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  • Item type:Publication,
    United States Medical School Academic Faculty Workforce Diversity, Institutional Characteristics, and Geographical Distributions From 2014-2018
    (2022)
    Ogunyemi, Dotun
    ;
    Okekpe, C. Camille
    ;
    Barrientos, Devin R.
    ;
    Bui, Tina
    ;
    Au, Melanie N.
    Purpose Academic healthcare workforce diversity is important in addressing health disparities. Our goal was to evaluate trends and associations in faculty diversity of United States (US) medical schools over a five-year period. Methods We analyzed the Association of American Medical Colleges (AAMC) Faculty Roster data of 151 US medical schools from 2014-2018. Outcome faculty variables were female gender, underrepresented in medicine (UiM), age, and professorial representation. Predictor variables included geographical distributions, and institutional characteristics. Statistical analysis included Jonckheere-Terpstra test, ANOVA, and regression analysis. Results Female faculty increased from 37.6% to 40.4% (p<0.001), senior faculty (age >60 years) from 22.6% to 25.9% (p=0.001) while UiM faculty stayed relatively flat from 9.74% to 10.08% (p=0.773). UiM [adjusted odds ratio (aOR) = 0.39, p=0.015], and female faculty (aOR=0.3, p=0.001) had independently significantly decreased associations with professorial representation, while senior faculty had increased associations (aOR=3.82, p<0.001). Significant independent differences occurred in female, UiM, and professorial faculty distributions within US regions; Hispanic faculty were highest in Southwest (6.57%) and lowest in Midwest region (1.59%), while African-American faculty were highest in Southeast (8.15%) but lowest in the West (3.12%). UiM faculty had significantly independent decreased associations with MD/PhD degree (aOR=0.30, p=0.004) and higher US ranking institutions (aOR=0.45, p=0.009). Conclusions From 2014 to 2018, female faculty increased modestly while the UiM faculty trend remained flat. Female and UiM faculty were less represented at the professor level. UiM faculty were less represented in higher-ranking institutions. Geographic location is associated with faculty diversity.
  • Item type:Publication,
    Gender Diversity in the University System: The impact on Performance
    (Acad Conferences Ltd, 2018)
    Trequattrini, Raffaele
    ;
    Manfredi, Simone
    ;
    Lardo, Alessandra
    ;
    Cuozzo, Benedetta
    ;
    Azevedo, A.
    This paper aims to understand whether the organizations characterized by the culture of diversity and inclusion are organizations that promote the creation of value. Starting from the hypothesis that gender capital, considered as gender diversity within a business reality embodying equity levels of representativeness of men and women, facilitates the transfer of interpersonal skills, relationships with stakeholders and company culture, our analysis aim to assess the impact of diversity in the universities context. In recent years, the Italian Academic sector has been characterized by a phase of strong changes that have had a material impact on how to work with all of the parties involved in the Universities' management. The incentive to review the Universities' organization arose from the need of improving the productivity, towards greater competition at a national level and taking in consideration foreign interlocutors, highlighting the attention to cultural heritage and innovation in the country. In order to control the performance, the Italian Ministry of Education, of University and Research (MIUR) has introduced methods for evaluating universities for the distribution of resources. In particular, this research conducted on Italian university system aims at investigating how gender diversity affects the achievement of positive results during the periodic valuation of the quality of the research (VQR) made by the MIUR. In this context, to assess the gender capital impact on Universities' outputs, we conduct an empirical analysis of VQR results related to the period between 2011 and 2014 and the gender diversity within a specific scientific disciplinary sector. This quantitative methodology allows us to understand if the culture of diversity is able to generate greater value within organizations. In particular, if women's skills can make a real difference to foster the competitive advantage of an organization. Moreover, this study contributes expanding the literature on gender studies and it offers a new perspective applied to the concept of gender capital. The outcomes of the application are related to a better understanding of the need to fill the cultural and social gaps that do not allow women to achieve the same opportunity of career and wage expectation of men.