Minority Representation Research Articles

NUMBER AND ETHNIC COMPOSITION OF THE POPULATION OF THE KOLONTAI DISTRICT OF THE KHARKIV DISTRICT (ACCORDING TO THE CENSUS OF THE 1926 POPULATION CENSUS)

Based on the analysis of statistical materials of the 1926 census, a study of the population and ethnic composition of the population of the Kolontaiv district of the Kharkiv district was conducted. The number and ethnic composition of the population of each of the 10 village councils of this district have been determined. The population in 1926 of each of the 31 settlements of the district, the average population of one village council, one rural settlement and one rural household were determined. It has been proved that the key feature of the population of Kolontaiv district and all its 10 village councils remained its ethnic homogeneity - absolute dominance in the number of Ukrainians against the background of minimal territorial representation of ethnic minorities dispersed.

Supporting underrepresented minority students and advancing educational and health equity: Travelers Summer Research Fellowship (TSRF) program radiology panel

ObjectiveThe COVID-19 pandemic has highlighted the racial disparities in health outcomes within our nation. This is especially relevant in the field of radiology where the lack of minority representation is particularly striking. The purpose of this paper is to describe a pipeline program designed to support underrepresented minority (URM) students and provide a model to bridge URMs to careers in medicine hence cultivating health equity. MethodsWe designed a radiology pipeline program within The Travelers Summer Research Fellowship Program (TSRF) to give underrepresented students an opportunity to engage with radiologists. Participants experience a rich inquiry-based curriculum and completed pre- and post-intervention surveys that measured motivational factors for medical education and interest level in medical careers. Results29 undergraduate students participated in the 2021 TSRF Program. The data comparing the pre- and post-surveys demonstrated that the TSRF program played a positive role in sparking interest in radiology, debunking misperceptions about radiologists, and boosting participant confidence regarding medical school applications. DiscussionWe created an interactive curriculum for URM students to cultivate a new generation of radiologists that will reflect and better meet the needs of the populations they are serving thereby mitigating the current health disparities in our nation.

Improving the visibility of minorities through network growth interventions

Improving the position of minority groups in networks through interventions is a challenge of high theoretical and societal importance. However, a systematic analysis of interventions that alter the network growth process is still missing. In this work, we propose a model to examine how network growth interventions impact the position of minority nodes in degree rankings over time. We distinguish between (i) group size interventions, such as introducing quotas; and (ii) behavioural interventions, such as varying how groups connect to each other. We find that even extreme quotas do not increase minority representation in rankings if the actors in the network do not adopt homophilic behaviour. Thus, interventions need to be coordinated in order to improve the visibility of minorities. In a real-world case study, we explore which interventions can reach gender parity in academia. Our work provides a theoretical and computational framework for investigating the effectiveness of interventions in growing networks.

Minority Ethnic Staff in Universities: Organisational Commitments, Reputation and the (Re)structuring of the Staff Body

This article problematises whether organisational commitments impact the representation of ethnic minorities in the university workforce. In doing so, it considers the institutional context and the broader restructuring of universities’ personnel. The analysis is based on a longitudinal dataset of 120 universities, including university-level indicators of organisational commitments, institutional characteristics and ethnic minority staff numbers. The findings reveal that while on average, universities that are members of the Race Equality Charter exhibit higher shares of minority ethnic staff in higher-level contracts compared with those universities that are not members, joining the charter does not make a university more inclusive. Importantly, the share of minority ethnic staff is substantially lower in elite universities compared with all other universities, which indicates tensions between inclusion and university reputation. The results are discussed in terms of their relevance to sociological institutionalist and organisational theories, and to higher education policy.

