Lasting Solutions for Advancement of Women of Color

Bibliographic Data

ID21613843
AuthorsMonica Verduzco-Gutierrez (0000-0003-0964-5908, M. Verduzco-Gutierrez is professor and chair, Department of Rehabilitation Medicine, University of Texas Health Science Center at San Antonio, San Antonio, Texas, corresponding author), Siobhan Wescott (0000-0001-5015-5965, S. Wescott is professor, American Indian Health, associate professor, Department of Health Promotion, and director, American Indian Health Program, College of Public Health, University of Nebraska Medical Center, Omaha, Nebraska ; [email protected]), Juan Antonio Amador (0000-0002-0160-1647, Association of American Medical Colleges), Juan Amador (J. Amador is director, Constituent Engagement, Association of American Medical Colleges, Washington, DC), Andrea Hayes (Howard University), Andrea A Hayes (A.A. Hayes is professor and chair, Department of Surgery, Howard University College of Medicine, and surgeon-in-chief, Howard University Hospital, Washington, DC ; [email protected]), Mary Owen (0009-0006-0265-0527, M. Owen is director, Center of American Indian and Minority Health, and assistant professor, Department of Family Medicine and Biobehavioral Health, University of Minnesota Medical School, Duluth, Minnesota ; [email protected]), Archana Chatterjee (A. Chatterjee is professor and dean, Chicago Medical School, and vice president, Medical Affairs, Rosalind Franklin University of Medicine and Science, Chicago, Illinois ; [email protected])
Year2022
Volume97
Issue11
Pages1587-1591
Publication date2022-11-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueAcademic Medicine (JOURNAL)
Journal identifiersISSN: 1040-2446 • E-ISSN: 1938-808X
PublisherOxford University Press (OUP) (PUBLISHER)
DOI10.1097/acm.0000000000004785
PMID35731581
OpenAlexW4283271673
LanguageEN
Citations received3
References cited26

Despite efforts to improve parity in the biomedical workforce, gender bias persists related to equitable pay, promotion, speaking opportunities, journal editorial positions, research funding, and leadership positions. This bias becomes more prominent for women of color and women with other intersectional identities who come from underrepresented groups. It is critical to understand the barriers that women face and why the pathway is especially challenging for women of color. In this commentary, the authors cite research related to the effects of institutional gender bias in academic medicine, including research on bias against women of color. As academic leaders who come from underrepresented groups, the authors are aware that traditional approaches to reducing this bias have not worked well, and they instead highlight promising strategies aimed at filling the pathway to leadership with women of color who are qualified and ready to take the helm. They address solutions to ensure the academic pathway is supportive. They also provide several recommendations, including: offering more opportunities for mentorship and sponsorship, improving access to formal leadership programming, modeling successful upstander initiatives, recognizing the growing role of minority-based medical societies, implementing early-career education, increasing journal editorial board representation, and expanding promotion criteria. Appropriate training, education, and partnership with internal and external stakeholders are necessary to advance leadership equity for women of color in academic medicine

Academic medicine · Gender bias · Gender equity · General partnership · Glass ceiling · Medical education · Mentorship · People of color · Political science · Public relations · Sociology · Tokenism · Underrepresented Minority · Women of color · Workforce · Diversity and Career in Medicine · Gender Studies · Medical Education and Admissions · Medicine · Mentoring and Academic Development · Psychology · Social Psychology

Tools

Open DOI