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.
| Original language | English (US) |
|---|---|
| Journal | Journal of the American College of Radiology |
| DOIs | |
| State | Published - Jan 1 2019 |
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Keywords
- barriers
- Diversity
- gender
- radiation oncologist
- radiologist
- survey
- underrepresented minority
- workforce
ASJC Scopus subject areas
- Radiology Nuclear Medicine and imaging
Cite this
Identifying Barriers to Building a Diverse Physician Workforce : A National Survey of the ACR Membership. / Pandharipande, Pari V.; Mercaldo, Nathaniel D.; Lietz, Anna P.; Seguin, Claudia L.; Neal, Chrishanae D.; Deville, Curtiland; Parikh, Jay R.; Sadigh, Gelareh; Sepulveda, Karla A.; Maturen, Katherine E.; Cox, Jan; Bansal, Swati; Macura, Katarzyna; Donelan, Karen.
In: Journal of the American College of Radiology, 01.01.2019.Research output: Contribution to journal › Article
}
TY - JOUR
T1 - Identifying Barriers to Building a Diverse Physician Workforce
T2 - A National Survey of the ACR Membership
AU - Pandharipande, Pari V.
AU - Mercaldo, Nathaniel D.
AU - Lietz, Anna P.
AU - Seguin, Claudia L.
AU - Neal, Chrishanae D.
AU - Deville, Curtiland
AU - Parikh, Jay R.
AU - Sadigh, Gelareh
AU - Sepulveda, Karla A.
AU - Maturen, Katherine E.
AU - Cox, Jan
AU - Bansal, Swati
AU - Macura, Katarzyna
AU - Donelan, Karen
PY - 2019/1/1
Y1 - 2019/1/1
N2 - 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.
AB - 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.
KW - barriers
KW - Diversity
KW - gender
KW - radiation oncologist
KW - radiologist
KW - survey
KW - underrepresented minority
KW - workforce
UR - http://www.scopus.com/inward/record.url?scp=85067515775&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=85067515775&partnerID=8YFLogxK
U2 - 10.1016/j.jacr.2019.05.008
DO - 10.1016/j.jacr.2019.05.008
M3 - Article
JO - Journal of the American College of Radiology
JF - Journal of the American College of Radiology
SN - 1558-349X
ER -