It is known that the physician workforce does not reflect the patient population we serve. Studies have shown that the concordance of race and/or language of the physician and the patient leads to better patient outcomes. Patients who share their language or cultural background with their physicians are more likely to follow their advice and express higher levels of satisfaction. Diversifying the physician workforce can also improve the health of the population and lower the cost of healthcare. Efforts exist to diversify the physician workforce, especially in relationship to historically underrepresented groups based on race, which is where the largest gaps in physician/patient concordance are found. Of all U.S. medical school applicants, only 13% identify as Black or Hispanic/Latinx. Physician groups such as Black, Hispanic/Latinx, Native American, Pacific Islander, Southeast Asian remain disproportionally underrepresented. We need to examine the existing barriers to physician workforce diversity and answer the question why current efforts have fallen short.
One strategy has focused on recruitment as early as elementary school to build the bachelors to doctorate in science, technology, engineering, mathematics and medicine pipeline. But more data are needed to determine efficacy and cost-effectiveness of these efforts. While efforts to diversify physician workforce are underway, there needs to be better guidance on strategies and best practices for retaining our URM physicians, as well as caring for minority ethnic people irrespective of physician identities. For example, to what degree is physician workforce disparity (inequities in advancement, unequal pay, experiences with microaggression) negatively impacting physician retention? Can we overcome the race/ethnic physician-patient discordance with education on cultural humility, bias and anti-racism training? Why is there a lack of systematic documentation of care perception (access, equality, quality, decision-making input and overall satisfaction) from people of intercultural background that includes intersectionality such as race, age, gender, sexual orientation, religion, physical abilities, health beliefs and others?
The scope of the Research Topic includes historical perspectives on forms of racism, discrimination, and the systems that support them still today. We are also interested in research looking at pipeline programs; changes in laws such as affirmative action; advancements in medical school admission policies; patient and family perception of health outcomes based on physician demographics; qualitative and quantitative health care equity research based on physician-patient race concordance. We are also seeking personal stories - asset-based stories (Opinion or Commentary Article Type) that exemplify the positive contributions to leadership, the academy, and overall society by historically excluded groups in medicine. We welcome descriptive manuscripts on innovative ideas to diversify the physician workforce and to retain them once they have been recruited. Manuscripts describing intervention evaluations of programs to diversify the workforce would be especially appreciated.
It is known that the physician workforce does not reflect the patient population we serve. Studies have shown that the concordance of race and/or language of the physician and the patient leads to better patient outcomes. Patients who share their language or cultural background with their physicians are more likely to follow their advice and express higher levels of satisfaction. Diversifying the physician workforce can also improve the health of the population and lower the cost of healthcare. Efforts exist to diversify the physician workforce, especially in relationship to historically underrepresented groups based on race, which is where the largest gaps in physician/patient concordance are found. Of all U.S. medical school applicants, only 13% identify as Black or Hispanic/Latinx. Physician groups such as Black, Hispanic/Latinx, Native American, Pacific Islander, Southeast Asian remain disproportionally underrepresented. We need to examine the existing barriers to physician workforce diversity and answer the question why current efforts have fallen short.
One strategy has focused on recruitment as early as elementary school to build the bachelors to doctorate in science, technology, engineering, mathematics and medicine pipeline. But more data are needed to determine efficacy and cost-effectiveness of these efforts. While efforts to diversify physician workforce are underway, there needs to be better guidance on strategies and best practices for retaining our URM physicians, as well as caring for minority ethnic people irrespective of physician identities. For example, to what degree is physician workforce disparity (inequities in advancement, unequal pay, experiences with microaggression) negatively impacting physician retention? Can we overcome the race/ethnic physician-patient discordance with education on cultural humility, bias and anti-racism training? Why is there a lack of systematic documentation of care perception (access, equality, quality, decision-making input and overall satisfaction) from people of intercultural background that includes intersectionality such as race, age, gender, sexual orientation, religion, physical abilities, health beliefs and others?
The scope of the Research Topic includes historical perspectives on forms of racism, discrimination, and the systems that support them still today. We are also interested in research looking at pipeline programs; changes in laws such as affirmative action; advancements in medical school admission policies; patient and family perception of health outcomes based on physician demographics; qualitative and quantitative health care equity research based on physician-patient race concordance. We are also seeking personal stories - asset-based stories (Opinion or Commentary Article Type) that exemplify the positive contributions to leadership, the academy, and overall society by historically excluded groups in medicine. We welcome descriptive manuscripts on innovative ideas to diversify the physician workforce and to retain them once they have been recruited. Manuscripts describing intervention evaluations of programs to diversify the workforce would be especially appreciated.
