Browsing by Subject "Diversity"

Now showing 1 - 10 of 58
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    184 Cross-institutional collaborations for health equity research at a CTSA
    (Cambridge University Press, 2022-04-19) Whipple, Elizabeth C.; Ramirez, Mirian; Dolan, Levi; Hunt, Joe D.; Ruth Lilly Medical Library, School of Medicine
    OBJECTIVES/GOALS: We were interested in health equity research for each CTSA-affiliated institution, specifically focusing on cross department and cross-campus co-authorship. We conducted a bibliometric analysis of our CTSA-funded papers relating to diversity and inclusion to identify cross department and cross-campus collaborations. METHODS/STUDY POPULATION: We worked with our CTSAs Racial Justice, Diversity, Equity and Inclusion Task Force to conduct an environmental scan of diversity and inclusion research across our CTSA partner institutions. Using the Scopus database, searches were constructed to identify and retrieve the variety of affiliations for each of the CTSA authors, a health equity/health disparities search hedge, and all of our CTSA grant numbers. We limited the dates from the beginning of our CTSA in 2008-November 2021. We used PubMed to retrieve all MeSH terms for the articles. We used Excel to analyze the data, Python and NCBIs Entrez Programming Utilities to analyze MeSH terms, and VOSviewer to produce the visualizations. RESULTS/ANTICIPATED RESULTS: The results of this search yielded 94 articles overall. We broke these up into subsets (not mutually exclusive) to represent five of the researcher groups across our CTSA. We analyzed the overall dataset for citation count, normalized citation count, CTSA average authors, gender trends, and co-term analysis. We also developed cross department co-authorship maps and cross-institutional/group co-authorship maps. DISCUSSION/SIGNIFICANCE: This poster will demonstrate both the current areas where cross-departmental and cross-institutional collaboration exists among our CTSA authors, as well as identify potential existing areas for collaboration to occur. These findings may determine areas our CTSA can support to improve institutional performance in addressing health equity.
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    AASLD Deepens Commitment to Diversity, Equity, and Inclusion
    (Wiley, 2021-10) Malespin, Miguel; May, Elizabeth J.; Nephew, Lauren D.; Paul, Sonali; McCary, Alexis; Kilaru, Saikiran; Mukhtar, Nizar A.; Hassan, Mohamed A.; Brady, Carla W.; Medicine, School of Medicine
    On June 2, 2020, the American Association for the Study of Liver Disease (AASLD) joined colleagues in gastroenterology in a joint statement condemning racism and injustice and pledging to lead change. This pledge offers a commitment to “continue to advocate for diversity in our staff and governance, grant awards to research health care disparities, ensure quality care for all, and work tirelessly to reduce inequalities in health care delivery and access.”
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    Becoming an anti-racist interprofessional healthcare organization: Our journey
    (Elsevier, 2022) Bishop, Kathy Lee; Abbruzzese, Laurel Daniels; Adeniran, Rita K.; Dunleavy, Kim; Maxwell, Barbara; Oluwole-Sangoseni, Olaide; Simon, Phyllis; Smith, Susan S.; Thurson, Lydia A.; Interprofessional Practice and Education Center, School of Medicine
    The COVID-19 pandemic amplified the egregious disproportionate burden of disease based on race, ethnicity, and failure of organizations to address structural racism. This paper describes a journey by members of the National Academies of Practice (NAP) who came together to address diversity, equity, and inclusion (DEI). Through collaborative efforts, a virtual, interactive workshop was designed and delivered at NAP's 2021 Virtual Forum to facilitate discussions about DEI priorities across professions and to initiate a sustainable action plan toward achieving inclusive excellence. Resulting discoveries and reflections led us to the essential question: can we truly become an anti-racist interprofessional healthcare organization?
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    Career Decision-Making in Diverse Nursing Students: Choosing a Career in Nursing
    (2024-04) McCord, Geoffrey Aaron; Otte, Julie L.; Ellis, Rebecca; Carpenter, Janet S.; Schall, Carly E.
    The nursing profession lacks diversity that reflects the population it serves. The population of LPN/LVN and ADN students are known to be more diverse than BSN students. Little is known about the differences between the students in the three levels of nursing programs (LPN/LVN, ADN, BSN), including reasons for choosing nursing, and barriers and facilitators. The McCord Nursing Career and Educational Decision Pathway Conceptual Framework guided this study. A quantitative survey was conducted of current nursing students in the US. The study asked demographic information as well as motivating factors, barriers, and facilitators for choosing nursing and their program type (LPN/LVN, ADN, BSN). Responses from 741 nursing students in LPN/LVN, ADN, and BSN programs from 26 states. The study found significant differences between the students in the three educational pathways. There are significant racial and financial differences and differences in reasons for choosing nursing, educational background, commitments outside of school, and barriers to goal achievement. LPN/LVN students were more likely to be Black and ADN students were more likely to be Hispanic. There was greater racial diversity in the LPN/LVN and ADN groups. LPN/LVN students are more likely to identify nursing as their first career choice and most want to be an RN. LPN/LVN and ADN students were more worried than BSN students about their family commitments, financial obligations, and their ability to succeed in nursing school. Some of the lack of diversity in BSN programs reflects the challenges that racial minorities face in goal achievement. Identified barriers include outside financial commitments, the cost vii of nursing programs, and the length of time of the programs. The goal to increase diversity in nursing should consider the entire population of those who want to become nurses.
