Increasing Diversity in Science and Health Professions: A 21-Year Longitudinal Study Documenting College and Career Success

Winkleby, Marilyn A.; Ned, Judith; Ahn, David K.; Koehler, Alana; Kennedy, Jeanne D.

doi:10.1007/s10956-009-9168-0

Cited by 43 publications

(37 citation statements)

References 37 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Research has demonstrated the powerful impact that cultural, social, and psychological factors play in the pursuit of science careers (18,19). The NIH's Enhancing Diversity initiative addresses explicitly two factors that we know affect career entry, retention, and advancement: unconscious bias and stereotype threat.…”

Section: Challenge 3: Identifying Psychological and Social Factors Thmentioning

confidence: 99%

National Institutes of Health addresses the science of diversity

Valantine

Collins

2015

Proc. Natl. Acad. Sci. U.S.A.

315

266

View full text Add to dashboard Cite

The US biomedical research workforce does not currently mirror the nation's population demographically, despite numerous attempts to increase diversity. This imbalance is limiting the promise of our biomedical enterprise for building knowledge and improving the nation's health. Beyond ensuring fairness in scientific workforce representation, recruiting and retaining a diverse set of minds and approaches is vital to harnessing the complete intellectual capital of the nation. The complexity inherent in diversifying the research workforce underscores the need for a rigorous scientific approach, consistent with the ways we address the challenges of science discovery and translation to human health. Herein, we identify four cross-cutting diversity challenges ripe for scientific exploration and opportunity: research evidence for diversity's impact on the quality and outputs of science; evidence-based approaches to recruitment and training; individual and institutional barriers to workforce diversity; and a national strategy for eliminating barriers to career transition, with scientifically based approaches for scaling and dissemination. Evidence-based data for each of these challenges should provide an integrated, stepwise approach to programs that enhance diversity rapidly within the biomedical research workforce.diversity | scientific workforce | underrepresentation in science | culture | biomedical research

show abstract

Section: Challenge 3: Identifying Psychological and Social Factors Thmentioning

confidence: 99%

National Institutes of Health addresses the science of diversity

Valantine

Collins

2015

Proc. Natl. Acad. Sci. U.S.A.

315

266

View full text Add to dashboard Cite

show abstract

“…Important equity concerns arise when the academic medicine community considers this influence in light of the critical underrepresentation of some minority groups at all levels of science and health education, 1 of male minority students, 2 and of science and health care professionals from diverse backgrounds. 3 Although previous research has demonstrated that early exposure to science and health care professionals can increase the probability of students pursuing higher education, 3,4 few role models are present, 5 and significant barriers remain 6 for persons from underrepresented groups to access MD training programs.…”

mentioning

confidence: 99%

Calling for a Broader Conceptualization of Diversity

et al. 2012

View full text Add to dashboard Cite

show abstract

“…64,65 There is ongoing work at Stanford University to characterize the relationship between social support and academic success in higher education overall. Programs that have developed specific initiatives to recruit and retain minority students, such as the Office of Recruitment, Development and Diversity Initiatives (ORDDI) at UNC Eshelman School of Pharmacy, have also reported the importance of mentorship and networking opportunities in order to achieve success in minority recruitment and retention.…”

Section: Cultural Environmentmentioning

confidence: 99%