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Related Experiment Videos

Will minority physician supply meet U.S. needs?

D L Libby1, Z Zhou, D A Kindig

  • 1Wisconsin Network for Health Policy Research, University of Wisconsin-Madison, School of Medicine, USA.

Health Affairs (Project Hope)
|July 1, 1997
PubMed
Summary

Achieving physician workforce parity requires significant changes in resident recruitment. Hispanic and Black physicians would need to double, while White and Asian physicians would need reductions to meet population parity goals.

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Area of Science:

  • Health Workforce Studies
  • Medical Education Policy
  • Health Equity Research

Background:

  • The U.S. physician workforce demographics do not mirror the nation's growing racial and ethnic diversity.
  • Managed care models necessitate a specific physician-to-population ratio for adequate healthcare access.

Purpose of the Study:

  • To project the future racial and ethnic composition of the U.S. physician workforce.
  • To determine the necessary changes in resident recruitment to achieve population parity in the physician workforce.

Main Methods:

  • Utilized projection modeling based on different assumptions.
  • Calculated required changes in first-year resident numbers for various racial and ethnic groups to achieve parity.

Main Results:

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  • To achieve population parity (218 physicians/100,000), first-year Hispanic and Black physician residents must approximately double.
  • Native American physician residents would need to triple, while White physician residents would need a ~40% reduction.
  • Physicians of Asian or Pacific Island origin would require a ~67% reduction in first-year residents.

Conclusions:

  • Current trends indicate a continued imbalance in the physician workforce's racial and ethnic diversity.
  • Substantial and targeted interventions in medical school and residency recruitment are essential for achieving workforce parity.
  • Policy and educational strategies must address these disparities to ensure equitable physician representation.