Trends in Internal Medicine Faculty by Sex and Race/Ethnicity, 1980-2018

Abstract

Key Points Question Did sex and racial/ethnic diversity in the academic internal medicine workforce between 1980 and 2018 reflect the changing demographic composition of the general population (in 2017) and medical student body? Findings This cross-sectional study used data on full-time medical school faculty appointed to US internal medicine departments from 1980 to 2018, matriculants to US medical schools from 1980 to 2018, and the general US population from 1980 to 2017. The study found that progress was made in diversifying the academic workforce; however, it may not yet reflect the diversity of US medical students or the US population. Meaning These findings suggest that continued improvement of recruitment and retention efforts for women and groups who are underrepresented in medicine as medical students and faculty in internal medicine is needed.

Representation of Women and Underrepresented Groups in US Academic Medicine by Specialty

“…Prior studies demonstrate the number of women and members of underrepresented groups in medicine (URM), such as American Indian or Alaskan Native, Black, Latino or Hispanic, and Native Hawaiian or other Pacific Islander individuals, are increasing throughout academic medicine. 1 , 2 However, little is known in the current literature regarding variation and trends in demographics of academic faculty across medical specialties or the retention of residents identifying as women or URM as academic faculty. This study adds to the literature by examining 30-year demographic trends across academic medicine departments and providing novel comparisons of the proportion of individuals identifying as women or URM between academic faculty and specialty-matched residents.…”

Closing the Mentorship Gap: Implementation of Speed Mentoring Events for Women Faculty and Trainees in Anesthesiology

“…Efforts to address these discrepancies should include improvement in recruitment, retention, and mentorship to ensure career satisfaction. 5 Initiating a mentoring relationship may be difficult, particularly for junior faculty and trainees. A previous research survey completed among faculty within our department found that only 30% of respondents identified a mentor.…”

Racial, Ethnic, and Gender Representation in Leadership Positions at National Cancer Institute–Designated Cancer Centers

“… 10 Developing an oncology workforce that reflects the patients whom it serves has been a priority for both American Society of Clinical Oncology 11 and the National Cancer Institute (NCI), 12 as there are known gender and racial/ethnic gaps within the physician pipeline and workforce. 13 , 14 However, the leadership gap in cancer care remains largely unquantified and is a key component to understanding how institutions may prioritize equity, diversify hiring, and promote systemwide change to improve cancer disparities. This cross-sectional study was designed to evaluate the gender, racial, and ethnic makeup for the full leadership team of NCI-designated cancer centers and to compare this with the diversity of actively practicing physicians and with the city populations served by each center.…”