Equity and Game-Theory Strategies to Promote Gender Diversity and Inclusion in an Academic Health Science Centre

Abstract

Equity and game theory strategies to promote gender diversity and inclusion in an academic health science center, CJC Open (2021), doi:

Faculty diversity, equity, and inclusion in academic dentistry: Revisiting the past and analyzing the present to create the future

“…For example, when McMaster University's Department of Medicine analyzed if there was inequity in leadership positions and salaries, the data showed an underrepresentation of women and people of color. Both groups reported experiencing unprofessional behavior directed towards them 24 . The difficulty in maintaining a diverse faculty pipeline can be directly related to the treatment of dental faculty from HURE backgrounds and women.…”

“…Both groups reported experiencing unprofessional behavior directed towards them. 24 The difficulty in maintaining a diverse faculty pipeline can be directly related to the treatment of dental faculty from HURE backgrounds and women. Therefore, it is necessary to create an environment of inclusivity and support.…”

“…Challenges reported focused on problems with implementing the best practices described above. Research identified challenges with increasing the student pipeline, 10,33,34 changing student admission policies, 17 recruiting a diverse population of faculty, 35,36 eliminating bias from search committees and diversifying search committees, 17 and creating an environment supporting inclusivity, 9 mentorship, 21,24 and sponsorship. Progress entailed developing new policies, strategies, and initiatives to address the challenges stated above.…”