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    Civic-Minded Rubric 2.0
    (2017-07-10) Weiss, H. Anne; Hahn, Thomas W.; Norris, Kristin E.
    The Civic-Minded Graduate Rubric 2.0 was developed in order to travel across multiple artifacts of and experiences in learning and service. The goal was to create a practical tool for faculty and staff to use when assessing either a large, broad civic learning goal related to obtaining a tertiary education- being a civic minded graduate- or assessing a certain aspect of being civic-minded as it relates to a specific learning experience, initiative, pedagogy or program (empathy, curiosity, depth of community engagement, etc.).
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    A Colorblind Discourse Analysis of Higher Education Race-Conscious Admissions in a Post-Racial Society
    (University of North Dakota School of Law, 2016) Nguyễn, David Hòa Khoa; Ward, LaWanda; School of Education
    While the United States Supreme Court held in Fisher v. University of Texas at Austin that the University’s admissions plan was constitutional and that race-conscious admissions policies are still permissible, the movement to eliminate the consideration of race in college and university admissions is still going strong in current litigation against the University of North Carolina – Chapel Hill and Harvard University. Many argue that we are living in a “post-racial” society and no longer need race-conscious admissions; how-ever, this Article argues through colorblind discourse that there has been a sustained and continual effort to eliminate the consideration of race. This Article provides an understanding of colorblind discourse, the legal background on race-conscious admissions, it applies colorblind discourse while examining current litigation, and it proposes best-practices for recruiting and retaining diversity on college campuses.
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    A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety
    (2020-08) Lewis, Arielle N.; Ashburn-Nardo, Leslie; Pietri, Evava S.; Williams, Jane R.
    A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational judgments. While representation is often conceptualized as the general percentage or count of underrepresented minorities (URM) within an organization, a broader definition has been proposed that distinguishes this general or numerical representation from hierarchical representation which considers the placement of those URM employees within an organization. Although the separate effects of these two forms of representation have been evaluated, the present study extends on earlier work by considering the interactive effect. Additionally, the current research considered a potential mechanism to explain the influence of these forms of representation on URM’s organizational judgements. As expected, results showed that an organization depicting more URM employees (high numerical representation) and including Black leadership personnel (hierarchical representation) increased URM’s identity-safety relative to those which had low numerical representation and only White leadership. Moreover, and importantly, both representation effects could be explained indirectly via feelings of anticipated tokenism.
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    Consequences of gender composition during a diversity intervention
    (2017-06) Ozgumus, Ezgi; Pietri, Evava S.
    Persistent gender bias (i.e., favorable treatment of men over women) has been consistently documented as the most likely cause perpetuating gender disparity in STEM occupations. It is therefore crucial to develop effective diversity interventions that increase awareness of gender bias and decrease sexism in STEM. However, interventions that facilitate greater recognition of gender bias in STEM may inadvertently trigger social identity concerns for women, suggesting they may not fit in those environments. Moreover, women may be less comfortable speaking up in groups where their gender is numerically underrepresented. To mitigate these negative consequences, current research tested the effectiveness of gender composition in a virtual group setting as an identity-safe cue. Results suggested that in groups that consisted primarily of women, participants identified more with their group and this increased identification, in turn, helped alleviate social identity threat. Additionally, participants in female majority groups were more likely than those in female minority groups to participate in group discussions via increased identification with their group. Thus, our findings indicated that diversity practitioners should consider exploring whether diversity interventions in STEM also inadvertently elicit social identity threat for women. Additionally, when developing new trainings, it is important to incorporate identity-safe cues in order to neutralize any potential threat associated with these trainings.
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    Diverse teaching pedagogy: Creating cultural safety in the classroom
    (2009-04-23) Augustine, Marva; Grove, Kathleen; Khaja, Khadija; Modibo, Najja; Gentle-Genitty, Carolyn
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    Diversity, equity, and inclusion initiatives in the Medical Library Association: a look back at the last twenty-five years
    (Pitt Open Library, 2024) Pionke, J. J.; Chambers, Thane; Hernandez, Marisol; Linares, Brenda; Murphy, Beverly; Bartley, Kelsa; Pieczko, Brandon T.; Giustini, Dean; Ruth Lilly Medical Library, School of Medicine
    Over the past twenty-five years, the Medical Library Association (MLA) has pursued a range of diversity, equity, and inclusion (DEI) initiatives. This article, written by members of the Journal of the Medical Library Association (JMLA)'s Equity Advisory Group (EAG), outlines significant measures taken to raise awareness about specific concepts, opportunities, and challenges related to DEI among MLA members. Topics discussed include the impact of influential Black, Indigenous, and people of color (BIPOC) leaders, the establishment of DEI and social justice-focused membership communities, and specific initiatives led by various working groups and committees which have served to strengthen MLA's commitment to diversity, equity, and inclusion during the last three decades.