Workforce Diversification Research Articles

How do GPs' new ways of working affect community nurses? A qualitative study.

Background A growing literature examines the way two changes in primary care - the shift towards remote working, and the diversification of practice teams to incorporate, for instance, physician associates and paramedics - affect patient care within the practice. However, little is known about these changes' effects on community nurses. Aim To explore community nurses' experiences of delivering palliative care in the context of GPs' new ways of working. Design and Setting Qualitative study using focus groups. Method Focus groups were conducted on Zoom with community nurses working in the UK. Data were analysed thematically, using constant comparison. Results Community nurses described extending their roles in palliative care. Alongside pride and satisfaction about this, participants raised several concerns and dissatisfactions, some of which they associated with changes in GPs' ways of working. Two dissatisfactions concerned remote working. First, remote communication with colleagues was seen as creating obstacles to nurses' everyday collaboration with GPs, damaging important working relationships. Second, nurses increased their workload by taking the lead in person-centred care where they saw remote provision by GPs as unsatisfactory. Where workforce diversification led to delegating home visits to paramedics or nurse practitioners, community nurses described feeling a lack of the "GP back-up" that many identified as essential for community palliative care. Conclusion When considering and evaluating interventions that change the way GPs work, policy-makers and commissioners should look not only at consequences affecting primary care teams, but also at effects across the complex ecosystem within which these teams operate.

BUILDING BRIDGES TOWARD WORKFORCE DIVERSITY: STRATEGIES TO SUPPORT RESILIENT LEARNERS

Abstract The Building Bridges national virtual conference, held in March 2021, aimed to provide opportunities for psychologists to discuss the dramatic geropsychological workforce shortage, identify means to address this shortage, and discover opportunities and challenges in ongoing efforts to diversify this workforce moving forward. Fifty-six individuals at all stages of training completed a pre-conference survey about workforce diversification and identified advertising and outreach (12.6%), student and faculty recruitment (11.5%), and culturally aware mentorship (10.3%) as strategies for recruiting diverse individuals into geropsychology. Four active workgroups identified enhancing diversity awareness and cultural humility as the most important target areas for change. Qualitative memos from these workgroups were analyzed by a two-member coding team working with an expert in qualitative analyses. Across workgroups, eight emergent themes included: 1) need for financial support, 2) recruitment efforts for diverse students and faculty, 3) intentional awareness emphasizing strength in diversity, 4) creation of inclusive environments, 5) creation of safe spaces for honest and proactive dialog, 6) creation of intersectional and intergenerational learning opportunities, 7) outreach and networking opportunities, and 8) didactic and experiential training. The prioritization of these themes varied by workgroup, with the academia workgroup prioritizing intentional awareness and creation of safe learning environments and the post-licensure clinical workgroup prioritizing recruitment of diverse learners and faculty as well as networking. Strategies for implementing changes to practice that support resilient and diverse learners at all stages of training will be discussed.

The Resident Scholars Program for Workforce Diversity: A Qualitative Study About Supporting Family Medicine Abortion Providers.

While workforce diversity helps mitigate health inequities, few initiatives support prospective abortion providers who are underrepresented in medicine (URiM). To address this issue, Reproductive Health Education in Family Medicine established the Resident Scholars Program for Workforce Diversity (RSPWD), a year-long program for URiM and other Black, Indigenous, People of Color (BIPOC) residents committed to sexual and reproductive health (SRH) provision. Program elements include: (a) mentorship by BIPOC family physicians; (b) virtual didactic sessions about SRH integration into primary care, advocacy, leadership, reproductive justice, and patient-centered care; (3) conference sponsorship; and (4) community-building among residents and mentors. We conducted a qualitative study with the program's first cohort of residents and mentors to examine perspectives about program successes and needed improvements. We used a semistructured interview guide along with a direct contact analysis approach. We interviewed eight scholars and four mentors. From the interviews, we gleaned data on three main themes: (a) value of mentorship, (b) importance of community, and (c) program improvement suggestions. Scholars expressed appreciation for SRH mentorship from BIPOC mentors who had lived experiences similar to their own, noted the mentorship's importance for career-building, and spoke positively of their sense of safe community among all program participants. Respondents shared suggestions for improved scheduling and requested better guidance for navigating the mentee-mentor relationship. The RSPWD success is reflected in the enthusiasm and gratitude for the program and the resulting mentorship and community that fostered supportive personal and professional relationships, including career opportunities. When considering the importance yet dearth of workforce diversification in family medicine, this program offers a promising model for supporting a more diverse and representative future SRH workforce that may apply to other family medicine clinical niches.

