Increasing Diversity in Cardiology

Douglas, Pamela S.; Walsh, Mary Norine

doi:10.1016/j.jacc.2020.07.030

Cited by 6 publications

(10 citation statements)

References 10 publications

(8 reference statements)

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“…Initiatives to increase diversity in cardiology and radiology have been developed by the American College of Cardiology (ACC), American Heart Association (AHA), and ACR and should be intentionally promoted within the field of cardiovascular imaging. 13,28,29 To achieve diversity, equity, and inclusion in cardiovascular imaging, it is essential to focus on the training pathways for cardiology fellows, radiology residents and fellows, internal medicine residents, and medical students. 29,30 Unfortunately, a recent survey of cardiology fellowship program directors found that only 6% of cardiology fellowship program directors rank diversity as a top 3 priority when making their fellowship rank list.…”

Section: Workforce Shortages and Underrepresentation In Cardiac Imagingmentioning

confidence: 99%

Multimodality Cardiac Imaging and the Imaging Workforce in the United States: Diversity, Disparities, and Future Directions

Bullock-Palmer,

Flores Rosario,

Douglas

et al. 2024

Circ: Cardiovascular Imaging

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Innovations in cardiac imaging have fundamentally advanced the understanding and treatment of cardiovascular disease. These advances in noninvasive cardiac imaging have also expanded the role of the cardiac imager and dramatically increased the demand for imagers who are cross-trained in multiple modalities. However, we hypothesize that there is significant variation in the availability of cardiac imaging expertise and a disparity in the adoption of advanced imaging technologies across the United States. To evaluate this, we have brought together the leaders of cardiovascular imaging societies, imaging trainees, as well as collaborated with national imaging accreditation commissions and imaging certification boards to assess the state of cardiac imaging and the diversity of the imaging workforce in the United States. Aggregate data confirm the presence of critical gaps, such as limited access to imaging and imaging expertise in rural communities, as well as disparities in the imaging workforce, notably among women and underrepresented minorities. Based on these results, we have proposed solutions to promote and maintain a robust and diverse community of cardiac imagers and improve equity and accessibility for cardiac imaging technologies.

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Section: Workforce Shortages and Underrepresentation In Cardiac Imagingmentioning

confidence: 99%

Multimodality Cardiac Imaging and the Imaging Workforce in the United States: Diversity, Disparities, and Future Directions

Bullock-Palmer,

Flores Rosario,

Douglas

et al. 2024

Circ: Cardiovascular Imaging

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“…While the disconnect between career preferences and cardiology perceptions held true for both male and female residents, the continued difficulty in attracting women into cardiology fellowships is of particular concern . The survey was redeployed to explore current IM residents’ career aspiration preferences and perceptions of cardiology and possible changes over time, with the intention of better understanding the continued obstacles to recruiting women into cardiology …”

Section: Introductionmentioning

confidence: 99%

“…[3][4][5] The survey was redeployed to explore current IM residents' career aspiration preferences and perceptions of cardiology and possible changes over time, with the intention of better understanding the continued obstacles to recruiting women into cardiology. 6…”

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confidence: 99%

Professional Preferences and Perceptions of Cardiology Among Internal Medicine Residents

et al. 2022

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ImportanceInternal medicine residents’ professional development preferences were discordant with their perceptions of cardiology in a survey circulated a decade ago; no contemporary data exist. This information is important for effective recruitment and retention of a highly talented and diverse future cardiology workforce.ObjectiveTo identify residents’ professional development preferences and cardiology perceptions, in relation to specialty choice, and compare the findings with those from a decade prior.Design, Setting, and ParticipantsThe original survey from the 2010 study was updated and sent to US internal medicine programs. Respondents (ie, internal medicine residents) rated 38 professional development preferences and 20 cardiology perceptions. Data were collected in 2020 and compared with survey results from the prior 2010 study. Multivariable models were created for specialty choice using scaled independent variables dichotomized using the top 2 options; categorical variables were recoded into binary variables for analysis.Main Outcomes and MeasuresMultivariable models were used to determine the association of demographic characterisitcs and survey responses with prospective career choice. Responses were examined by total group, by gender, by self-reported consideration of entering cardiology as a profession, and by comparison with a decade prior both as a group and by gender.ResultsA total of 840 residents (mean [SD] age, 29.24 [2.82] years; 49.8% male; 55.4% White) completed the survey. The survey incorporated a 5-point Likert scale of 1 (not important) to 5 (extremely important) for some of the questions, with additional questions on demographic characteristics. The most important professional development preferences by descending Likert score were as follows: positive role models (4.56), stimulating career (3.81), and family friendly (3.78). The cardiology perception statements with the highest agreement were as follows: interferes with family life during training (3.93) and having met positive role models or having positive views of cardiovascular disease as a topic (3.85). Multivariable analysis yielded a 22-element model predicting cardiology as career choice. Compared with the 2010 survey, the findings of this survey indicated increased importance of work-life balance components for both male and female residents, with a greater change in male residents. Contemporary residents were more likely than their predecessors to agree with negative perceptions of cardiology.Conclusions and RelevanceThis survey study found that both male and female residents place a high value on support for optimal work-life balance; these preferences have intensified over the past decade and factor into career choice. Negative perceptions of cardiology persist and, in some aspects, are worsening. Improving the culture of cardiology may make this specialty a more attractive career choice for all.

