High Rejection, Low Selection: Ethnic Penalties, Candidate Selection, and Minority Group Representation in Britain

2018 ◽  
Author(s):  
Patrick English
Keyword(s):  
Group Representation ◽  
Minority Group ◽  
Candidate Selection ◽  
High Rejection

746 Racial and Ethnic Disparities Among Burn Surgery Leadership

2020 ◽  
Vol 41 (Supplement_1) ◽  
pp. S206-S206
Author(s):  
Francesco M Egro ◽  
Caroline E Kettering ◽  
Anisha Konanur ◽  
Alain C Corcos ◽  
Guy M Stofman ◽  
...  
Keyword(s):  
Group Representation ◽  
Minority Group ◽  
Ethnic Disparities ◽  
Full Professor ◽  
Academic Rank ◽  
H Index ◽  
Burn Care ◽  
Burn Center ◽  
Major Burn ◽  
Burn Surgery

Abstract Introduction The underrepresentation of racial and ethnic minority groups has existed and been well documented in general and plastic surgery literature but has not been described in burn surgery. The aim of this study is to evaluate current minority group representation among burn surgery leadership. Methods A cross-sectional study was performed in January 2019 to evaluate minority group representation among burn surgery leadership. Burn surgeons included were directors of American Burn Association (ABA)-verified burn centers in the US, past and current presidents of the ABA and International Society of Burn Injuries (ISBI), and editorial board members of five major burn journals (Journal of Burn Care & Research, Burns, Burns & Trauma, Annals of Burns & Fire Disasters, and the International Journal of Burns and Trauma). Surgeons were compared based on factors including age, gender, training, academic rank, and h-index. Results Among 71 burn center directors, 68 societal presidents, and 197 journal editors, minority ethnic groups represented 18.3, 7.4, and 34.5 percent, respectively. Among US burn center directors, the group classified collectively as non-white was significantly younger (white = 56 years, non-white = 49 years; p< 0.01), graduated more recently (white = 1996, non-white = 2003; p < 0.01), and had a lower h-index (white = 17.4, non-white = 9.5; p < 0.05) than white colleagues. There were no significant differences in gender, type of residency training, advanced degrees obtained, and fellowships completed between white and non-white groups.The were no significant differences in the likelihood of white and non-white directors in academia to be full professor, residency or fellowship director, or chair of the department.When compared to the 2018 US National Census, burn unit directors had a 5.1 percent decrease in non-white representation. Specifically, Asians had an 8.3 percent increase in representation, while there was a decrease in both Black (12.0%) and Hispanic (15.3%) representation. Conclusions Disparities in representation of ethnic and racial minorities exist in burn surgery leadership. The most extreme disparities were seen with Black and Hispanic surgeons. However, because these surgeons are younger and graduated more recently, it is promising that minority representation will continue to rise in the future. Applicability of Research to Practice Programs should be initiated in burn surgery that address the implicit biases of burn surgeons and increase mentorship opportunities for underrepresented minorities.

scholarly journals Failing to address issues of interest for Aboriginal Australians in the 2016 Federal election campaign

2018 ◽  
pp. 9-16
Author(s):  
Rashini Suriyaarachchi
Keyword(s):  
Group Representation ◽  
Minority Group ◽  
Self Determination ◽  
Election Campaign ◽  
Democratic Process ◽  
National Discourse ◽  
Aboriginal Australians ◽  
Federal Election ◽  
Political Issues ◽  
Australian Context

This essay explores the ways in which Indigenous issues were framed, amplified and subverted in the national discourse in the lead up to the 2016 federal election. An examination of key theories on minority group representation and participation in democratic process provides the framework through which channels for Indigenous self-determination on key political issues in the Australian context are examined.

scholarly journals The gender gap in European neurosurgical conference presentations

