Ryan E. Tsuchida MD, Neema Mbele, Zoey Chopra MA, Joel Moll MD, John C. Burkhardt MD, PhD, Daniel J. Hekman MS, Marcia A. Perry MD
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From July to August 2022, a 45-question survey was sent to all identified DEI leaders on individual characteristics, DEI experience, and DEI lead job description.</p>\n </section>\n \n <section>\n \n <h3> Results</h3>\n \n <p>We received a response from 79 out of 120 academic EM departments identified (65.8%). Of the responding institutions, 59 (74.7%) reported a DEI leader. A total of 74.6% of these DEI leaders responded at least partially to our survey and 57.6% responded in full. The most common titles were vice/associate chair of DEI (34.4%), director of DEI (28.1%), and DEI committee chair (18.8%). Most respondents (84.4%) were the inaugural DEI lead in their department and 84.4% of respondents did not have a formal DEI role in their department previously. On average, respondents have had their DEI title for 2 years (range 0–7 years) with an average of 7 years (range 0–30 years) of experience performing DEI work. Many (63.4%) do not receive any funded effort for their DEI roles. Most DEI leads were not tenure track (72.2%) and most commonly at the rank of assistant professor (47.2%) followed by associate professor (33.3%), full professor (16.7%), and instructor (2.8%).</p>\n </section>\n \n <section>\n \n <h3> Conclusions</h3>\n \n <p>This is the first known study to assess the characteristics of DEI department leaders in EM. EM DEI leadership positions are new, common, and led by diverse personal identities and are often not funded. 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引用次数: 0
摘要
目的 我们的研究旨在通过确定急诊医学（EM）部门多样性、公平性和包容性（DEI）领导职位的普遍性、其人口统计学特征及其工作职责特征，更好地了解和描述急诊医学（EM）多样性、公平性和包容性（DEI）领导的现状。 方法 我们于 2022 年 4 月至 7 月向急诊医学学术协会（SAEM）急诊医学学术主席协会、急诊医学多样性与包容性学会以及公平与包容性委员会分发了一份电子调查表，以确定部门的多样性、公平与包容性领导。从 2022 年 7 月到 8 月，我们向所有确定的 DEI 领导者发送了一份包含 45 个问题的调查问卷，内容涉及个人特征、DEI 经验和 DEI 领导者的工作描述。 结果 在确定的 120 个电磁学术部门中，我们收到了 79 个部门（65.8%）的回复。在回复的机构中，有 59 个（74.7%）机构报告有一名 DEI 领导。其中，74.6%的DEI负责人至少部分回复了我们的调查，57.6%的负责人回复了全部内容。最常见的头衔是发展信息副主席/副主任（34.4%）、发展信息主任（28.1%）和发展信息委员会主席（18.8%）。大多数受访者（84.4%）是其所在系的首任 DEI 领导，84.4%的受访者以前在其所在系没有担任过正式的 DEI 职务。平均而言，受访者担任 DEI 职务已有 2 年（0-7 年不等），平均有 7 年（0-30 年不等）的 DEI 工作经验。许多受访者（63.4%）的 DEI 工作没有得到任何资助。大多数 DEI 负责人不是终身教职（72.2%），最常见的职级是助理教授（47.2%），其次是副教授（33.3%）、正教授（16.7%）和讲师（2.8%）。 结论 这是已知的第一项评估电磁学系主任特点的研究。EM DEI领导职位是新设的，很常见，由不同的个人身份领导，而且往往没有资金支持。未来的研究方向可以对这支队伍进行定性分析，以指导电磁学DEI领导力的最佳实践。
Identifying the prevalence and characteristics of diversity, equity, and inclusion leaders in academic emergency medicine
Objectives
Our study aims to better understand and describe the current state of diversity, equity, and inclusion (DEI) leadership in emergency medicine (EM) by identifying the prevalence of department DEI leadership positions, their demographics, and their job duty characteristics.
Methods
We disseminated an electronic survey from April to July 2022 to Society for Academic Emergency Medicine (SAEM) Association of Academic Chairs of Emergency Medicine, Academy for Diversity and Inclusion in Emergency Medicine, and the Equity and Inclusion Committee to identify department DEI leads. From July to August 2022, a 45-question survey was sent to all identified DEI leaders on individual characteristics, DEI experience, and DEI lead job description.
Results
We received a response from 79 out of 120 academic EM departments identified (65.8%). Of the responding institutions, 59 (74.7%) reported a DEI leader. A total of 74.6% of these DEI leaders responded at least partially to our survey and 57.6% responded in full. The most common titles were vice/associate chair of DEI (34.4%), director of DEI (28.1%), and DEI committee chair (18.8%). Most respondents (84.4%) were the inaugural DEI lead in their department and 84.4% of respondents did not have a formal DEI role in their department previously. On average, respondents have had their DEI title for 2 years (range 0–7 years) with an average of 7 years (range 0–30 years) of experience performing DEI work. Many (63.4%) do not receive any funded effort for their DEI roles. Most DEI leads were not tenure track (72.2%) and most commonly at the rank of assistant professor (47.2%) followed by associate professor (33.3%), full professor (16.7%), and instructor (2.8%).
Conclusions
This is the first known study to assess the characteristics of DEI department leaders in EM. EM DEI leadership positions are new, common, and led by diverse personal identities and are often not funded. Future directions could gain qualitative insight into this workforce to guide best practices in EM DEI leadership.
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