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“…Increased diversity in medical fields has been shown to contribute to improved overall patient experience, clinical care decisions, and quality of patient care [ 4 - 5 ]. Despite the advantages of having a diverse physician workforce, the field of cardiology has failed to keep pace with the increasingly diverse patient population of the United States [ 6 ]. In fact, 30% of cardiovascular training programs accredited by the American College of Graduate Medical Education (ACGME) had no URMs, and over half had only between 1% and 25% of fellows that comprised that category [ 7 ].…”

Section: Introductionmentioning

confidence: 99%

“…In fact, 30% of cardiovascular training programs accredited by the American College of Graduate Medical Education (ACGME) had no URMs, and over half had only between 1% and 25% of fellows that comprised that category [ 7 ]. Underrepresentation has not gone unnoticed by the broader physician community, as evidenced by the 2019 establishment of workforce diversity guidelines by the ACGME, which have been described as a “wake-up call” to cardiology [ 6 ]. Moreover, the 2020 retraction of an article published by a cardiology fellowship program director due to numerous misconceptions, inaccuracies, and other invalidities regarding diversity underscores the necessity of continued research in this subject [ 8 ].…”

Section: Introductionmentioning

confidence: 99%

Increasing Diversity in Cardiology: A Fellowship Director’s Perspective

Bhasin¹,

Musa²,

Massoud³

et al. 2021

Cureus

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BackgroundUnderrepresented-minorities (URM) remain few in number amongst practicing cardiologists and across cardiology fellowship training programs in the U.S. Increased diversity is needed across the entire field and is particularly necessary within graduate medical education cardiology fellowship training programs. ObjectivesThis cross-sectional study was performed to identify which strategies were supported and implemented by cardiology fellowship program directors (PDs) to increase URM representation, to determine which entities hold the responsibility to increase diversity according to program directors, and to quantify URM representation in cardiology fellowship programs. MethodsA 15-item survey was submitted to all American College of Graduate Medical Education (ACGME) accredited cardiology fellowship programs via electronic mail. ResultsOf 250 cardiology fellowship programs, 71 responses were received (28.4%). The number of URM faculty varied from 0-1 to more than six, and URM faculty held leadership roles in most programs (62.0%). A total of 16 respondents (22.5%) were URM program directors. Most respondents agreed that diversity was important to their training program (85.9%). The majority endorsed direct recruitment of URM applicants (60.6%), opportunities for applicants to connect with (54.9%) or be recruited by URM fellows (54.9%), holistic application review (67.6%), promoting mentorship by URM faculty (69.0%), URM faculty involvement in applicant interviewing (54.9%), and increased recruitment of URM faculty members (73.2%). Program directors allocated major responsibility to increase diversity to fellowship programs (71.8%), residency programs (63.3%), and medical schools (53.5%). ConclusionsThis study found that most cardiology programs have URM faculty in leadership roles, and nearly a quarter of the surveyed program directors were URMs. Cardiology program directors endorsed and employed numerous strategies to increase diversity and URM representation in fellowship programs. Additionally, program directors held fellowship training programs most responsible for increasing URM representation in the field of cardiology.

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Increasing Diversity in Cardiology

Abstract: Corresponding Author

Cited by 6 publications

References 10 publications

Multimodality Cardiac Imaging and the Imaging Workforce in the United States: Diversity, Disparities, and Future Directions

Multimodality Cardiac Imaging and the Imaging Workforce in the United States: Diversity, Disparities, and Future Directions

Professional Preferences and Perceptions of Cardiology Among Internal Medicine Residents

Increasing Diversity in Cardiology: A Fellowship Director’s Perspective

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