2021 ◽  
Vol 50 (3) ◽  
pp. E7
Author(s):  
Julie Woodfield ◽  
Phillip Correia Copley ◽  
Mark Hughes ◽  
Ellie Edlmann
Keyword(s):  
Gender Gap ◽  
European Association ◽  
Minority Groups ◽  
Group Representation ◽  
Minority Group ◽  
European Countries ◽  
Men And Women ◽  
Joint Conference ◽  
Conference Presentations ◽  
Abstract Submission

OBJECTIVEWithin neurosurgery, there are fewer women than men at all levels. The authors aimed to assess whether opportunities and representation within neurosurgery are proportional to the existing gender gap.METHODSThe authors analyzed the program of the 2019 joint European Association of Neurosurgical Societies (EANS)/Society of British Neurological Surgeons (SBNS) conference to assess the proportions of presentations given through abstract submission and invitation by men and women. They compared proportions to the previous joint conference in 2007 and to the gender proportions of board-certified European neurosurgeons.RESULTSWomen delivered 75/577 (13%) presentations at the 2019 EANS/SBNS conference: 54/283 (19%) abstract submissions and 21/294 (7%) invited presentations. Fifteen of 152 (10%) session chairs were women. This increased significantly from 4/121 (3%) presentations delivered by women in 2007. When only presentations given by neurosurgeons (residents or consultants) were analyzed, the proportion of female speakers increased from 1/111 (1%) in 2007 to 60/545 (11%) in 2019. Pediatrics was the subspecialty with the highest proportion of invited female speakers. Across subspecialties, there were no differences in gender proportions for presentations from abstract submissions. Across the top 5 participating European countries, the proportion of female invited speakers (8%) and chairs (8%) was half the proportion of female board-certified neurosurgeons (16%).CONCLUSIONSThe proportion of women delivering invited presentations and chairing sessions at a European neurosurgical conference is lower than expected from the available pool of board-certified neurosurgeons. The proportion of women participating is higher through application (abstract submission) than through invitation. The higher proportion of presentations from abstract submission may reflect submission from a pool of trainees with a higher proportion of women. The authors suggest implementation of strategies that increase invited speakers from minority groups and have been shown to be effective in other disciplines, such as improving minority group representation in organizing committees.

scholarly journals From multicultural to diversity policies: Tracing the demise of group representation and recognition in a local urban context

2019 ◽  
Vol 26 (3) ◽  
pp. 239-253 ◽  
Author(s):  
Arne Saeys ◽  
Nicolas Van Puymbroeck ◽  
Ympkje Albeda ◽  
Stijn Oosterlynck ◽  
Gert Verschraegen
Keyword(s):  
Ethnic Minority ◽  
Ethnic Minorities ◽  
Group Representation ◽  
Minority Group ◽  
Local Context ◽  
Dress Code ◽  
Urban Context ◽  
Starting Point ◽  
Front Office ◽  
Minority Policies

This article deals with the question of how and why urban governments have implemented diversity policies in the context of a broader backlash against multiculturalism. The starting point of our analysis is the conceptualization of multiculturalism as a set of institutional arrangements for ethnic minority group representation and recognition. While scholars have largely focused on normative critiques of multiculturalism, arguing that it is unable to respond to the super-diversity in contemporary cities, this article focuses on the empirical complexities of diversity policy-making in a local context. More specifically, we investigate the changes in the policy practices and discourses regarding the representation and recognition of ethnic minorities in Antwerp, the largest city of the Flemish Region in Belgium. The minority policies in Antwerp had taken a multicultural turn by the 1990s, most evident in two strategies for group representation and recognition: the establishment of a migrant council to address the interests of ethnic minorities and the recruitment of an ethnically diverse city staff. We analyse how these measures became contested in the context of a wider backlash against multiculturalism. When multicultural policies became diversity policies, the migrant council was disbanded and a dress code prohibited minorities from displaying religious or other symbols in front-office public functions. With these cases, we argue that diversity discourses can be politicized in the governance of cities, with far-reaching consequences, such as the demise of ethnic minority representation and recognition, eventually reinforcing a neo-assimilationist focus urging migrants and their descendants to adapt to the cultural majority.

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