mentoring and diversity

Mentoring and Diversity

J. Renee Navarro, Pharm D, MDDirector of Academic DiversityAssociate Dean Academic Affairsnavarror@anesthesia.ucsf.edu

Goals Provide information on the current

initiatives to enhance diversity at UCSF Snapshot of current demographics Discuss challenges to achieving goals Suggest strategies to overcome

challenges

UC Diversity Statement Diversity – a defining feature of California’s past,

present, and future – refers to the variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance. Such differences include race, ethnicity, gender, age, religion, language, abilities/disabilities, sexual orientation, socioeconomic status, and geographic region, and more.

Adopted as policy by Regents September 20, 2007

Diversity Initiatives

The Janitor Strike 1970 Climate for Women Faculty Survey 2003 President Dynes Task Force on Faculty

Diversity 2004-05 UCSF SOM Task Force on Diversity 2005-06 President Dynes Health Science Diversity

Review 2006-07 The Program in Medical Education for the

Urban Underserved (PRIME- US)

Diversity Initiatives (cont.)

Chancellor’s Faculty Diversity 10 point Initiative 2/2007 Communications plan Faculty database for conducting searches Best practices for searches Staff recruitment and retention Trainee diversity Accountability and incentives Director of Academic Diversity Coordinated outreach School specific plans Strategic planning initiative

Strategic Plan Mission

Advancing health worldwide TM

Vision In advancing health worldwide, UCSF will:

Develop innovative, collaborative approaches for education, health care and research that span disciplines within and across the health sciences

Be a world leader in scientific discovery and its translation into improved health

Develop the worlds future leaders in health care delivery, research, and education

Deliver the highest quality, patient-centered care Build upon its commitment to diversity Provide a supportive work environment to recruit and retain the

best people and position UCSF for the future Serve the local, regional and global communities and eliminate

health disparities

Chancellor Desmond-Hellmann

Top Five Priorities Patients/Health Discovery Education People (management and diversity) Business (efficiency and resources)

Faculty Demographics(by series)

School of Dentistry

School of Medicine

SOM Minority Faculty vs. AAMC Benchmark

School of Nursing

School of Pharmacy

ChallengesProposition 209

Article 1, section 31 of the California Constitution prohibits the University from discriminating against or granting preferential treatment to any individual or group on the basis of race, sex, color, ethnicity, or national origin.

Unconscious Bias - social stereotypes about certain demographics or Groups of people that individuals form outside their conscious awareness.

Mentoring relationships across race differences can be difficult because of negative stereotypes, difficulty with identification and role modeling, skepticism about intimacy and protective hesitation.

Thomas D. The Truth about Mentoring Minorities. Harvard Business Review, 2001

Unconscious BiasThe Implicit Association

Test

2009 Literature Review compiling a decade of research on unconscious bias as a barrier to achieving workplace equality despite a general commitment to diversity

http://www.aamc.org/data/aib/aibissues/aibvol9_no2.pdf

Gender BiasSteinpres, Anders,

& Ritzke (1999)In rating the CVs of either early career or later career fac

applicants - 238 academic psychologists evaluators received one of these CVs with either a male or female name and were asked:

Would you hire the early career applicant?Would you grant tenure to the later career candidate?Results: CVs from male applicants were more likely to lead to

hiring as reviewed by both males and females.

Evaluators were 4X more likely to write comments of concern for the female tenure candidates.

Race Bias Bertrand & Mullainathan

2003Goal: To examine the effect of race on receiving job

callbacksThe researchers categorized the new resumes as high

or low quality and assigned them an equal number of traditionally black names (e.g. Lakisa) or traditional white names (e.g. Greg).

Results: Resumes with white names received call backs 10.8%

vs. 6.7%. Higher quality resumes elicited 30% more call backs

for whites and 9% for blacks. Employers who listed “Equal Opportunity” were no

different.

Strategies That Reduce Bias

Examine the role of unconscious bias Take the Implicit Association Test Use structured interviews Remember that cultural differences can affect the

first impression of candidates Allow sufficient time in the interview process (sex

bias and potentially racial/ethnic bias emerge when we’re under time pressure)

Minority Faculty Voices on Diversity in Academic Medicine: Perspectives

From One SchoolQualitative study of minority faculty to examine Qualitative study of minority faculty to examine

perceptions and experiences in academic medicine perceptions and experiences in academic medicine at UCSF.at UCSF.

ThemesThemes Balancing Obligation and ExpectationBalancing Obligation and Expectation Impact of Subtle DiscriminationImpact of Subtle Discrimination Gap between Intention and ImplementationGap between Intention and Implementation A need for a multifaceted approach to mentoringA need for a multifaceted approach to mentoring

Megan Mahoney, MD et al Megan Mahoney, MD et al Academic Medicine, Vol. 83, No. 8 / August 2008

Conclusions

Receiving mentorship is a crucial element for achieving success in Receiving mentorship is a crucial element for achieving success in academic medicine. In addition to general career guidance, academic medicine. In addition to general career guidance, mentors provide cultural/emotional support and a sense of mentors provide cultural/emotional support and a sense of belonging.belonging.

The low number of minority faculty makes finding mentorship and The low number of minority faculty makes finding mentorship and meeting the demand for mentoring minority medical students meeting the demand for mentoring minority medical students difficultdifficult

We need to enhance the culture of inclusion

Academic Medicine, Vol. 83, No. 8 / August 2008

Thank you

Navarror@anesthesia.ucsf.edu