A Call for Diversity: Underrepresented Minorities and Cardiothoracic Anesthesiology Fellowship Education

Sumler, Michele; Capdeville, Michelle; Ngai, Jennie; Cormican, Daniel; Oakes, Daryl

doi:10.1053/j.jvca.2021.09.028

Cited by 8 publications

(4 citation statements)

References 14 publications

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“…as reflected in our findings, URiMs often experience inadequate mentorship. 5,[42][43][44][45] Inadequate mentorship is also likely related to inadequate professional integration and sense of belonging-whether that factor is the cause, effect, or both. Previous research has corroborated our findings that URiMs often experience deficits in professional integration, 5,46,47 which may also have some relationship to inadequate mentorship.…”

Section: Discussionmentioning

confidence: 99%

“…We used the Clance Imposter Phenomenon Scale (CIPS) to measure IS, the outcome variable. CIPS is a 20-item validated instrument in which scores range from 20 through 100 and correspond to four categories of IS: low (score≤40), moderate (41)(42)(43)(44)(45)(46)(47)(48)(49)(50)(51)(52)(53)(54)(55)(56)(57)(58)(59)(60), frequent (61-80), or intense (>80). CIPS items measure the presence of cognitions and effects associated with IS, including feelings related to fear of (a) evaluation, (b) not being able to repeat successes, and (c) being less capable than others (see Appendix for complete list of questions).…”

Section: Dependent and Independent Variables And Instrumentsmentioning

confidence: 99%

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URiMs and Imposter Syndrome: Symptoms of Inhospitable Work Environments?

Carvajal

Reid

Zambrana

2023

Fam Med

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Background and Objectives: Workforce diversity is associated with improved health outcomes. Currently, primary care physicians who are underrepresented in medicine (URiM) disproportionately work in underserved areas. Increasingly, URiM faculty describe experiencing imposter syndrome (IS), including a sense of not belonging in their work environment and a lack of recognition. Studies of IS among family medicine faculty are not prevalent nor are the factors most associated with IS among URiMs and non-URiMs. The objectives of our study were to (1) determine prevalence of IS among URiM faculty compared to non-URiM faculty; (2) determine factors associated with IS among both URiM and non-URiM faculty. Methods: Four hundred thirty participants completed anonymous, electronic surveys. We measured IS using a 20-item validated scale. Results: Among all respondents, 43% reported frequent/intense IS. URiMs were not more likely than non-URiMs to report IS. Factors independently associated with IS for both URiM and non-URiM respondents include inadequate mentorship (P<.05) and poor professional belonging (P<.05). However, inadequate mentorship, low professional integration and belonging, and racial/ethnic discrimination-based exclusion from professional opportunities (all P<.05) were more prevalent among URiMs than non-URiMs. Conclusions: While URiMs are not more likely than non-URiMS to experience frequent/intense IS, they are more likely to report racial/ethnic discrimination, inadequate mentorship, and low professional integration and belonging. These factors are associated with IS and may be reflective of how institutionalized racism impedes mentorship and optimal professional integration, which may be internalized and perceived as IS among URiM faculty. Yet, URiM career success in academic medicine is crucial for achieving health equity.

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Section: Discussionmentioning

confidence: 99%

Section: Dependent and Independent Variables And Instrumentsmentioning

confidence: 99%

URiMs and Imposter Syndrome: Symptoms of Inhospitable Work Environments?

Carvajal

Reid

Zambrana

2023

Fam Med

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“…Most advocacy groups and societies are committed to achieving gender equity and actively report on this issue (e.g. ANZCA, 61 the Society for Pediatric Anesthesia, 62 and cardiothoracic anaesthesiology societies 63 ). In Australia and New Zealand, only 33% of specialist anaesthetists were female, which was even lower for those close to retirement age despite 43% of trainees being female.…”

Section: Current Challenges Solutions and Unique Opportunitiesmentioning

confidence: 99%

Academic anaesthesiology: a global perspective on training, support, and future development of early career researchers

Stundner,

Adams,

Fronczek

et al. 2023

British Journal of Anaesthesia

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“…Pipeline programs have long been implemented to increase diversity in medicine overall; 99 however, there is a lack of literature on the existence and effectiveness of pipeline programs, particularly in the field of anesthesiology. Sumler et al 100 explored the many barriers to diversifying our specialty, particularly regarding cardiothoracic anesthesiology, poignantly recognizing that pipelines need to begin before the graduate medical education stage.…”

Section: A Way Forwardmentioning

confidence: 99%

Racial and Ethnic Patient Care Disparities in Anesthesiology: History, Current State, and a Way Forward

Mergler,

Toles,

Alexander

et al. 2023

Anesthesia &Amp; Analgesia

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Disparities in patient care and outcomes are well-documented in medicine but have received comparatively less attention in anesthesiology. Those disparities linked to racial and ethnic identity are pervasive, with compelling evidence in operative anesthesiology, obstetric anesthesiology, pain medicine, and critical care. This narrative review presents an overview of disparities in perioperative patient care that is grounded in historical context followed by potential solutions for mitigating disparities and inequities.

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A Call for Diversity: Underrepresented Minorities and Cardiothoracic Anesthesiology Fellowship Education

Cited by 8 publications

References 14 publications

URiMs and Imposter Syndrome: Symptoms of Inhospitable Work Environments?

URiMs and Imposter Syndrome: Symptoms of Inhospitable Work Environments?

Academic anaesthesiology: a global perspective on training, support, and future development of early career researchers

Racial and Ethnic Patient Care Disparities in Anesthesiology: History, Current State, and a Way Forward

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