Mentorship and pursuit of academic medicine careers: a mixed methods study of residents from diverse backgrounds

Abstract

BackgroundMentorship influences career planning, academic productivity, professional satisfaction, and most notably, the pursuit of academic medicine careers. Little is known about the role of mentoring in recruiting Black/African American and Hispanic/Latino residents into academia. The objective of this study was to assess the influence of mentoring on academic medicine career choice among a cohort of racially and ethnically diverse residents.MethodsA strategic convenience sample of U.S. residents attending national professional conferences between March and July 2010; residents completed a quantitative survey and a subset participated in focus groups.ResultsOf the 250 residents, 183 (73%) completed surveys and 48 participated in focus groups. Thirty-eight percent of residents were white, 31% Black/African American, 17% Asian/other, and 14% Hispanic/Latino. Most respondents (93%) reported that mentorship was important for entering academia, and 70% reported having sufficient mentorship to pursue academic careers. Three themes about mentorship emerged from focus groups: (1) qualities of successful mentorship models; (2) perceived benefits of mentorship; and (3) the value of racial/ethnic and gender concordance. Residents preferred mentors they selected rather than ones assigned to them, and expressed concern about faculty using checklists. Black/African American, Hispanic/Latino, and female residents described actively seeking out mentors of the same race/ethnicity and gender, but expressed difficulty finding such mentors. Lack of racial/ethnic concordance was perceived as an obstacle for minority mentees, requiring explanation of the context and nuances of their perspectives and situations to non-minority mentors.ConclusionsThe majority of residents in this study reported having access to mentors. However, data show that the lack of diverse faculty mentors may impede diverse residents’ satisfaction and benefit from mentorship relationships compared to white residents. These findings are important for residency programs striving to enhance resident mentorship and for institutions working to diversify their faculty and staff to achieve institutional excellence.

A survey of mentorship among Canadian anesthesiology residents

“…3,19 The literature shows that female residents and faculty report a desire for female mentors, and our study results are consistent with this observation. 13,20,21 Gender concordance has been found to lead to better mentorship relationships, 20 but it can be difficult to achieve since females may have more difficulty identifying mentors than their male colleagues (e.g., only 27% of mentors were female in our survey). [21][22][23] Similarly, previous research has shown a tendency for mentees to seek out mentors of the same ethnicity.…”

“…13,20,21 Gender concordance has been found to lead to better mentorship relationships, 20 but it can be difficult to achieve since females may have more difficulty identifying mentors than their male colleagues (e.g., only 27% of mentors were female in our survey). [21][22][23] Similarly, previous research has shown a tendency for mentees to seek out mentors of the same ethnicity. 21 In spite of the potential benefits of gender concordance, others suggest that it is not critical to mentee satisfaction, 7 and previous literature has emphasized shared values, trust, and a personal connection.…”

“…[21][22][23] Similarly, previous research has shown a tendency for mentees to seek out mentors of the same ethnicity. 21 In spite of the potential benefits of gender concordance, others suggest that it is not critical to mentee satisfaction, 7 and previous literature has emphasized shared values, trust, and a personal connection. 24 Quality of mentorship is an important component of a successful relationship.…”

Mentoring and Training of Cancer-Related Health Disparities Researchers Committed to Community-Based Participatory Research

“…Second, although many URM researchers may view racial/ethnic concordance with their mentors as desirable, they acknowledge the reality of the shortage of such mentors in academia. 20 Third, the non-URM mentors from the CNPCs may be experienced with mentoring URM trainees and may not be representative of non-URM mentors in general. Fourth, given that more than one-half of trainees reported having a mentoring team, it is possible that URM trainees in particular may be getting some of their more unique needs met by someone other than their CNPC mentor.…”

Early-Stage Investigators and Institutional Interface: Importance of Organization in the Mentoring Culture of Today’s Universities

“…4 Published accounts of current training or mentoring approaches reveal little if any active intervention in regard to the former. 5–9 …”