Knowledge mobilization for primary care

Abstract

In hospitals diseases stay and people come and go; in general practice people stay and diseases come and go. Iona Heath 1T he Rourke Baby Record (RBR): why and how has this practice tool survived and maintained its clinical relevance and academic rigour? In this article we share lessons learned in knowledge mobilization (KM) and clinical uptake (Box 1).In contrast to single-issue or single-disease guidelines, the RBR is deeply rooted in the broad continuity-of-care realities of general or family practice, as expressed by the 4 principles of family medicine. 2 The RBR provides effective, efficient, evidence-based preventive care guidance for infants and children from birth to 5 years of age within domains such as growth, nutrition, development, injury prevention, and physical assessment. It captures relevant topics, is readily accessible, partners FP content experts with non-FP-specialist content experts, and places primary care as a focus of KM to help FPs and other health care providers (HCPs) keep current with the overwhelming amount of evolving relevant research findings.

Racial, Ethnic, and Sex Diversity in Academic Medical Leadership

“…Although efforts to improve diversity among medical students started in the 1970s, specialty-specific studies on diversity progression began to appear in the late 1980s and the 1990s . Starting in the early 1980s, several studies in various medical fields, including general surgery, dermatology, and family medicine, have revealed significant differences in gender and racial diversity within specialties . Furthermore, some studies have demonstrated sex disparities between surgical and nonsurgical specialties …”

“…Despite the demonstration of a lack of diversity over the last 40 years and numerous organizations, including the Association of American Medical Colleges (AAMC), speaking to this issue, progress has been relatively slow in several medical fields. Over the last 20 years, numerous recurrent studies within the fields of academic medicine, including general surgery, family medicine, and orthopedic surgery, have found the same lack of representation as that found in the 1980s when these studies began . Therefore, a different approach using diversity of leadership could be helpful in transforming academic medicine into a more diverse field.…”

“…3,[15][16][17] Starting in the early 1980s, several studies in various medical fields, including general surgery, dermatology, and family medicine, have revealed significant differences in gender and racial diversity within specialties. 4,9,[17][18][19][20][21][22][23][24][25][26][27][28] Furthermore, some studies have demonstrated sex disparities between surgical and nonsurgical specialties. 17,18,29 A proposed approach to increasing diversity is "top-down" diversification, which refers to diverse leadership within a specialty resulting in higher levels of minority and female representation within the workforce.…”

Racial, Ethnic, and Gender Diversity in Academic Orthopaedic Surgery Leadership

“…Another approach to increasing minority and female representation among physicians is topdown diversity, which includes using diversification of leadership to diversify the workforce [24][25][26][27][28][29][30] . Diverse representation has not been uniform across sectors of the medical profession, despite the improvements in diversity among medical students [31][32][33][34][35][36][37][38][39][40][41][42][43][44] .Orthopaedic surgery has demonstrated some of the most substantial gaps in racial and gender representation and has frequently "lagged" behind other surgical and nonsurgical specialties 11,35,[45][46][47][48][49][50][51][52][53][54][55][56][57][58][59] . In the early 2000s, the American Academy of Orthopaedic Surgeons (AAOS) and the American Orthopaedic Association (AOA) made commitments to improving leadership Disclosure: The Disclosure of Potential Conflicts of Interest forms are provided with the online version of the article (http://links.lww.com/JBJS/H34).…”

“…Another approach to increasing minority and female representation among physicians is topdown diversity, which includes using diversification of leadership to diversify the workforce [24][25][26][27][28][29][30] . Diverse representation has not been uniform across sectors of the medical profession, despite the improvements in diversity among medical students [31][32][33][34][35][36][37][38][39][40][41][42][43][44] .…”