543 Diversity in Burn Surgery Programs

Abstract Introduction Racial and gender disparities have been longstanding in the fields of medicine and surgery. In the literature, underrepresentation has been highlighted in plastic surgery and general surgery programs, however few studies examine this within burn surgery. Two studies describe the gender and racial disparities that exist in burn surgery leadership. This study seeks to compare and highlight the representation of minority and female surgeons in burn surgery training at a major metropolitan burn center to other surgical programs. Methods Applicant data were reviewed for acceptance to the clinical burn surgery fellowship program from 2008 to 2022. Self-identification was used to categorize gender as male or female and race as Asian, African American, White, and other. The gender and race of each applicant was recorded. The data was analyzed and compared to data trends in female and minority representation among physicians in other training programs. Demographic data were also obtained from newly hired staff of the same metropolitan burn center. Results From 2008-2022, there have been 30 physicians enrolled in this institution’s burn surgery fellowship program. Fourteen (46.7%) were female. Twelve (40%) were White, ten (33.3%) were African American, six (20%) were Asian, and two (6.7%) were of unknown racial background. From 2018-2022, there have been 277 newly hired staff members for the burn center. There were 238 females (85.9%). There were 142 (51.2%) who were White, 82 (29.6%) who were African American, 30 (10.8%) who were Asian, and 23 (8.3%) who were Hispanic or Latino. Conclusions In 2022, the US graduating medical class was 52% female – a proportion that has slightly increased over the last four years. Furthermore, the US graduating medical school class was 58.8% White, 25.5% Asian, 10.6% Hispanic or Latino, 8.3% Black; these proportions of minority groups have also demonstrated a slow, but steady, increase over the last four years. Previous studies have demonstrated a lack of diversity among burn surgery leadership, but do not address diversity among burn surgery fellows or among newly recruited medical staff within burn centers. This institution’s burn surgical program has aimed to maintain a diverse minority representation to serve a community that is also diverse in race, gender, and socioeconomic status. Applicability of Research to Practice Increasing gender and racial representation in burn surgery programs is beneficial for supporting the burn patient population, which is frequently diverse in race, gender, and socioeconomic status.

Caregiving + Migrant Background = Double Jeopardy? Associations between Caregiving and Physical and Psychological Health According to Migrant Backgrounds in Norway.

Informal caregiving can have detrimental consequences for physical and psychological health, but the impacts are highly heterogenous. A largely ignored question is whether these impacts differ with migrant backgrounds, and whether caregiving and a migrant background combine to create double jeopardy. We explored these questions using large-scale data that allows stratification by sex, regional background, and types (inside vs. outside of household) of caregivers. We used cross-sectional 2021 data collected from two Norwegian counties as part of the Norwegian Counties Public Health Survey (N = 133,705, RR = 43%, age 18+). The outcomes include subjective health, mental health, and subjective well-being. The findings show that both caregiving, especially in-household caregiving, and a migrant background relate to lower physical-psychological health. In bivariate analysis, non-Western caregivers, women particularly, reported poorer mental health and subjective well-being (but not physical health) than other caregiver groups. After controlling for background characteristics, however, no interaction exists between caregiver status and migrant background status. Although the evidence does not suggest double jeopardy for migrant caregivers, caution is warranted due to the likely underrepresentation of the most vulnerable caregivers of migrant backgrounds. Continued surveillance of caregiver burden and distress among people of migrant backgrounds is critical to develop successful preventive and supportive intervention strategies for this group, yet this aim hinges on a more inclusive representation of minorities in future surveys.

Racial/Ethnic Diversity in Positions of Power in U.S. Law Enforcement: An Examination of Active Representation and Disparities in Vehicle Stops

Increasing minority representation in law enforcement has long been viewed as a means of improving police-citizen relations. Yet, little scholarly attention has examined whether racial/ethnic diversity translates into desired outcomes. These studies largely measure the racial/ethnic composition of the agency in general—not in positions of power where they are most likely to make an impact on department policy/practice (i.e., ‘active representation’). Using data from the 2016 Law Enforcement Management and Administrative Statistics (LEMAS) survey, the current study 1) provides an overview of Black and Hispanic representation in chief executive, mid-level management, and supervisory roles and 2) explores the impact that diversity in these positions has on racial/ethnic disparities in vehicle stops in Illinois and Missouri. Minority officers are more underrepresented in these positions of power compared to their composition in agencies in general, and higher levels of representation are not significantly associated with reductions in disparities in stops.

