TY - JOUR
T1 - Addressing the Elephant in the Room
T2 - Perceptions and Treatment of Underrepresented in Medicine Physician Assistants/Associate Educators
AU - Drumgold, Michelle J.
AU - Brown, Sheena D.
AU - Frizell, Carl A.
AU - Stewart-Clark, Skylar
AU - Sturges, Daytheon
N1 - Publisher Copyright:
Copyright © 2023 PA Education Association.
PY - 2024/3/1
Y1 - 2024/3/1
N2 - On Thursday, June 27, 2023, the US Supreme Court struck down race-conscious admission practices in higher education. While other demographic factors, such as the traditional Health Resources and Services Administration-disadvantaged background indicators, can be considered during the holistic admission process, explicit consideration based on race and/or ethnicity is prohibited. As a result, physician assistant/associate (PA) programs are tasked with developing novel ways to address equity, diversity, and inclusion during the admission and hiring processes. As Drumgold et al note, closing the PA workforce diversity gap is necessary to achieve health equity. Despite this, PA programs consistently struggle to attract and retain underrepresented in medicine (URiM) faculty, staff, and students. The latest PA Education Association Student Report indicates that more than 75% of applicants consider faculty and student body diversity when applying to programs. As such, addressing disparities in the recruitment, promotion, evaluation, and retention of URiM faculty is paramount. Here, the authors outline ongoing recruitment and retention challenges for URiM faculty along with institutional recommendations to ensure URiM PA faculty success and engagement.
AB - On Thursday, June 27, 2023, the US Supreme Court struck down race-conscious admission practices in higher education. While other demographic factors, such as the traditional Health Resources and Services Administration-disadvantaged background indicators, can be considered during the holistic admission process, explicit consideration based on race and/or ethnicity is prohibited. As a result, physician assistant/associate (PA) programs are tasked with developing novel ways to address equity, diversity, and inclusion during the admission and hiring processes. As Drumgold et al note, closing the PA workforce diversity gap is necessary to achieve health equity. Despite this, PA programs consistently struggle to attract and retain underrepresented in medicine (URiM) faculty, staff, and students. The latest PA Education Association Student Report indicates that more than 75% of applicants consider faculty and student body diversity when applying to programs. As such, addressing disparities in the recruitment, promotion, evaluation, and retention of URiM faculty is paramount. Here, the authors outline ongoing recruitment and retention challenges for URiM faculty along with institutional recommendations to ensure URiM PA faculty success and engagement.
UR - http://www.scopus.com/inward/record.url?scp=85185713064&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=85185713064&partnerID=8YFLogxK
U2 - 10.1097/JPA.0000000000000536
DO - 10.1097/JPA.0000000000000536
M3 - Article
C2 - 37878612
AN - SCOPUS:85185713064
SN - 1941-9430
VL - 35
SP - 116
EP - 119
JO - Journal of Physician Assistant Education
JF - Journal of Physician Assistant Education
IS - 1
ER -