National Diversity Equity Workshop 2017: Focus on Underrepresented Minorities in Chemistry Faculties

2018 ◽  
pp. 109-140 ◽  
Author(s):  
Dontarie Stallings ◽  
Srikant K. Iyer ◽  
Rigoberto Hernandez
Keyword(s):  
Underrepresented Minorities

scholarly journals Risk Factors for Severe Acute Respiratory Syndrome Coronavirus 2 Infection in Hospital Workers: Results From a Screening Study in New Jersey, United States in Spring 2020

2020 ◽  
Vol 7 (12) ◽  
Author(s):  
Emily S Barrett ◽  
Daniel B Horton ◽  
Jason Roy ◽  
Weiyi Xia ◽  
Patricia Greenberg ◽  
...  
Keyword(s):  
New Jersey ◽  
Severe Acute Respiratory Syndrome ◽  
Patient Care ◽  
Direct Patient Care ◽  
Underrepresented Minorities ◽  
Patient Contact ◽  
Food Services ◽  
Logistic Regression Models ◽  
Screening Study ◽  
White Workers

Abstract Background Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) infection is a critical concern among healthcare workers (HCWs). Other studies have assessed SARS-CoV-2 virus and antibodies in HCWs, with disparate findings regarding risk based on role and demographics. Methods We screened 3904 employees and clinicians for SARS-CoV-2 virus positivity and serum immunoglobulin (Ig)G at a major New Jersey hospital from April 28 to June 30, 2020. We assessed positive tests in relation to demographic and occupational characteristics and prior coronavirus disease 2019 symptoms using multivariable logistic regression models. Results Thirteen participants (0.3%) tested positive for virus and 374 (9.6%) tested positive for IgG (total positive: 381 [9.8%]). Compared with participants with no patient care duties, the odds of positive testing (virus or antibodies) were higher for those with direct patient contact: below-median patient contact, adjusted odds ratio (aOR) = 1.71 and 95% confidence interval [CI] = 1.18–2.48; above-median patient contact, aOR = 1.98 and 95% CI = 1.35–2.91. The proportion of participants testing positive was highest for phlebotomists (23.9%), maintenance/housekeeping (17.3%), dining/food services (16.9%), and interpersonal/support roles (13.7%) despite lower levels of direct patient care duties. Positivity rates were lower among doctors (7.2%) and nurses (9.1%), roles with fewer underrepresented minorities. After adjusting for job role and patient care responsibilities and other factors, Black and Latinx workers had 2-fold increased odds of a positive test compared with white workers. Loss of smell, taste, and fever were associated with positive testing. Conclusions The HCW categories at highest risk for SARS-CoV-2 infection include support staff and underrepresented minorities with and without patient care responsibilities. Future work is needed to examine potential sources of community and nosocomial exposure among these understudied HCWs.

Exploring Barriers to the Inclusion of Underrepresented Minorities in Urology: The Temporal and Financial Costs of Residency Interviews

Urology ◽  
2021 ◽  
Author(s):  
Jorge A. Whitley ◽  
Byron D. Joyner ◽  
Peter G. Asante ◽  
W. Bedford Waters ◽  
Kathleen Kieran
Keyword(s):  
Underrepresented Minorities ◽  
Financial Costs

scholarly journals Initiatives to financially, academically, and socially support underrepresented minorities in STEM disciplines

2020 ◽  
Author(s):  
Anitha Sarah Subburaj ◽  
Pamela Lockwood-Cooke ◽  
Emily Hunt ◽  
Vinitha Hannah Subburaj
Keyword(s):  
Underrepresented Minorities ◽  
Stem Disciplines ◽  
Minorities In Stem

scholarly journals Leadership Pathways in Academic Family Medicine: Focus on Underrepresented Minorities and Women

2020 ◽  
Vol 52 (2) ◽  
pp. 104-111 ◽  
Author(s):  
Catherine Coe ◽  
Cleveland Piggott ◽  
Ardis Davis ◽  
Mary N. Hall ◽  
Kristen Goodell ◽  
...  
Keyword(s):  
Leadership Development ◽  
Family Medicine ◽  
Department Chairs ◽  
Task Force ◽  
Gender Diversity ◽  
Medical Student Education ◽  
Underrepresented Minorities ◽  
Leadership Positions ◽  
Development Programming ◽  
And Gender

Background and Objectives: Leadership positions in academic medicine lack racial and gender diversity. In 2016, the Council of Academic Family Medicine (CAFM) established a Leadership Development Task Force to specifically address the lack of diversity among leadership in academic family medicine, particularly for underrepresented minorities and women. approach: The task force was formed in August 2016 with members from each of the CAFM organizations representing diversity of race, gender, and academic position. The group met from August 2016 to December 2017. The task force reviewed available leadership development programming, and through consensus identified common pathways toward key leadership positions in academic family medicine—department chairs, program directors, medical student education directors, and research directors. consensus development: The task force developed a model that describes possible pathways to several leadership positions within academic family medicine. Additionally, we identified the intentional use of a multidimensional mentoring team as critically important for successfully navigating the path to leadership. Conclusions: There are ample opportunities available for leadership development both within family medicine organizations and outside. That said, individuals may require assistance in identifying and accessing appropriate opportunities. The path to leadership is not linear and leaders will likely hold more than one position in each of the domains of family medicine. Development as a leader is greatly enhanced by forming a multidimensional team of mentors.

scholarly journals A Randomized Study to Assess the Effect of Including the Graduate Record Examinations (GRE) Results on Reviewers Scores for Underrepresented Minorities

2021 ◽  
Author(s):  
Kristina V Dang ◽  
Francois Rerolle ◽  
Sarah F Ackley ◽  
Amanda M Irish ◽  
Kala M Mehta ◽  
...  
Keyword(s):  
Native American ◽  
San Francisco ◽  
Alaska Native ◽  
Fixed Effects ◽  
Doctoral Programs ◽  
Randomized Study ◽  
Underrepresented Minorities ◽  
American Black ◽  
Graduate Record Examinations ◽  
Phd Programs

Abstract Whether requiring Graduate Record Examinations (GRE) results for PhD applicants affects the diversity of admitted cohorts remains uncertain. This study randomized applications to two population health University of California San Francisco PhD programs to assess whether masking reviewers to applicant GRE results differentially affects reviewers’ scores for underrepresented minorities (URM) applicants from 2018-2020. Applications with GRE results and those without were randomly assigned to reviewers to designate scores for each copy (1-10, 1 being best). URM was defined as self-identification as African American/Black, Filipino, Hmong, Vietnamese, Hispanic/Latinx, Native American/Alaska Native, or Native Hawaiian/Other Pacific Islander. We used linear mixed models with random effects for applicant and fixed effects for each reviewer to evaluate the effect of masking the GRE results on the overall application score and whether this effect differed by URM status. Reviewer scores did not significantly differ for unmasked versus masked applications among non-URM applicants (b=0.15; 95% CI: [-0.03, 0.33]) or URM applicants (b=0.02, 95% CI: [-0.36, 0.40]). We did not find evidence that removing GREs differentially affected URM compared to non-URM students (b for interaction= -0.13, 95% CI: [-0.55, 0.29]). Within these doctoral programs, results indicate that GRE scores do not harm nor help URM applicants.

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