No Spending without Representation: School Boards and the Racial Gap in Education Finance

This paper provides causal evidence that greater minority representation on school boards translates into greater investment in minority students. Focusing on California school boards, I instrument for minority (specifically, Hispanic) representation using random ballot ordering and leverage new data from a statewide capital investment program to capture intradistrict resource allocations. I show that Hispanic board members invest the marginal dollar in high-Hispanic schools within their districts. High-Hispanic schools also exhibit gains in student achievement and decreased teacher turnover. I conclude that enhancing minority representation on school boards could help combat long-standing disparities in education. JEL (H75, I21, I22, I24, J15)

89P Inclusion of racial and ethnic minorities in European breast cancer clinical trials

Breast cancer outcome, drug response and adverse effects vary significantly among races in the USA, with Black women being the most disproportionately burdened. However, recent reports are pointing out a significant underrepresentation of minorities, especially Black and Hispanic, in American clinical trials. Among breast cancer trials leading to FDA drug approval, race was reported in 66.67% and 75.70% White, 15.52% Asian, 3.73% Hispanic and 2.10% Black patients were enrolled. There is no such analysis though about the situation in Europe. The aim of this study is to assess the representation of racial and ethnic minorities in the population enrolled in clinical trials for breast cancer pharmacological treatments in Europe. PubMed and ClinicalTrials databases were systematically reviewed for clinical trials on drug efficacy for breast cancer. Phase II and III clinical trials conducted exclusively in Europe with at least 250 participants and results published within 2010-2022 were included in this study. Descriptive statistics were applied. Ninety-seven clinical trials with a total of 113,045 patients were included. Patient race or ethnicity was reported in the patient demographics of only 10 (10.31%) articles. The lack of racial background data or ethnic diversity in their trial was acknowledged by three additional authors (3.1%). There were no substantial differences in race reporting trends depending on study phase (2/14 of phase II trials and 8/80 phase III trials). Among the 12,179 (10.77%) patients with available race data, 92.65% of patients were White/Caucasian, 1.08% were Asian and 0.88% Black. 3.20% identified as Hispanic/Latino (partially overlapping with the White population). Additionally, Europe’s largest ethnic minority, the Roma, is not mentioned in any of the included studies. Despite the proven correlation of race with breast cancer outcome, this study reports a concerningly low Black and Asian patient enrolment in European breast cancer trials compared to reports from corresponding analyses in the United States. These observations highlight the need for stricter guidelines for race and ethnicity reporting and inclusion in cancer clinical trials to match the diversity of the European population.

Minority Resident Physicians’ Perspectives on the Role of Race/Ethnicity, Culture, and Gender in Their Surgical Training Experiences

Female and racial/ethnic minority representation in surgical programs continues to trail behind other medical specialties. Various structural and perceived obstacles which contribute to a difficult path for underrepresented minority (URM) trainees have been identified, and efforts to reduce these hurdles are underway. Gaining perspective and insight from current surgical minority trainees may add valuable insight to aid with improving and innovating strategies to recruit and retain URM surgeons. To characterize how race/ethnicity, cultural background, and gender affect the surgical training experience of URM surgical residents in all areas of surgery a focus on the field of Orthopedic Surgery, given its particularly poor rates of diversity. Authors conducted semi-structured video interviews on current surgical residents or fellows who were members of underrepresented populations including Female, African-American/Black, Latino, Asian, Native American, and First or Second-generation immigrant status. Recruitment was achieved through a combination of voluntary, convenience, and snowball sampling procedures. Interview transcripts were then coded using conventional thematic analysis. Themes were iteratively expanded into subthemes and subsequently categorized utilizing a pile-sorting methodology. Among 23 surgical trainees 12 self-identified as Black (60.9%), 5 as Asian (17.4%), 1 as Hispanic (4.4%), and 5 as Caucasian (17.4%). Twelve residents identified as male (52%) and 11 as female (48%). Six surgical specialties were represented with the majority of participants (83%) being trainees in surgical subspecialties, among those orthopedic surgery was most strongly represented (57%). Analysis of their responses revealed 4 major themes: positive experiences, problems related to minority status, coping strategies, and participant suggested interventions. Themes were distilled further to sub-themes. Positive experiences' sub-themes included finding a supportive community, pride in minority status, and being able to better relate to patients. Negative experiences related to minority status' subthemes included perceived microaggressions and additional pressures, such as greater scrutiny and harsher punishments relative to their nonminority counterparts, which negatively impacted their surgical training. Most respondents did not feel there were dedicated resources to help alleviate these additional burdens, so some sought help outside of their training programs while others tried to assimilate, and others felt isolated. Recommended proposed interventions included validating the URM resident experience, providing education/training, and creating opportunities for mentorship. URM surgical trainees face numerous challenges related to their minority status. Recruitment and retention of URM in medicine would benefit from individual early and longitudinal mentorship, mitigating imposter syndrome, acknowledging the challenges faced by residents, and seeking feedback from both past and current residents.