Masa Depan Manajemen Hubungan Manusia: Tren, Pengaruh Teknologi, dan Strategi Adaptasi

This research examines future trends and developments in human relations management (HRM), particularly in the context of technology, workforce diversification, as well as the strategies that organizations must adopt to face these challenges. Using literature study methods, this research identifies major changes in HRM, such as the use of artificial intelligence (AI) in recruitment and performance management processes, as well as the increasing popularity of remote work post the COVID-19 pandemic. This research also highlights the ethical challenges that arise from the use of technology in HRM, including the potential for algorithmic bias and unfairness in decision making. The results of this research suggest strategies for sustainable employee skills development, creating an inclusive work culture, and ethical technology integration to support organizational sustainability in the future. This research makes an important contribution to the literature highlighting the long-term impact of technology adoption in HRM as well as offering practical recommendations for organizations in facing global change.

Gender and Racial Demographic Trends in the US Laryngology Workforce (1993-2022).

To analyze demographic trends in laryngology fellowship training in the United States from 1993 to 2022, comparing periods before and after formalization of the fellowship within the National Resident Matching Program (NRMP) in 2012. A national database of fellowship-trained laryngologists (FTLs) and non-fellowship-trained laryngologists (nFTLs) practicing primarily laryngology was created by methodically compiling laryngologists via Internet search, with corroboration by regional laryngologists and vetting by senior laryngologists on this manuscript. Demographic variables included residency and/or fellowship graduation year, gender, race and ethnicity inferred through individuals' photos and surnames. NRMP match data from 2012 to 2022 were obtained from the American Laryngological Association. An average of 21 programs offered 23 positions in the NRMP match, with 14 programs (66.4%) filling 16 positions (68.8%) from 2012 to 2022. The 10-year FTL growth rate decreased from 25.4% (1993-2002) to 10.5% and 6.6% in subsequent periods. In May 2023, there were 349 active laryngologists, including 303 FTLs, in the United States. A total of 189 (62.4%) FTLs were men, 114 (37.6%) were women; 201 (66.2%) were White, 102 (33.8%) were non-White. Between the pre-NRMP and post-NRMP periods, the percentage of male FTLs decreased from 71.5% to 55.5%, female FTLs increased from 28.5% to 44.5%, and White FTLs decreased from 69.2% to 64.2%. Chi-squared analysis yielded a statistically significant association between gender and training period for FTLs (p = 0.004), but no statistically significant difference between race and training period. The post-NRMP period saw an expansion of laryngology fellowships and workforce diversification, reflecting trends observed in otolaryngology and medicine overall. NA Laryngoscope, 2024.

Gender-Based Variations in Medicare Reimbursements Among Different Surgical Subspecialties

Gender inequities and limited representation are an obstacle to surgical workforce diversification. There has been limited examination of gender-based disparities in billing practices among surgeons. To evaluate variations in practice metrics and billing practices among female and male surgeons and identify factors associated with gender disparities in Medicare reimbursements. This retrospective cross-sectional study used publicly available Medicare Fee-for-Service Provider Utilization and Payment data from January to December 31, 2021, to identify demographics, annual services provided, and financial payments and charges for general surgeons, surgical oncologists, and colorectal surgeons. Data were analyzed from November 2023 to February 2024. The primary exposure of interest was surgeon gender (ie, female or male). The annual total submitted charges and payments submitted in 2021 by female and male surgeons were assessed. Additionally, the total number and types of services provided each year and the number of beneficiaries treated were examined. Multivariable linear regression models were used to evaluate the association of surgeon gender with payments, number of services, and beneficiaries. A total of 20 549 general surgeons (5036 [24.5%] female; 15 513 [75.5%] male), 1065 surgical oncologists (450 [42.3%] female; 615 [57.7%] male), and 1601 colorectal surgeons (432 [27.0%] female; 1169 [73.0%] male) were included. Across all surgical subspecialties, female surgeons billed fewer mean (SE) Medicare charges (general surgeons: 30.1% difference; $224 934.80 [$3846.97] vs $321 868.50 [$3933.57]; surgical oncologists: 27.5% difference; $277 901.70 [$22 857.37] vs $382 882.90 [$19 566.06]; colorectal surgeons: 21.7% difference; $274 091.70 [$10 468.48] vs $350 146.10 [$8741.66]; all P < .001) and received significantly lower mean (SE) reimbursements (general surgeons: 29.0% difference; $51 787.61 [$917.91] vs $72 903.12 [$890.35]; surgical oncologists: 23.6% difference; $57 945.18 [$3853.28] vs $75 778.22 [$2622.75]; colorectal surgeons: 24.5% difference; $63 117.01 [$2248.10] vs $83 598.53 [$1934.77]; all P < .001). On multivariable analysis, a reimbursement gap remained across all 3 surgical subspecialties (general surgeons: -$14 963.46 [95% CI, -$18 822.27 to -$11 104.64] [P < .001]; surgical oncologists: -$8354.69 [95% CI, -$15 018.12 to -$1691.25] [P = .01]; colorectal surgeons: -$4346.73 [95% CI, -$7660.15 to -$1033.32] [P = .01]). In this cross-sectional study, there was considerable gender-based variation in practice patterns and reimbursement among different surgical subspecialties serving the Medicare population. Differences in mean payment per service were associated with variations in billing and coding strategies among female and male surgeons.

