had significantly higher percentage of Hispanic residents compared with OS and ENT. Integrated plastic surgery and ENT had significantly higher percentage of female residents compared with OS and NS. There has been significant increase in number of residency programs and resident positions since 2009. However, increase in female residents and UIM(s) among SSSs has not matched the pace of growth.

Diversity and Inclusion in Radiation Oncology: A Survey of Residency Program Directors

Women and traditionally underrepresented minorities in medicine (URM) including Black Americans, Hispanic/Latino Americans, and Indigenous Americans remain underrepresented in the radiation oncology workforce. It has been argued by some in the field that addressing racial and gender disparities in the radiation oncology workforce or in radiation oncology residency training represents an ethical imperative in light of both the tangible benefits diversity generates as well as the fact that these disparities are often byproducts of unethical societal practices. In light of this, however, the question remains: how can we increase diversity and inclusion of URM and women physicians in radiation oncology? Moreover, what methods are currently in use or preferred by residency program directors to address any disparities in representation that exist? Although similar studies have been performed in other medical specialties such as otolaryngology, they have not been conducted for the specialty of radiation oncology.A questionnaire was developed and distributed to Program Directors of radiation oncology residency programs throughout the United States. The purpose of this questionnaire is to measure the relative representation of women and underrepresented racial/ethnic minorities in radiation oncology departments as well as to identify the methods that are most preferred by program directors to increase diversity in residency programs. The survey was disseminated electronically to residency program directors of radiation oncology programs in the United States. Analyses will be performed using statistical software.At the time of abstract submission, final results of this study were pending. The strategies to increase diversity that are preferred by residency program directors and those that are currently being implemented will be reported and then compared using chi-squared analysis. Residency program characteristics will additionally be analyzed as predictor variables for strategies to increase diversity and inclusion in radiation oncology residency.Of the 91 radiation oncology residency programs that are currently accredited by the ACGME, responses from 7 were received at the time of abstract submission. This survey may inform program directors about the current representation of women and URM in radiation oncology residencies. Furthermore, program directors may benefit from being aware of which strategies to increase diversity are preferred by their contemporaries. Finally, identification of strategies used to promote diversity in radiation oncology residency is critical to increasing representation of women and URM within the field.

PD06-04 WORKFORCE DIVERSITY IN FEMALE PELVIC MEDICINE AND RECONSTRUCTIVE SURGERY: AN ANALYSIS OF THE AMERICAN UROLOGICAL ASSOCIATION CENSUS DATA

You have accessJournal of UrologyUrodynamics/Lower Urinary Tract Dysfunction/Female Pelvic Medicine: Female Incontinence: Therapy I (PD06)1 Sep 2021PD06-04 WORKFORCE DIVERSITY IN FEMALE PELVIC MEDICINE AND RECONSTRUCTIVE SURGERY: AN ANALYSIS OF THE AMERICAN UROLOGICAL ASSOCIATION CENSUS DATA Humphrey Atiemo, Ekene Enemchukwu, and Elodi Dielubanza Humphrey AtiemoHumphrey Atiemo More articles by this author , Ekene EnemchukwuEkene Enemchukwu More articles by this author , and Elodi DielubanzaElodi Dielubanza More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000001974.04AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Several studies have documented the lack of diversity in the physician workforce. Urology suffers from this same lack of diversity. The 2019 American Urological Association (AUA) census reported that underrepresented minorities in medicine (URM) groups, Black and Latino/Hispanic urologists comprised only 1.9% and 3.3% of the urologic workforce, respectively. Currently, racial disparities in the knowledge and treatment outcomes in minority women with pelvic floor disorders exist. Therefore the subspecialty of Female Pelvic Medicine and Pelvic Reconstructive Surgery (FPRMS) plays a pivotal role in providing care for these patients. The goals of this study are to examine trends in underrepresented minority (URM) representation in FPMRS and to determine the distribution of these providers amongst the AUA sections. METHODS: AUA Census data from 2014 to 2019 was queried to determine the racial/ethnic and gender distribution of the FPRMS specialist by AUA section. Racial groups were identified as White, Asian, Black, Multiracial, and other. This data was then compared to the other AUA subspecialties of Oncology, Pediatrics, and Endourology. RESULTS: Compared to Urologic Oncology, Pediatrics, and Endourology, FPRMS is the most racially diverse workforce. The largest rise in Black and multi-race providers was observed between 2014 (3.2%) and 2015 (11.1%). This growth has been sustained over the following 6 years. In contrast, the other urological subspecialties have remained relatively unchanged at approximately 3% (Figure 1). The largest percentage of URM practitioners were registered in North Central Section with the second highest URM presence in the Mid Atlantic section. FPRMS is also the most gender diverse urologic subspecialty with 46.5% of practitioners identifying as women. The second highest was in Pediatric Urology where women represented 25.1% in 2019. CONCLUSIONS: The FPRMS subspecialty appears to be the most diverse in Urology practice. Future studies are needed to determine the factors that contribute to this finding, such as gender and race concordant mentorship and sponsorship. Ultimately, one of the goals of achieving diversity in the FPRMS specialty is to achieve more equitable care for minority patients with pelvic floor disorders. Source of Funding: None © 2021 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 206Issue Supplement 3September 2021Page: e100-e101 Advertisement Copyright & Permissions© 2021 by American Urological Association Education and Research, Inc.MetricsAuthor Information Humphrey Atiemo More articles by this author Ekene Enemchukwu More articles by this author Elodi Dielubanza More articles by this author Expand All Advertisement Loading ...

An Approach to Faculty Development for Underrepresented Minorities in Medicine.

The diversity of the US physician workforce lags significantly behind the population, and the disparities in academic medicine are even greater, with underrepresented in medicine (URM) physicians accounting for only 6.8% of all US medical school faculty. We describe a "for URM by URM" pilot approach to faculty development for junior URM Family Medicine physicians that targets unique challenges faced by URM faculty. A year-long fellowship was created for junior URM academic clinician faculty with funding through the Society of Teachers of Family Medicine Project Fund. Seven junior faculty applied and were accepted to participate in the fellowship, which included conference calls and an in-person workshop covering topics related to writing and career advancement. The workshop included a mix of prepared programming on how to move from idea to project to manuscript, as well as time for spontaneous mentorship and manuscript collaboration. Key themes that emerged included how to address the high cost of the minority tax, the need for individual passion as a pathway to success, and how to overcome imposter syndrome as a hindrance to writing. The "for URM by URM" approach for faculty development to promote writing skills and scholarship for junior URM Family Medicine physicians can address challenges faced by URM faculty. By using a framework that includes the mentors' lived experiences and creates a psychological safe space, we can address concerns often overlooked in traditional skills-based faculty development programs.

What Diversity Means

The AUA census data are seared into my mind: 2% of practicing urologists are Black; less than 4% are Hispanic.1 Such numbers have unfortunately become commonplace for myself and many other underrepresented minorities in medicine. My upbringing in the cultural melting pot of South Florida stands in stark contrast to my journey through college, medical school, and residency, where the number of my peers who look like me has dwindled at each step. But it does not have to be this way. Increasing diversity in the urologic workforce is of paramount importance, and it must start from the ground up.