The Gomez-Lopez-Hernandez Syndrome: the contribution of two Hispanic giants of Pediatric Neurology. (P4-3.004)

<h3>Objective:</h3> Detail the history of the Gomez-Lopez-Hernandez syndrome (GLHS) which highlights the contribution of two giants of Pediatric Neurology of Hispanic Origin. <h3>Background:</h3> GLHS also known as cerebello-trigeminal dermal dysplasia, is a rare neurocutaneous condition of variable phenotype which was first described by two Hispanic renowned pediatric neurologists: Drs. Manuel Gomez and Arturo Lopez-Hernandez. GLHS is characterized by rhombencephalosynapsis, alopecia, and trigeminal anesthesia. Dr. Gomez of Spanish-Cuban origin is known for his long tenure as former head of Pediatric Neurology, Mayo Clinic, founder of the Child Neurology Society and his strong interest in the phakomatoses. His index GLHS case was of a 4.5-year-old girl with absent corneal reflexes, alopecia, delayed motor function, and bilateral facial analgesia [1979]. Gomez postulated that arrest of the neuroectoderm development resulted in the abnormal trigeminal innervation. Dr. Lopez-Hernandez is one of the fathers of Pediatric Neurology in Mexico having established the first pediatric neurology service at the National Institute of Pediatrics and later serving as its first head of the Neurology Department. In 1982 Lopez-Hernandez reported two unrelated girls with craniosynostosis, ataxia, trigeminal anesthesia and parietal alopecia associated with pons-vermis fusion. The GLHS eponym was first used in the literature in 1997. To date there are nearly 60 cases reported. The phenotype has been expanded to include short stature, craniofacial anomalies, growth hormone deficiency, hydrocephalus, and neuropsychiatric symptoms. No genetic cause has been identified. <h3>Design/Methods:</h3> Not applicable <h3>Results:</h3> Not applicable <h3>Conclusions:</h3> The specialty of Pediatric Neurology emerged during the 20^th century. During this period, many neurologists played significant roles in revolutionizing this field. The Gomez-Lopez-Hernandez syndrome serves to highlight the contributions of two notable giants of pediatric neurology of Hispanic origin, at a time when there was limited representation of minorities in the medical profession. <b>Disclosure:</b> Ms. Liang has nothing to disclose. Dr. Viereck has nothing to disclose. The institution of Dr. Liow has received research support from UCB. The institution of Dr. Liow has received research support from Livanova. The institution of Dr. Liow has received research support from Biogen. The institution of Dr. Liow has received research support from Novartis. The institution of Dr. Liow has received research support from Eisai. The institution of Dr. Liow has received research support from Engage Therapeutics. The institution of Dr. Liow has received research support from SK Lifescience. The institution of Dr. Liow has received research support from Cerevel. The institution of Dr. Liow has received research support from Xenon. The institution of Dr. Liow has received research support from NeuroDerm. The institution of Dr. Liow has received research support from Avanir. The institution of Dr. Liow has received research support from Annovis. The institution of Dr. Liow has received research support from Acadia. Enrique Carrazana has received personal compensation for serving as an employee of Neurelis. Enrique Carrazana has received personal compensation in the range of $100,000-$499,999 for serving as a Consultant for Neurelis, Alexza, Zogenix. Enrique Carrazana has received personal compensation in the range of $10,000-$49,999 for serving as an officer or member of the Board of Directors for Hawaii-Biotech, CND Life Sciences. Enrique Carrazana has stock in Neurelis, Marinus, .

Diet Quality and Sleep Characteristics in Midlife: The Bogalusa Heart Study.

