PURPOSE: Despite efforts to increase the numbers of underrepresented minorities (URMs), only 3.9% of medical school faculty are URMs. The authors compared the specialty choices, compensation, and career satisfaction of minority faculty with those of their majority counterparts to determine whether there were differences that might affect the recruitment and retention of minority faculty.METHOD: In 1995, the authors mailed a self-administered survey to a stratified random sample of 3,013 eligible full-time salaried faculty in 24 randomly selected medical schools. Those schools, which had at least 200 faculty, did not include the Puerto Rican or historically black medical schools.RESULTS: Of the eligible faculty surveyed, 1,807 (60%) responded; 1,463 were majority faculty, 195 were URM faculty, and 149 were other-minority faculty. Similar proportions of the three groups were in the primary care specialties. Only 11% of the URM respondents were in basic science departments. There was no significant difference in adjusted mean compensation between majority, URM, and other-minority faculty. However, URM faculty were significantly less satisfied with their careers (adjusted scores: 60 versus \u3e 65; p = .001) and more often considered leaving academic medicine within five years (58% versus \u3c 45%).CONCLUSION: Given the demographic changes of the U.S. population, these issues should be addressed by deans and department heads in order to enhance recruitment and facilitate retention of URM faculty in academic medicine.
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机译：目的：尽管努力增加人数不足的少数族裔（URM）的人数，但只有3.9％的医学院校是URM。作者将少数民族教师与多数教师的专业选择，薪酬和职业满意度进行比较，以确定是否存在可能影响少数民族教师的招聘和留任的差异。方法：1995年，作者邮寄了一份自我管理的论文。对24个随机选择的医学院校中的3013个合格全职受薪教师进行分层随机抽样调查。这些拥有至少200名师资的学校不包括波多黎各人或历史悠久的黑人医学院。多数教职人员为1,463名，URM教职人员为195名，其他少数民族教职人员为149名。在初级保健专业中，三组的比例相似。 URM受访者中只有11％在基础科学系。大多数，URM和其他少数族裔教师之间的调整后平均薪酬之间无显着差异。但是，URM教师对职业的满意度明显较低（调整后的分数：60比65； p = .001），更常被认为是在五年内离开学术医学（58％比45％）。美国人口的人口变化，这些问题应由院长和部门负责人解决，以加强招聘并促进URM教职员工保留学术医学。
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