Hematology/medical oncology fellow responses to the initial development of an antiracism curriculum.

11042 Background: While the American Council on Graduate Medical Education (ACGME) set up a Planning Committee for Diversity in GME in 2018, no formalized milestones or training mandates have been announced. The nation-wide protests for racial justice following the senseless killings of Breonna Taylor, Ahmaud Arbery and George Floyd further brought to the forefront the need for immediate action to address widespread inequities across graduate medical education, our healthcare system and society as a whole. Therefore, the Johns Hopkins Hematology/Medical Oncology Fellowship Program focused on creating an anti-racism curriculum to foster dialogue on systemic racism and discrimination, grounded in the institutional and geographic context of our training program. Methods: Using the Kern six step curriculum development method, we created a comprehensive anti-racism initiative, which included virtual townhalls with Black alumni of the fellowship, book clubs, readings, and lectures. We sought to deepen the fellowship’s awareness of the impact of racism and inequity upon trainees, underrepresented minority oncologists and hematologists, and patients in order to develop initiatives to confront them productively. Trainees received a survey 6 months after the start of the curriculum to assess the impact of the initiatives upon trainees, and inform iterative changes to the curriculum. Results: 25 of 34 fellows across all post-graduate years (PGY) completed the survey. Fellows agreed that the curriculum was helpful (68%) and encouraging (60%). Collectively, fellows reported that the curriculum increased their awareness of instances of racism in medicine, caused them to think about next steps that the fellowship could take to address racism, and enabled them to identify available resources for support and further education. Respondents selected community engagement and recruitment of diverse fellowship classes as the most pressing priorities for the program. Conclusions: Social justice and anti-racism education belong in the formalized training of our hematology/medical oncology fellows. To this end, our ongoing curricular expansion is focusing on anti-racism training, diverse recruitment and youth mentorship. Collectively, a comprehensive yet program-specific approach facilitates opportunities for learning, engagement and development of the skills necessary to engage in this life-long work for ourselves, our communities and our patients.

Black alumni of the University of Missouri-Columbia : financial support as the mirror of attitudes

This study examined the attitudes toward the University of Missouri-Columbia of a sample of its Black alumni and whether their attitudes were reflected in their donor status. The Black Alumni Survey was used to assess the perceptions of alumni relevant to the school's leadership, image, correspondence, alumni association, student experiences, and general impressions of fund raising techniques and purposes. ANOVA was chosen for the statistical procedure. Findings did not indicate a statistically significant difference in the views of donors and nondonors toward the university.

Predictors of Public or Private Employment for Business College Graduates

Race was a significant predictor of sector of employment two years after graduation for White and Black alumni of a New York undergraduate business college but not for Hispanic or Asian alumni. Significantly fewer White alumni and significantly more Black alumni worked in government than expected from the alumni sample. The odds that White alumni worked in government rather than in private were only half as large as the odds that Whites in the total employed labor force worked in government rather than in private. The odds that government employed Black rather than White alumni were almost twice the odds that government employed Blacks rather than Whites from the total employed labor force. College graduation thus reduced the likelihood that White alumni would seek government employment. For White alumni, the best predictor of sector of employment was major in college. White alumni who had majored in accounting, finance and investments, computer information systems and marketing were less likely to work in government than White alumni who had majored in management or any other subject. For Black alumni the best predictors were the evaluation of curricular guidance (1986 and 1984 alumni) and whether or not the person had a job or job offer by graduation (1984 alumni). Black alumni who rated curricular guidance most favorably and who had no job or job offer by graduation were the most likely group to work in government. Age, sex and current salary were not significant predictors of sector of employment for either White or Black alumni.

Increasing Enrollment of Blacks at a Predominately White Southern University: Perceptions and Characteristics of Black Graduates

This study surveyed 566 black college graduates for their perceptions for attracting more minority students to the University. Academic programs and location were critical factors noted. A majority (93%) of black alumni rated their educational experience good-to-excellent and 84% indicated they would attend the University again. The study suggests marketing techniques regarding admission should be changed to strategies emphasizing needs of the institution, e.g., use of black alumni, black professors, and black students.