Sleep and diet contribute to cardiometabolic disease, but evidence is sparse for the association between these behaviors. This study analyzed the cross-sectional relationship between diet quality and multiple sleep outcomes in the Bogalusa Heart Study (BHS). Diet and sleep characteristics, including insomnia and sleep apnea symptoms, were measured with validated questionnaires. Poisson regression using generalized estimating equations with a log link estimated prevalence rate ratios (PRR) of sleep outcomes by dietary pattern scores (quintile (Q) and per SD). Models were adjusted for body mass index (BMI), multi-level socioeconomic factors, physical activity, depressive symptoms, and other potential confounders. In 824 participants, higher diet quality, measured by the Alternate Healthy Eating Index-2010, was associated with lower sleep apnea risk score after adjustment (PRR [95% confidence interval (CI)] Q5 vs. Q1: 0.59 [0.44, 0.79], per SD increase: 0.88 [0.81, 0.95], p-trend < 0.0001). There were no statistically significant associations with the Healthy Eating Index 2015 or the Alternate Mediterranean dietary patterns, or for insomnia symptoms or a healthy sleep score. Higher diet quality, after adjustment for BMI, was associated with a lower sleep apnea risk score in a cohort with substantial minority representation from a semi-rural, lower-income community.

Representation of Roma Content in Curricula and Textbooks at the Initial Education Level in Serbia

The 1989 Convention on the Rights of the Child guarantees all children the right to an education, and this paper focuses on Roma children and that right. The extent of Serbia’s strategy documents was reviewed, particularly in light of their responsibility for guaranteeing equity, accessibility, and equal educational opportunities for all children. The study’s objective is to assess how content related to the Roma is portrayed in current curricula (N = 16) and textbooks (N = 93) for the 2022–2023 academic year. It was discovered that despite the objectives in each of the analyzed courses (Serbian language, The World around Us, Nature and Society, Music Education, and Civic Education) clearly promote equality, diversity, and mutual appreciation, democratic values, inclusion, and anti-discrimination, none of them explicitly mention the words Roma or the Roma people. Only a few times do the Roma people explicitly appear in textbooks on nature, society, and music, and then only as a numerical representation of the national minority; no mention is made of the positive traits of the Roma people, who have their own identity, tradition, and culture as well as well-known members. The results highlight the need for textbooks to include specific content about the Roma people as fundamental teaching tools. This content should also be included in the curriculum because it would help students of Roma origin feel less excluded and more empowered to participate in school on an equal footing.

Assessing the Complex General Surgical Oncology Pipeline: Trends in Race and Ethnicity Among US Medical Students, General Surgery Residents, and Complex General Surgical Oncology Trainees.

Cancer incidence is expected to increase in coming decades, disproportionately so among minoritized communities. Racially and ethnically concordant care is essential to addressing disparities in cancer outcomes within at-risk groups. Here, we assess trends in racial and ethnic representation of medical students (MS), general surgery (GS) residents, and complex general surgical oncology (CGSO) fellows. This is a retrospective review of data from the American Association of Medical Colleges and the Accreditation Council of Medical Education (ACGME) from 2015 to 2020. Self-reported race and ethnicity was obtained for MS, GS, and CGSO trainees. Race and ethnicity proportions were compared with respective representation in the 2020 US Census. Mann-Kendall, Wilcoxon rank sum, and linear regression were used to assess trends, as appropriate. A total of 316,448 MS applicants, 128,729 MS matriculants, 27,574 GS applicants, 46,927 active GS residents, 710 CGSO applicants, and 659 active CGSO fellows were included. With every progressive stage in training, there was a smaller proportion of URM active trainees than applicants. Further, URM, Hispanic/Latino, and Black/African American trainees were significantly underrepresented compared with 2020 Census data. While the proportion of White CGSO fellows increased over time (54.5-69.2%, p = 0.009), the proportion of Black/African American and Hispanic/Latino (URM) CGSO fellows did not significantly change over the study period, though URM representation was lower in 2020 as compared with 2015. From 2015 to 2020, minority representation decreased at every advancing stage in surgical oncology training. Efforts to address barriers for URM applicants to CGSO fellowships are needed.

The 2022 Conservative leadership campaign and post-racial gatekeeping

The UK Conservative Party leadership contest that took place in the summer of 2022 was unprecedented for, among other things, its level of ethnic diversity. This article argues that this does not indicate a sharp, contemporary liberal turn within the party. It argues the opposite, in fact, that recent senior ethnic minority cabinet members and leadership contenders represent some of the party’s most rightwing ideologues in years. Through critical discourse analysis of narrative related to race, borders, immigration and the ‘nation’ in selected media appearances made by ethnic minority leadership contenders Rishi Sunak, Sajid Javid, Nadhim Zahawi, Suella Braverman and Kemi Badenoch as part of their campaigns, this piece positions these individuals – in distinct yet interrelated ways – as ethnic minority post-racial gatekeepers, continuing yet intensifying a long trend within the Conservative Party of the reproduction of the racial status quo legitimised through nominal ethnic minority representation.

