ReviewJournal of healthcare leadership2025
Building a More Inclusive Urology Workforce: Lessons from Successful Initiatives.
Review in Journal of healthcare leadership, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
What it found
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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.
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Who cites it
0 citing papers in PubMed.
No citing paper in PubMed yet.
Corrections and comments
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Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
The field of urology faces a projected workforce shortage, along with persistent gaps in rural care and underrepresentation of providers from diverse backgrounds. These challenges highlight the need to explore and identify strategies that may enhance diversity within the urologic workforce and ensure more equitable access to care across patient populations. This review examines the current landscape of inclusivity within urology, focusing on three key populations: osteopathic physicians, underrepresented minorities in medicine, and women. Each of these groups faces distinct obstacles in urology such as limited access to mentorship, disparities in residency program match rates, and underrepresentation in leadership positions. Despite these barriers, several targeted initiatives have demonstrated success in improving representation within urology and fostering a more inclusive professional environment. Mentorship programs such as the R. Frank Jones Urology Interest Group, Under Represented Trainees Entering Residency (UReTER) program, and the Michigan Urology Academy have shown encouraging match outcomes and positive participant feedback, underscoring the value of early engagement and structured guidance in supporting the success of individuals historically underrepresented in urology. The growth of professional affinity groups such as the Society of Women in Urology and Women in Urologic Oncology have meaningfully expanded mentorship networks, supported women in academic publishing, and propelled advocacy on key issues like parental leave and promotion equity. Furthermore, specific institutional pilot programs have been effective in addressing traditionally unrecognized departmental contributions and confronting gender-based bias and discrimination in the workplace. Altogether, current initiatives have illustrated the central role of structured mentorship, community-building, and institutional action in advancing workforce support systems and heterogeneity.
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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.