# Developing an Evidence-Based Toolkit to Improve Diversity in the Physician-Scientist Workforce

> **NIH NIH R01** · YALE UNIVERSITY · 2021 · $339,190

## Abstract

The National Institutes of Health and the US Congress have cited the lack of gender and racial/ethnic
diversity in the biomedical workforce as a source of very serious concern. A diverse biomedical workforce
provides many benefits including research teams with greater ability to solve complex problems, higher
quality research, and more participation in clinical trials by underrepresented minorities. Despite these
benefits, Black, Hispanic, and Native American MD-PhDs combined represented just 4.5% of all NIH
Research Project Grant awardees in 2012 with women comprising just 22%. To address this disparity in
representation, the NIH's Physician-Scientist Workforce Working Group (PSW-WG) has recommended that
the NIH intensify efforts to increase diversity in the biomedical research workforce.
 In an effort to bolster diversity in undergraduate medical education, the Liaison Committee on Medical
Education (LCME) introduced two diversity accreditation standards in 2009 mandating that all MD-degree
programs must have policies and practices to achieve appropriate diversity amongst students.
 In preliminary work for this proposal, our group has demonstrated national increases in the proportion of
women and URM matriculants to MD-PhD programs after the introduction of the LCME diversity
accreditation standards. Nevertheless, little is known about the actions taken by MD-PhD programs to
increase the percentage of women and URM matriculants.
 To address this important knowledge gap, we propose conducting a mixed methods study to identify the
organizational characteristics and diversity recruitment practices of MD-PhD programs demonstrating the
greatest proportion of women and URM matriculants following the introduction of the LCME diversity
accreditation standards. The specific aims of the study are to: 1) assess variation between MD-PhD
programs regarding matriculant gender and racial/ethnic diversity after the LCME diversity accreditation
standards implementation, 2) identify diversity recruitment best practices by conducting in-depth qualitative
interviews at MD-PhD programs demonstrating the greatest and least gender and racial/ethnic matriculant
diversity after the LCME diversity standards implementation using a positive deviance methodology, 3)
evaluate the association between best practices identified in Aim 2 and MD-PhD gender and racial/ethnic
matriculant diversity by means of a national survey of all MD-PhD programs. The study's final product
would be a toolkit of evidenced based strategies to increase diversity in the biomedical workforce ready for
dissemination and implementation.

## Key facts

- **NIH application ID:** 10076840
- **Project number:** 5R01GM137411-02
- **Recipient organization:** YALE UNIVERSITY
- **Principal Investigator:** Dowin Boatright
- **Activity code:** R01 (R01, R21, SBIR, etc.)
- **Funding institute:** NIH
- **Fiscal year:** 2021
- **Award amount:** $339,190
- **Award type:** 5
- **Project period:** 2020-01-01 → 2023-11-30

## Primary source

NIH RePORTER: https://reporter.nih.gov/project-details/10076840

## Citation

> US National Institutes of Health, RePORTER application 10076840, Developing an Evidence-Based Toolkit to Improve Diversity in the Physician-Scientist Workforce (5R01GM137411-02). Retrieved via AI Analytics 2026-05-23 from https://api.ai-analytics.org/grant/nih/10076840. Licensed CC0.

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