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 J.
AU - Donelan, Karen
N1 - Funding Information:
Funding for this study was provided by the ACR. Dr Pandharipande, Ms Lietz, Ms Neal, and Dr Donelan received funding from the ACR through an institutional contract (with Massachusetts General Hospital) for the conduct of this work. Ms Bansal received funding from the ACR through a contract with Sage Computing for the conduct of this work. The design and conduct of the study, the analysis and interpretation of the data, and the drafting and approval of the manuscript were under the full responsibility of the author team. The collection of data was executed by Sage Computing. After data collection, a deidentified data set was returned to the authors for analysis. Dr Pandharipande has received research funding from the Medical Imaging and Technology Alliance (outside the submitted work). Dr Sadigh has received an Association of University Radiologists GE Radiology Research Academic Fellowship and an RSNA Seed Grant (outside the submitted work). Ms Bansal received personal fees from the ACR during the conduct of this study. All other authors state that they have no conflict of interest related to the material discussed in this article. Drs Macura and Donelan contributed equally to this report.
Publisher Copyright:
© 2019 American College of Radiology
PY - 2019/8/1
Y1 - 2019/8/1
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 - Diversity
KW - barriers
KW - gender
KW - radiation oncologist
KW - radiologist
KW - survey
KW - underrepresented minority
KW - workforce
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U2 - 10.1016/j.jacr.2019.05.008
DO - 10.1016/j.jacr.2019.05.008
M3 - Article
C2 - 31173744
AN - SCOPUS:85067515775
VL - 16
SP - 1091
EP - 1101
JO - Journal of the American College of Radiology
JF - Journal of the American College of Radiology
SN - 1558-349X
IS - 8
ER -