Significance of terms like diversity, equity, and inclusion (DEI) are discussed frequently
but implementation of measures incorporating these principles remains elusive. Much
of the discourse revolves around what it means to be equitable and inclusive as well
as characterization of explicit, implicit, and systemic biases limiting our ability
to achieve improved diversity and representation. One reason for this lies in the
multi-generational experience with discrimination and bias that has led to a homogenous
work force and obstacles for those with differing identities. Healthcare and academia
are not immune to this. A report published in 2014 by the Association of American
Colleges revealed the leaky pipeline of female trainee and faculty recruitment from
the earliest stages of medicine with women representing 47% of students at US medical
schools, holding 46% of the positions in residency programs and only 38% of full-time
faculty appointments. Among leadership positions, women were found to hold only 21%
of full professor positions, 16% of dean positions and 15% of departmental chair positions.
1
,2
More specific to surgical faculty, a recent study showed differing trends in representation
for male and female racial/ethnic minority faculty in the pipeline. There was favorable
growth for female faculty from underrepresented races/ethnicities among early to mid-career
ranks. However, this trend disappeared among leadership positions. In fact, there
was no improvement in minority representation among full professors and chairs from
2013-2019.
- McMurtrie B.
How to Do a Better Job of Searching for Diversity.
The Chronicle of Higher Education,
2016
https://www.chronicle.com/article/how-to-do-a-better-job-of-searching-for-diversity/
Date accessed: October 27, 2021
3
The additive effect over time creates an insurmountable barrier for those experiencing
these biases. However, strides in recognition of the problem are being made so that
discriminatory practices are minimized.
4
The above trends highlight the impact of underlying biases and the urgency to address
them among search committees. It is vital to implement efficacious strategies to minimize
bias among search committee members so greater equity is brought in the decision-making
process. In this paper we discuss current practices to address implicit bias, their
effectiveness, alternative approaches, and suggestions for improvement when creating
a search committee.To read this article in full you will need to make a payment
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References
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Article info
Publication history
Published online: May 19, 2022
Accepted:
May 17,
2022
Received in revised form:
May 15,
2022
Received:
February 5,
2022
Identification
Copyright
Published by Elsevier Inc.
