2017
DOI: 10.1097/jpa.0000000000000128
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Redesigning Physician Assistant Education to Promote Cognitive Diversity, Inclusion, and Health Care Equity

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Cited by 9 publications
(10 citation statements)
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“…The Central Application Service for Physician Assistants (CASPA) show that underrepresented groups continue to matriculate at much lower rates [19,20]. If the PA profession were to continue to train new PAs at current diversity proportions, the current training and supply of future PAs will do very little to diversify the workforce and does not correspond to the growing demographic shift of the U.S. population [2,5,[21][22][23].…”
Section: Introductionmentioning
confidence: 99%
“…The Central Application Service for Physician Assistants (CASPA) show that underrepresented groups continue to matriculate at much lower rates [19,20]. If the PA profession were to continue to train new PAs at current diversity proportions, the current training and supply of future PAs will do very little to diversify the workforce and does not correspond to the growing demographic shift of the U.S. population [2,5,[21][22][23].…”
Section: Introductionmentioning
confidence: 99%
“…Only 3.8% of all matriculants were African American and 0.5% AIAN/NHPI (compared to 80% White), and 8.8% were Hispanic [ 19 ]. While there are many factors associated with these disparities, there is a critical need for strategies to increase minority student enrollment [ 20 , 21 ].…”
Section: Discussionmentioning
confidence: 99%
“…11,[16][17][18] PA programs also may be missing out on the attendant benefits that a diverse student body provides, including more well-rounded graduates who are better prepared to care for a diverse population. 19 Focusing on strategies to increase diversity through the CC pipeline has the additional benefit of relative immediacy as these potential candidates are only a few years from being eligible to apply to PA programs.…”
Section: Discussionmentioning
confidence: 99%