Ongoing Racial, Ethnic, and Gender Disparities in Medical Faculty Promotion and Retention

Category	Detail
Condition	Clinical topic addressed by the source article: Ongoing Racial, Ethnic, and Gender Disparities in Medical Faculty Promotion and Retention
Key Mechanisms	Mechanisms or clinical associations described in the source article.
Target Population	Faculty at US medical schools, with promotion and attrition examined by gender, race, and ethnicity across cohorts of medical-school graduates before and after 2000
Care Setting	Care setting described in the source article.

Promotion disparities between White and Black faculty narrowed in the post-2000 graduation cohort, but Black and Hispanic faculty remained less likely than White faculty to reach associate professor.
Women remained less likely than men to attain associate professor across every racial and ethnic group; women associate professors were also less likely to advance to professor in both cohorts.
In the later cohort, Black associate professors were as likely as White associate professors to advance to professor; American Indian, Alaska Native, Native Hawaiian and Pacific Islander, Black, and Hispanic women associate professors were as likely as male counterparts to do so.
Faculty attrition was greater among every racial and ethnic group other than White faculty; it increased over time among Asian and Hispanic faculty, and Black faculty had the highest attrition in the later cohort.
Women faculty had greater attrition than men, and the difference remained essentially unchanged between cohorts.

Clinical Scorecard: Ongoing Racial, Ethnic, and Gender Disparities in Medical Faculty Promotion and Retention