Trends in Race and Sex Representation Among Entering Orthopaedic Surgery Residents: A Continued Call for Active Diversification Efforts.

Multiple studies have analyzed the diversity of surgical subspecialties, in which orthopaedic surgery consistently lags behind in female and minority representation. This study aims to examine contemporary data on trends in sex and racial representation among entering orthopaedic surgery residents. The American Association of Medical Colleges' Graduate Medical Education Track data set was queried for all individuals entering surgical residencies in the United States from 2001 to 2020. Deidentified data on self-reported sex and race (American Indian or Alaska Native [AIAN]; Asian; Black or African American, Hispanic, Latino, or of Spanish Origin; Native Hawaiian or Other Pacific Islander [NHOPI]; White; and Other) for individuals across all surgical subspecialties were collected. Sex and race proportions for newly matriculating surgical residents were analyzed and aggregated across the study period. From 2001 to 2020, there was a 9.2% increase in the proportion of new female orthopaedic surgery residents, with approximately one in five identifying as such in 2020. By contrast, surgical specialties in aggregate saw a 16.3% increase. A 11.7% decrease was observed in entering orthopaedic residents who identified as White with a corresponding increase in representation by multiracial (9.2%) individuals and those identifying as "Other" (1.9%). The proportion of Asian (range: 10.4 to 15.4%), Black (2.5 to 6.2%), Hispanic (0.3 to 4.4%), AIAN (0.0 to 1.2%), and NHOPI (0.0 to 0.5%) new trainees has largely remained unchanged throughout the study period. A similar trend was observed among surgical specialties in aggregate. Of the identities most represented by the multiracial cohort, the most common were Asian (range: 7.0 to 50.0%), Hispanic (0.0 to 53.5%), and White (30.2 to 50.0%). Although orthopaedic surgery has improved in sex diversity in its entering class of residents, measures to increase racial diversity have been less successful. Efforts at improving the recruitment of a diverse class of trainees are necessary and will require acknowledging the importance of both racial and sex representation diversity metrics.

Place-Based Solutions for Net Zero: Gender Considerations on ‘Green’ Skills

There is a global effort towards transitioning to a zero or low-carbon economy due to climate change and the current energy crises. This requires a shift in socio-technical systems and cross collaboration amidst sectors. The move to a clean energy-based economy also involves the creation of a broad range of skills, the upskilling and reskilling of the existing workforce, and providing opportunities for training. While many critical analyses of emerging decarbonisation or green skills, focus on issues of clean energy transition and the distribution of opportunities between fossil fuel-based and clean energy industries, there is limited critical analysis of justice and equality regarding the distribution of opportunities for developing key green skills for place-based decarbonisation.&#x0D; There is evidence of asymmetric power relations and gender inequalities regarding the acquisition of skills, employment opportunities, kinds of jobs and pay gap which disproportionately affect women. This paper presents compelling evidence of hegemonic masculinisation within the energy industry; this tendency is now mirrored in ecological industries and technologies, including within the renewable energy sector, leading to an ‘eco-masculinisation’ of the sector.&#x0D; Just transition principles promote a fair distribution of resources and the representation of vulnerable groups, including women and minorities. By relying on local assets and resources, including human resources, place-based approaches to green skills could address local communities’ needs while strengthening their resilience. These processes are pivotal to a fair and equitable transition. By explicitly articulating the context of place in understanding the gender(ed) dynamics of decarbonisation and skills, the authors identify and reflect on an innovative way of understanding the intersections between infrastructures, skills, and masculinisation in the transition to low zero carbon.

Representation of Racial and Ethnic Minorities in Nephrology Clinical Trials: A Systematic Review and Meta-Analysis.

