我们试图确定并优先考虑重症监护医学(CCM)计划可以用来告知和促进CCM医生之间的性别平等的改进策略。
方法:这项研究包括三个连续阶段:1)范围审查,确定了改善所有医学专业性别平等的策略;2)与48个CCM利益相关者进行了修改的共识程序,以对已确定的策略进行评分和排名;3)亲自利益相关者会议,以完善策略并讨论其实施的促进者和障碍。
方法:CCM。
方法:CCM利益相关者(医师,研究人员,和决策者;相互包容)。
方法:无。
结果:我们从416篇文章中确定了190种独特的策略。战略按主题分为20类,涉及四个公平支柱:准入,参与,报销,和文化。与会者优先考虑了在CCM中实施的22项改进策略。每个支柱的最高评价战略包括:1)提名性别多样化的候选人担任教师职位和享有声望的机会(公平访问);2)授权对委员会进行无意识偏见和公平待遇的培训(例如,hiring,晋升)成员(公平参与);3)确保不分性别或性别的公平起薪(公平报销);和,4)对领导者进行360°评价(包括他们直接的主管工作圈,同行,和下属)通过多样性视角(公平文化)。跨专业合作,领导力,和当地的冠军被确定为实施的关键推动者。
结论:我们确定了利益相关者优先考虑的策略,这些策略可用于在四个总体公平支柱下告知和增强CCM医生之间的性别平等:获取,参与,报销,和文化。实施方法应包括教育,策略创建,和测量,和报告。
We sought to identify and prioritize improvement strategies that Critical Care Medicine (CCM) programs could use to inform and advance gender equity among physicians in CCM.
METHODS: This study involved three sequential phases: 1) scoping review that identified strategies to improve gender equity in all medical specialties; 2) modified
consensus process with 48 CCM stakeholders to rate and rank identified strategies; and 3) in-person stakeholder meeting to refine strategies and discuss facilitators and barriers to their implementation.
METHODS: CCM.
METHODS: CCM stakeholders (physicians, researchers, and decision-makers; mutually inclusive).
METHODS: None.
RESULTS: We identified 190 unique strategies from 416 articles. Strategies were grouped thematically into 20 categories across four overarching pillars of equity: access, participation, reimbursement, and culture. Participants prioritized 22 improvement strategies for implementation in CCM. The top-rated strategy from each pillar included: 1) nominate gender diverse candidates for faculty positions and prestigious opportunities (equitable access); 2) mandate training in unconscious bias and equitable treatment for committee (e.g., hiring, promotion) members (equitable participation); 3) ensure equitable starting salaries regardless of sex or gender (equitable reimbursement); and, 4) conduct 360° evaluations of leaders (including their direct work circle of supervisors, peers, and subordinates) through a diversity lens (equitable culture). Interprofessional collaboration, leadership, and local champions were identified as key enablers for implementation.
CONCLUSIONS: We identified stakeholder-prioritized strategies that can be used to inform and enhance gender equity among physicians in CCM under four overarching equity pillars: access, participation, reimbursement, and culture. Implementation approaches should include education, policy creation, and measurement, and reporting.