Analysis of financial barriers experienced by prospective genetic counseling students

PurposeHigh costs of applying to genetic counseling graduate programs (GCGPs) are likely a barrier to workforce diversification. We sought to determine application costs and assess differences between individuals of historically underrepresented racial and ethnic backgrounds in medicine (hURM) and non-hURM applicants. MethodsApplicants to GCGPs between 2005 to 2020 were surveyed about application history, related expenses, volunteer hours, and financial resources; 383 responses were analyzed. ResultsMedian total application costs (MTAC) were $2634, $4762, and $5607 (1, 2, and 3 or more application cycles, respectively). Interview-related items (which includes travel) had the highest median cost (1 application cycle: $879). Among those who applied to multiple cycles, hURM respondents had higher MTAC than those of non-hURM ($6713 versus $4762, P = .03) and lower median total volunteer hours (246 versus 381, P = .03). Parental education level differed by hURM status (P = .04). Median financial contribution from parents with and without advanced degrees varied significantly (60% versus 2%, P = .0009). ConclusionSignificant costs are incurred during the GCGP application process, but notable differences in costs and resources were observed between hURM and non-hURM applicants. Stakeholders within the profession should implement strategies to reduce financial barriers and the resulting inequities in the application process.

Reversing the legacies: asset-based discourses for racialized social workers

ABSTRACT Social work has a lengthy history of ignoring and invalidating the assets that racialized practitioners bring to their work. This article seeks to shift the discourse in social work away from invisibility and diminishment toward visibility, positive valuing, and asset-rich perspectives. The rationale is rooted in original research, theory, and experience. We close the article with concrete recommendations for change. Research conducted in [state], USA, partnered with four culturally specific organizations and the university research team. An in-person Delphi study identified a set of 25 assets that these organizations agreed were pronounced within their workforce, and that contributed to the wellbeing of racialized clients. Defined as “staffing assets,” these experiences were then affirmed by a sample of 505 clients. To help organize the 25 assets into more standard constructs, we identify six domains in which to embed the assets: culturally grounded worldview and beliefs, effective advocate, invested in long-term community wellbeing, demonstrated respect and recognition, organic problem solver, and relationally focused. We then theorize these assets, drawing from previously published work. Closing with recommendations for improvements in the field, we prioritize workforce diversification, social work education reprioritizing, supervision improvements, building inclusive workplaces, infusing equity into research, and a shifted discourse within social work that foregrounds practitioners of color as holding essential assets for the wellbeing of racialized clients and communities. This contribution is a mere opening – as a field, we must dedicate scholarship and practice to building out practice frameworks that include social workers of color.

Promoting inclusive recruiting and selection into military training schools: Admission waivers versus retesting.

There is high-level interest in diversifying workforces, which has led organizations-including the U.S. Armed Forces-to reevaluate recruiting and selection practices. The U.S. Coast Guard (USCG) has encountered particular difficulties in diversifying its workforce, and it relies mainly on the Armed Services Vocational Aptitude Battery (ASVAB) for assigning active-duty recruits to one of 19 specialized training schools. When recruits' scores fall below ASVAB entrance standards, the USCG sometimes offers admission waivers. Alternatively, recruits can retest until their ASVAB scores meet the entrance standard. Retesting has shown mixed results in the personnel selection literature, so our main interest is to determine whether retesting or waivers best support USCG recruits' training school outcomes, especially for recruits identifying as an underrepresented minority (URM). We use data from 16,624 USCG recruits entering between 2013 and 2021 and fit augmented inverse propensity weighted models to assess differences in training outcomes by pathway to admission while accounting for self-selection into pathways. Our analyses found (a) no difference in training outcomes between recruits who qualified from their initial scores and recruits who retested, (b) recruits who received waivers were less likely to complete training school on time and spent more time in remedial training when they failed training school compared to those who retested, and (c) improvement in training outcomes for retesting over waivers was larger for recruits identifying as an URM. Results suggest that retesting may be an effective strategy for workforce diversification and for improving outcomes among recruits identifying as an URM. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Improving Health Equity in Rheumatology Through Workforce Diversification and Support for Health Equity Research and Education.