Racial and ethnic disparities in clinical trial enrollment are well described. However, whether these disparities are present in nephrology randomized clinical trials has not been previously reported. We performed a systematic review and meta-analysis of 380 randomized clinical trials involving different aspects of kidney disease published between 2000 and 2021. Our results indicate that worldwide reporting of race and ethnicity is poor and that White individuals account for most of the randomized participants with decreased enrollment of Black participants in more recent trials. However, trials conducted in the United States have representation of Black and Hispanic participants consistent with the population prevalence of disease and under-representation of Asian participants. Under-representation of racial and ethnic minorities in clinical trials could worsen disparities, but reporting and enrollment practices in nephrology randomized clinical trials have not been described. PubMed was searched to capture randomized clinical trials for five kidney disease-related conditions published between 2000 and 2021 in ten high-impact journals. We excluded trials with <50 participants and pilot trials. Outcomes of interest were the proportion of trials reporting race and ethnicity and the proportions of enrolled participants in each race and ethnicity category. Among 380 trials worldwide, race was reported in just over half and ethnicity in 12%. Most enrolled participants were White, and Black individuals accounted for ≤10% of participants except in dialysis trials where they accounted for 26% of participants. However, Black participants were enrolled at high proportions relative to disease and population prevalence in US CKD, dialysis, and transplant trials representing 19% of participants in AKI, 26% in CKD, 44% in GN, 40% in dialysis, and 26% in transplant trials. Enrollment of Asian participants was low worldwide except in GN trials with marked under-representation in US CKD, dialysis, and transplant trials. Hispanic individuals represented only 13% of participants in US dialysis trials compared with 29% of US dialysis population. More complete reporting of race and ethnicity in nephrology trials is needed. Black and Hispanic patients are well-represented in kidney disease trials in the United States. Asian patients are poorly represented in kidney trials both globally and in the United States.

Police diversity and crime clearance for Black and Hispanic victims

AbstractResearch SummaryAs a policy response to historically strained police–minority community relations, police diversification is hoped to improve policing outcomes in minority communities. An improved police–community relationship may be expected to lead to increased citizen cooperation in crime investigations and therefore be beneficial for crime clearance, but there are different perspectives on the nature of this link. We examined several measures of Black police representation (Black officer percentage, Black racial congruence between the police force and the jurisdiction's population, and presence of Black police chief or head) and their relationships with arrest clearance of National Incident‐Based Reporting System aggravated assault incidents involving Black victims in 205 agencies. We also explored similar Hispanic police representation measures in a sample of aggravated assault incidents with Hispanic victims in 158 agencies. In multilevel survival analyses with agency/jurisdiction‐ and incident‐level controls, none of the Black representation measures were significantly associated with clearance of Black victims’ incidents. We obtained similar results for the Hispanic representation measures and clearance of Hispanic victims’ incidents.Policy ImplicationsAlthough the findings do not indicate a benefit of diversity for clearance involving minority victims, it is encouraging that neither do results suggest that increasing minority police representation would harm clearance. Responding to the public's strong call for demographic reform, it appears that police agencies can continue to increase their racial and ethnic diversity without sacrificing clearance rates, a main indicator of police performance. At least for clearance, warnings of reduced performance when equitable representation is an agency priority do not seem to be well‐founded. There should be continuing research on policing outcomes and diversity as U.S. agencies increase their minority representation, and agencies should emphasize the recruitment, hiring, and retention of minority officers.

Racial and Ethnic Bias in Medical School Clinical Grading: A Review

Improving diversity in healthcare is a widely recognized national goal. The diversity of medical student matriculants has increased, yet this trend is not seen in the composition of competitive residency programs.In this review, we examine racial and ethnic disparities in medical student grading during clinical years and explore the consequences of how this may exclude minority students from accessing competitive residency positions. Following PRISMA guidelines, we searched PubMed, Embase, Scopus, and ERIC databases using variations of the terms "race," "ethnicity," "clerkship," "rotation," "grade," "evaluation", or "shelf exam." Of 391 references found using the criteria, 29 were related to clinical grading and race/ethnicity and included in the review.The GRADE criteria were used to determine the quality of evidence. Johns Hopkins School of Medicine, Baltimore MD. Five studies examining a total of 107,687 students from up to 113 different schools found racial minority students receive significantly fewer Honors grades in core clerkships compared to White students. Three studies examining 94,814 medical student evaluations from up to 130 different schools found significant disparities in the wording of written clerkship evaluations based on race and/or ethnicity. A large body of evidence suggests the presence of racial bias in subjective clinical grading and written clerkship evaluations of medical students. Grading disparities can disadvantage minority students when applying to competitive residency programs and may contribute to a lack of diversity in these fields. As low minority representation has a negative impact on patient care and research advancement, strategies to resolve this issue must be further explored.