BOX 3-1
Summary

Approaches to Increasing Diversity

  • Recruit more underrepresented minorities for medical school;

  • Encourage more women and underrepresented minorities to consider careers that include research; and

  • Promote underrepresented medical students coming out of programs such as NIH’s Minority Access to Research Careers (MARC) and Minority Biomedical Research Support (MBRS) Programs and the HHMI Exceptional Research Opportunities Program (EXROP).

U.S. Medical School Faculty, 2002

  • As of December 31, 2002, there were 98,802 full-time faculty at 126 medical schools;

  • Nearly 84 percent were in clinical departments;

  • Women represented 29 percent of all faculty; and

  • Underrepresented minorities represented 7 percent of all faculty.

Challenges for Faculty

  • Isolation, debt, time, lack of mentorship, generating clinical revenue;

  • As medical students, there is a cohort effect, that is, groups of students spend time together in classes and other efforts (as faculty, individuals are part of a larger organizational structure with multiple academic departments, sections within departments, and various clinical locations—a person of color is often “the only one”);

  • Being the female and/or minority voice on committees as well as role model and mentor;

  • Being the “face” to the community; and

  • Coping with additional expectations from family and “community.”

Resources for Minority Faculty Development

  • RWJF Minority Faculty Development Program;

  • “K” Series Awards from NIH and the Agency for Healthcare Research and Quality (AHRQ); and

  • National Institute of General Medical Sciences, Minority Biomedical Research Support, and EXPORT and EXCEED Grants from NIH and AHRQ.



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