Improving Health Equity in Rheumatology Through Workforce Diversification and Support for Health Equity Research and Education.

Supreme Court Decision on Affirmative Action and Nursing Workforce Diversification.

Supreme Court Decision on Affirmative Action and Nursing Workforce Diversification.

Disparities in Breast Cancer Diagnostics: How Radiologists Can Level the Inequalities.

Access to medical imaging is pivotal in healthcare, playing a crucial role in the prevention, diagnosis, and management of diseases. However, disparities persist in this scenario, disproportionately affecting marginalized communities, racial and ethnic minorities, and individuals facing linguistic or cultural barriers. This paper critically assesses methods to mitigate these disparities, with a focus on breast cancer screening. We underscore scientific mobility as a vital tool for radiologists to advocate for healthcare policy changes: it not only enhances diversity and cultural competence within the radiology community but also fosters international cooperation and knowledge exchange among healthcare institutions. Efforts to ensure cultural competency among radiologists are discussed, including ongoing cultural education, sensitivity training, and workforce diversification. These initiatives are key to improving patient communication and reducing healthcare disparities. This paper also highlights the crucial role of policy changes and legislation in promoting equal access to essential screening services like mammography. We explore the challenges and potential of teleradiology in improving access to medical imaging in remote and underserved areas. In the era of artificial intelligence, this paper emphasizes the necessity of validating its models across a spectrum of populations to prevent bias and achieve equitable healthcare outcomes. Finally, the importance of international collaboration is illustrated, showcasing its role in sharing insights and strategies to overcome global access barriers in medical imaging. Overall, this paper offers a comprehensive overview of the challenges related to disparities in medical imaging access and proposes actionable strategies to address these challenges, aiming for equitable healthcare delivery.

Guaranteed Admissions Pathway Initiatives to Medical School as a Means to Physician Workforce Diversification.

Guaranteed Admissions Pathway Initiatives to Medical School as a Means to Physician Workforce Diversification.

Dietetics Workforce Diversification Includes Disability Accessibility and Websites of the Academy, CDR, and Dietetic Programs Need to Adhere to “Web Content Accessibility Guidelines”

Dietetics Workforce Diversification Includes Disability Accessibility and Websites of the Academy, CDR, and Dietetic Programs Need to Adhere to “Web Content Accessibility Guidelines”

Diversity, Equity, Inclusion, and Health Inequities Training in Neurologic Disorders and Stroke: Analysis and Recommendations From the NINDS Advisory Council Working Group.

In 2020, the National Institute of Neurological Disorders and Stroke (NINDS) leadership asked its Advisory Council to review NINDS efforts in the domains of diversity, equity, inclusion, and health inequities. Part of these efforts involved a focus on health equity training and health equity research workforce diversification activities. The objective of this article was to summarize the findings and make recommendations regarding these training activities. A subgroup of the National Advisory Neurological Disorders and Stroke Council Working Group for Health Disparities and Inequities in Neurological Disorders was engaged to advise NINDS leadership in the domain of diversity in health equity training. Activities included video teleconference meetings, multiple consultations with experienced leaders in the field, independent writing assignments, and an open public discussion as part of the NINDS HEADWAY workshop held on September 22-24, 2021. The working group recommends support for 2 distinct types of training activities: one designed for scientists from historically under-represented backgrounds and the second designed for scientists of all backgrounds performing health inequities research. Support for grant writing workshops and establishment of multi-institutional mentorship networks are recommended as potentially especially high-yield activities. The working group recommends that all NINDS-supported investigators should have sufficient diversity, equity, and inclusion training to be prepared and qualified to mentor trainees from under-represented backgrounds and mentor trainees engaged in health disparities research; there should be no "diversity tax" placed on established investigators from under-represented backgrounds to shoulder all the mentorship responsibilities. Among other recommendations, training in health disparities research should include a focus on interventional studies to alleviate inequities as well as social science and qualitative methods. There is a great deal of work to do in the field of diversity, equity, inclusion, and health inequities training, but we are optimistic that the activities outlined here, if fully implemented, will set us on the right track.

