在药学学院和管理人员的性别和种族分析
Rucha Bond1, Caitlin M Gibson1, Azita H Talasaz1
1Virginia Commonwealth University, School of Pharmacy, Richmond, VA, USA.
American journal of pharmaceutical education
|September 6, 2023
概括
与白人男性相比,女性和代表性不足的少数民族药房教师在晋升,领导角色和薪水方面面临着显著的差异. 目前的趋势表明,在没有干预的情况下,学术药学中的这些不平等将继续存在.
科学领域:
- 健康 职业 教育 教育 专业
- 学术药房 学术药房 学术药房
- 多样性,公平性和包容性 (DEI)
背景情况:
- 学术药房旨在为所有教师提供公平的职业发展.
- 现有的DEI举措可能无法有效地解决药学学术界的系统性障碍.
- 了解晋升,领导和薪酬方面的差异对于教师保留和机构成功至关重要.
研究的目的:
- 量化和比较女性和少数种族药学教师的晋升和领导地位的可能性.
- 分析这些人口群体相对于他们的白人男性同行所经历的工资差距.
- 根据当前的数据,预测未来在学术药房内实现公平的趋势.
主要方法:
- 美国药学学院协会 (AACP) 药学学院档案调查数据的分析 2010-2021年.
- 使用回归分析,比较晋升,领导能力和薪水的几率比率.
- 线性回归用于描述随时间变化的赔率比率,并预测股权的时间表.
主要成果:
- 与白人男性相比,女性和少数种族教师 (黑人,西班牙裔,亚裔) 晋升为副教授或常任教授的几率明显较低.
- 妇女和亚洲教师显示,晋升到副主任或首席执行官 (CEO) 院长职位的可能性较低.
- 在晋升后的女性中观察到显著的负薪酬差距,在副职 (-20,419美元) 和首席执行官院长 (-37495美元) 的水平上扩大.
结论:
- 尽管DEI做出了努力,但在学术药学中仍然存在系统性不平等,影响了女性和少数民族教师的晋升,领导和补偿.
- 这些差异阻碍了各种人才的招聘和留守,损害了多样化的教师的教育效益.
- 需要紧急干预,以拆除障碍,促进学术药房的真正公平.
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