Jessica C Dai1, Nnenaya Agochukwu-Mmonu2, Adam B Hittelman3. 1. Department of Urology, University of Washington, 1959 NE Pacific St, HSB BB 1121, Seattle, WA, USA. jcdai@uw.edu. 2. Department of Urology, University of California, 1001 Potrero Ave., Bldg 5, Room 3A16, San Francisco, CA, 94110, USA. 3. Department of Urology, Yale School of Medicine, 789 Howard Avenue, Fitkin 3, Urology, New Haven, CT, 06519, USA.
Abstract
PURPOSE OF REVIEW: This article summarizes the current state of underrepresented minorities (URM) and women within urology. Specific strategies to promote the recruitment and retention of URM and women within urology are discussed. RECENT FINDINGS: Minorities and women remain underrepresented within urology, a disparity that has roots as early as medical school and persists throughout residency and practice. This is likely due to implicit and explicit bias, lack of role models, and persistent disparities in compensation and promotion. Strategies to improve recruitment and retention of these individuals should focus on increasing early exposure to urology, opportunities for mentorship, and support in professional development. Creation of a supportive institutional culture, consideration of alternative career advancement paths, and intentional diversity-focused recruitment efforts are also critical. Successful recruitment and retention of URM and women in urology requires specific, directed efforts to increase opportunities for exposure, mentorship, and career promotion at a programmatic, institutional, and national level.
PURPOSE OF REVIEW: This article summarizes the current state of underrepresented minorities (URM) and women within urology. Specific strategies to promote the recruitment and retention of URM and women within urology are discussed. RECENT FINDINGS: Minorities and women remain underrepresented within urology, a disparity that has roots as early as medical school and persists throughout residency and practice. This is likely due to implicit and explicit bias, lack of role models, and persistent disparities in compensation and promotion. Strategies to improve recruitment and retention of these individuals should focus on increasing early exposure to urology, opportunities for mentorship, and support in professional development. Creation of a supportive institutional culture, consideration of alternative career advancement paths, and intentional diversity-focused recruitment efforts are also critical. Successful recruitment and retention of URM and women in urology requires specific, directed efforts to increase opportunities for exposure, mentorship, and career promotion at a programmatic, institutional, and national level.
Entities:
Keywords:
Diversity; Recruitment; Residency training; Underrepresented minorities; Urology; Women
Authors: Rebecca A Snyder; James L Bills; Sharon E Phillips; Margaret J Tarpley; John L Tarpley Journal: J Am Coll Surg Date: 2008-12 Impact factor: 6.113
Authors: Paris D Butler; Cary B Aarons; Jaimo Ahn; Alan J Wein; Michael J Ruckenstein; Lanair A Lett; Ronald P DeMatteo; Joseph M Serletti Journal: Ann Surg Date: 2019-06 Impact factor: 12.969
Authors: Joshua A Halpern; Una J Lee; Erika M Wolff; Sameer Mittal; Jonathan E Shoag; Deborah J Lightner; Soo Kim; Jim C Hu; Bilal Chughtai; Richard K Lee Journal: Urology Date: 2016-03-04 Impact factor: 2.649
Authors: Samuel L Washington; Nima Baradaran; Thomas W Gaither; Mohannad A Awad; Gregory P Murphy; Tracy M Downs; Benjamin N Breyer Journal: Transl Androl Urol Date: 2018-08
Authors: Bonnie S Mason; William Ross; Gezzer Ortega; Monique C Chambers; Michael L Parks Journal: Clin Orthop Relat Res Date: 2016-09 Impact factor: 4.176
Authors: John A Marsiglio; David M Rosenberg; Michael K Rooney; Chelain R Goodman; Erin F Gillespie; Ariel E Hirsch; Emma B Holliday; Randall J Kimple; Charles R Thomas; Daniel W Golden Journal: Int J Radiat Oncol Biol Phys Date: 2021-01-04 Impact factor: 8.013