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Related Concept Videos

Confirmation Biases01:31

Confirmation Biases

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The confirmation bias is the tendency to focus on information that confirms our existing beliefs and ignore information that is inconsistent with our expectations. For example, if you think that your professor is not very nice, you notice all of the instances of rude behavior exhibited by the professor while ignoring the countless pleasant interactions he is involved in on a daily basis. Have you ever fallen prey to the confirmation bias, either as the source or target of such bias?
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Cluster Sampling Method01:20

Cluster Sampling Method

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Appropriate sampling methods ensure that samples are drawn without bias and accurately represent the population. Because measuring the entire population in a study is not practical, researchers use samples to represent the population of interest.
To choose a cluster sample, divide the population into clusters (groups) and then randomly select some of the clusters. All the members from these clusters are in the cluster sample. For example, if you randomly sample four departments from your...
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Stereotype Threat and Self-fulfilling Prophecies02:09

Stereotype Threat and Self-fulfilling Prophecies

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When we hold a stereotype about a person, we have expectations that he or she will fulfill that stereotype. A self-fulfilling prophecy is an expectation held by a person that alters his or her behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypic beliefs. Research by Rosenthal and...
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The Representativeness Heuristic02:13

The Representativeness Heuristic

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The representative heuristic describes a biased way of thinking, in which you unintentionally stereotype someone or something. For example, you may assume that your professors spend their free time reading books and engaging in intellectual conversation, because the idea of them spending their time playing volleyball or visiting an amusement park does not fit in with your stereotypes of professors.
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In- and Out-Groups01:31

In- and Out-Groups

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People all belong to a gender, race, age, and social economic group. These groups provide a powerful source of our identity and self-esteem (Tajfel & Turner, 1979) and serve as our in-groups. An in-group is a group that we identify with or see ourselves as belonging to.
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Stereotype Content Model02:16

Stereotype Content Model

14.0K
The Stereotype Content Model (SCM) was first proposed by Susan Fiske and her colleagues (Fiske, Cuddy, Glick & Xu, 2002; see also Fiske, 2012 and Fiske, 2017). The SCM specifies that when someone encounters a new group, they will stereotype them based on two metrics: warmth—or that group’s perceived intent, and how likely they are to provide help or inflict harm—and competence—or their ability to carry out that objective. Depending on the warmth-competence...
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  3. Research Domains
  5. Education
  7. Specialist Studies In Education
  9. Multicultural Education (excl. Aboriginal And Torres Strait Islander, Māori And Pacific Peoples)
  11. A Critical Awareness Approach To Cluster Hiring For Academic Inclusion.
  1. Home
  3. Research Domains
  5. Education
  7. Specialist Studies In Education
  9. Multicultural Education (excl. Aboriginal And Torres Strait Islander, Māori And Pacific Peoples)
  11. A Critical Awareness Approach To Cluster Hiring For Academic Inclusion.

Related Experiment Video

Evaluating Usability Aspects of a Mixed Reality Solution for Immersive Analytics in Industry 4.0 Scenarios
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Evaluating Usability Aspects of a Mixed Reality Solution for Immersive Analytics in Industry 4.0 Scenarios

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A critical awareness approach to cluster hiring for academic inclusion.

Sierra Carter1, Emmanuella Asabor2, Grace Packard1

  • 1Department of Psychology, Georgia State University, 33 Gilmer Street SE, Atlanta, GA, 30303, USA.

Journal of the National Medical Association
|March 16, 2025

View abstract on PubMed

Summary
This summary is machine-generated.

Cluster hiring initiatives can improve diversity in academic medicine by addressing systemic barriers faced by racial/ethnic minority faculty. Culturally informed practices are crucial for equitable hiring, retention, and advancement.

Keywords:
AcademiaBelongingCluster hiringDiversity

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Area of Science:

  • Academic Medicine
  • Health Equity
  • Diversity and Inclusion

Background:

  • Minoritized groups face systemic marginalization in academic institutions, creating barriers to career advancement.
  • Racial/ethnic minority faculty often bear unacknowledged labor for diversity initiatives, hindering their progress.
  • Intersectional identities require tailored support for minoritized groups in academia.

Purpose of the Study:

  • To examine cluster hiring as a strategy to enhance diversity and inclusion for racial/ethnic minority faculty in academic medicine.
  • To discuss the relevance of cluster hiring to intersectional inclusion and institutional structural change.
  • To identify limitations and provide recommendations for culturally informed cluster hiring practices.

Main Methods:

Inclusion
Racial/ethnic minoritized
  • Review of cluster hiring initiatives and their alignment with diversity and inclusion goals.
  • Analysis of potential benefits and limitations of cluster hiring for marginalized faculty.
  • Exploration of strategies for integrating culturally informed practices into cluster hiring.

    • Main Results:

    • Cluster hiring, supported by funding like the National Institutes of Health (NIH), shows promise for improving diversity.
    • The process can be relevant to intersectional inclusion and structural change but has adoption limitations.
    • Current practices may not fully address the unique needs of faculty with intersecting marginalized identities.

    Conclusions:

    • Cluster hiring can positively impact the recruitment, retention, and advancement of faculty from marginalized populations.
    • Integration of culturally informed cluster hiring practices is recommended at departmental, institutional, and national levels.
    • Addressing systemic barriers and valuing diverse contributions are essential for true equity in academic medicine.