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J Am Coll Radiol. 2019 Aug;16(8):1091-1101. doi: 10.1016/j.jacr.2019.05.008. Epub 2019 Jun 4.

Identifying Barriers to Building a Diverse Physician Workforce: A National Survey of the ACR Membership.

Author information

1
Department of Radiology, Massachusetts General Hospital, Boston, Massachusetts; Commission for Women and Diversity, American College of Radiology, Reston, Virginia. Electronic address: pari@mgh-ita.org.
2
Department of Radiology, Massachusetts General Hospital, Boston, Massachusetts.
3
Commission for Women and Diversity, American College of Radiology, Reston, Virginia; Department of Radiation Oncology and Molecular Radiation Sciences, Johns Hopkins University, Baltimore, Maryland.
4
Commission for Women and Diversity, American College of Radiology, Reston, Virginia; Department of Diagnostic Radiology, MD Anderson Cancer Center, Houston, Texas.
5
Commission for Women and Diversity, American College of Radiology, Reston, Virginia; Department of Radiology, Emory University School of Medicine, Atlanta, Georgia.
6
Commission for Women and Diversity, American College of Radiology, Reston, Virginia; Department of Radiology, Baylor College of Medicine, Houston, Texas.
7
Commission for Women and Diversity, American College of Radiology, Reston, Virginia; Department of Radiology, University of Michigan, Ann Arbor, Michigan.
8
Commission for Women and Diversity, American College of Radiology, Reston, Virginia.
9
Sage Computing, Reston, Virginia.
10
Commission for Women and Diversity, American College of Radiology, Reston, Virginia; Department of Radiology and Radiological Science, Johns Hopkins University, Baltimore, Maryland.
11
Department of Medicine, Mongan Institute Health Policy Center, Massachusetts General Hospital, Boston, Massachusetts.

Abstract

PURPOSE:

The aim of this study was to identify potential barriers to building a diverse workforce in radiology and radiation oncology by conducting a national survey of physicians in these fields and studying their reported career experiences.

METHODS:

An electronic survey of ACR members (February 27, 2018, to April 26, 2018) was conducted in which physicians' attitudes about their work environment, relationships, and culture were queried. The aim was to determine if responses differed by gender or race/ethnicity. In total, 900 invitations were issued; women were oversampled with the goal of equal representation. Descriptive summaries (proportions of yes or no responses) were calculated per item, per subgroup of interest. Logistic regression analysis was used to identify significant associations between gender- and item-specific responses; it was not used in the race/ethnicity analysis because of the small sizes of many subgroups.

RESULTS:

The response rate was 51.2% (461 of 900). In total, 51.0% of respondents identified as women (235 of 461); the 9.5% (44 of 461) who identified as black or African American, Hispanic, or American Indian or Alaska Native were considered underrepresented minorities. Respondents' mean age was 40.2 ± 10.4 years. Subgroups varied most in their reporting of unfair or disrespectful treatment. Women were significantly more likely than men to report such treatment attributable to gender (50.6% versus 5.4%; odds ratio, 18.00; 95% confidence interval, 9.29-34.86; P < .001), and 27.9% of underrepresented minorities compared with 2.6% of white non-Hispanic respondents reported such treatment attributable to race/ethnicity.

CONCLUSIONS:

Women and underrepresented minorities disproportionately experience unfair or disrespectful treatment in the workplace. Addressing this problem is likely to be critically important for improving workforce diversity.

KEYWORDS:

Diversity; barriers; gender; radiation oncologist; radiologist; survey; underrepresented minority; workforce

PMID:
31173744
DOI:
10.1016/j.jacr.2019.05.008

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