Black Educators’ Racial Identity Attitudes and Culturally Relevant Pedagogy: A Psychological Framework and Survey of Within-Race Diversity

Historically, Black educators have played a critical role in Black youth's well-being. Consequently, they are often assumed to “naturally” engage culturally relevant pedagogy (CRP), obscuring the diverse ways Black individuals identify, think, and behave regarding race and culture. This psychological survey study examines in-service Black educators’ ( N = 238) multidimensional racial identity attitudes, background sociodemographics, and education contexts (postsecondary and current/teaching) in relation to their varied enactments of three CRP domains ( African American Curriculum, Culturally Relevant Teaching, Sociopolitical Commitment). Results show CRP variation across individuals according to their racial identity attitudes, backgrounds, and contexts. The resulting conceptual framework advances research and discourse on teacher race by challenging homogenizing, detrimental narratives. Findings have important implications for teacher workforce diversification, training, and retention.

Widening Access: what do dental school websites signal to prospective students?

Introduction Widening Access (WA) policies aim to ensure that a professional workforce reflects the community that it serves by facilitating the admission of applicants from under-represented demographics. WA has not been extensively studied in UK dental education. Website discourses are an important element in students' higher education choices and have the potential to engage those who might be under-represented.Methods Critical discourse analysis was used to investigate contents of the 16 UK dental school webpages in relation to WA, based on a previous study within medical education. Data were contextualised through identification of drivers and levers, as well as warrants of WA.Results Discourses emphasising social mobility, and the resultant advancement within social hierarchy of an individual, dominated the narrative rationalising WA as an initiative. WA was depicted as a mechanism to support applicants of high academic ability and exhibiting commitment to studying dentistry but who were unable to show their true potential due to their underprivileged backgrounds. This presentation portrayed dental schools as generous establishments, selectively granting career-advancement opportunities to disadvantaged students. Discourses on the benefits of WA for patient care and workforce diversification were largely absent.Conclusions Discourses representing WA on websites of UK dental schools are limited and do not portray applicants from deprived backgrounds or under-represented groups as individuals bringing unique positive benefits to dentistry and patient care. We encourage dental schools to consider alternate messages for attracting applicants from under-represented demographics.

Nurturing Diverse Generations of the Medical Workforce for Success With Authenticity: An Association of Black Cardiologists’ Roundtable

The COVID-19 pandemic exposed the consequences of systemic racism in the United States with Black, Hispanic, and other racial and ethnic diverse populations dying at disproportionately higher rates than White Americans. Addressing the social and health disparities amplified by COVID-19 requires in part restructuring of the healthcare system, particularly the diversity of the healthcare workforce to better reflect that of the US population. In January 2021, the Association of Black Cardiologists hosted a virtual roundtable designed to discuss key issues pertaining to medical workforce diversity and to identify strategies aimed at improving racial and ethnic diversity in medical school, graduate medical education, faculty, and leadership positions. The Nurturing Diverse Generations of the Medical Workforce for Success with Authenticity roundtable brought together diverse stakeholders and champions of diversity and inclusion to discuss innovative ideas, solutions, and opportunities to address workforce diversification.

Management of Workforce Diversification in Organizations during Wartime

The relevance of the topic is to improve the system of management and labor management during wartime. The Russian-Ukrainian war has led to the development of a number of negative processes on the corporate and management activities of organizations. The importance of building an effective workforce management system and its diversification is a priority task for a corporate market participant. The issue of using modern approaches to the possibility of using the workforce in wartime is a widely debated issue, which determines the relevance of the research topic. The aim of the article is to analyze the prospective management systems of workforce diversification in organizations during the military threat in the global space. The objectives of the research are to study the features of labor force and personnel management, as well as to analyze the formation of a diversification strategy during wartime. The problems of the study are the possible shortage of personnel and skilled workers. In addition, military actions in Ukraine create the danger of migration, which leads to the task of strategic importance - the search for different channels of labor and the possibility of attracting personnel. The object of research is the process of labor force management and scientific approaches to its diversification. Through the use of scientific research methods, the main means of managing the diversification of the workforce in organizations during wartime are identified. The methodology of the study is to outline current trends in the development of the labor market and integrated management systems that have been transformed with the Russian-Ukrainian war.

COVID-19 Has Exacerbated Inequities That Hamper Physician Workforce Diversification

COVID-19 Has Exacerbated Inequities That Hamper Physician Workforce Diversification