ArticleSouthern medical journal2023
Retaining Faculty from Underrepresented Groups in Academic Medicine: Results from a Needs Assessment.
Article in Southern medical journal, 2023. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 12 papers.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
12 citing papers in PubMed, 21 citations in OpenAlex.
- Predicting Engagement of Applicants in the Leadership Through Scholarship Fellowship: A Qualitative Analysis.Family medicine · 2026Article
- Recruitment and Retainment Trends in Diverse Family Medicine Academic Leadership: A CERA Secondary Analysis.Family medicine · 2026Article
- Beyond diversity recruitment: Next steps to ensure that underrepresented emergency medicine residents thrive.AEM education and training · 2025Article
- Are We Really Retaining URiM Faculty in Academic Medicine?Journal of racial and ethnic health disparities · 2025Article
- Best Practices for Completing the Accreditation Council for Graduate Medical Education's Accreditation Data System Update.Academic psychiatry : the journal of the American Association of Directors of Psychiatric Residency Training and the Association for Academic Psychiatry · 2025Article
- Underrepresented in Medicine Mentorship Program: Perceived Benefits and Lessons Learned.Family medicine · 2025Article
- Factors Impacting Scholarship Delay for Early Career URiM Faculty in Academic Medicine.Family medicine · 2025Review
- Increasing diversity in the nutrition, obesity, and diabetes biomedical workforce: the BRIDGES consortium.The American journal of clinical nutrition · 2025Article
- Development of a peer and near-peer mentoring program to support early career research faculty: The ASPIRE! program.Journal of clinical and translational science · 2025Article
- Commenting on "URiMs and Imposter Syndrome: Symptoms of Inhospitable Work Environments".Family medicine · 2024Article
- The impact of inclusive mentoring and identity work on self-efficacy in career advancement and career commitment among underrepresented early-career faculty and post-doctoral fellows.Journal of clinical and translational science · 2024Article
- Five Strategies Leaders in Academic Medicine Can Implement Now to Enhance Gender Equity.Journal of medical Internet research · 2023Article
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
5 authors at 1 institution in 1 country.
Funding
Abstract
objectivesAcademic medical centers can improve the quality of care and address health inequities by recruiting and retaining faculty from underrepresented in medicine (URiM) groups; however, the retention of URiM faculty is a barrier to reaching equity-related goals because URiM faculty are less likely to remain in academia and be promoted compared with their peers. As such, the objective of this study was to determine factors that influence the retention of URiM faculty at large academic centers.
methodsOne-time, semistructured stay interviews were conducted to assess the experiences of URiM faculty at a large academic hospital in Boston, Massachusetts between October 2016 and April 2017. A qualitative researcher coded the transcripts and identified central themes.
resultsThe participants (N = 17) were 65% Black/African American and 35% Hispanic/Latinx. The median number of years on faculty was 3 years (range 1-33). The themes identified through the stay interviews were grouped into three domains: areas of strength, challenges to advancement, and suggestions for improvement of support. Participants voiced leadership support in their development, the community of patients, URiM networking opportunities, and mentorship as strengths. The barriers to retention included the lack of transparency and trust in their work, a sense of tokenism, organizational management issues, and implicit biases. The suggested ways to improve support included the expanding of initiatives to include all members of groups URiM, continuing URiM faculty development programs, and increasing funding to support advancement.
conclusionsThis study underscored the importance of supportive leadership, URiM-specific faculty development programs, networking opportunities, and the recognition of achievements as factors that influence the retention of faculty at a large academic medical center. In addition, participants highlighted the need for strong mentor networks and emphasizing sponsorship.
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What OpenQuestion holds
Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.