![]() There is considerable room for improvement to enhance the involvement of UIM racial/ethnic minority individuals in leadership of prominent general and specialty medical journals. Among "control" journals, there were Black Editors-in-Chief, but no Hispanic Editors-in-chief 7 (8%) Black and 1(1%) Hispanic Deputy and Associate editors (n=86) 43 (47%) Black and 3 (3%) Hispanic Editorial Board Members (n=92). Among specialty journals, there were no UIM Editors-in-Chief 3 (7%) Black and 0 (0%) Hispanic Deputy or Associate Editors (n=43) 6 (6%) Black and 5 (5%) Hispanic Editorial Board Members (n=105). Among general medicine journals, there were no UIM Editors-in-Chief or Deputy Editors 1 (2%) Black and 3 (5%) Hispanic among Associate Editors (n=65) and 8 (6%) Black, and 2 (2%) Hispanic among Editorial Board Members (n=136). We searched the journal databases for all articles published on racial/ethnic disparities or health equity by each journal between January 2015 to October 2020. We pre-selected 6 prominent general medicine journals, 9 prominent specialty journals, and 5 "control" journals (covering public health, health equity, and bench research), assembled names of all editors/ editorial board members listed on the website-based journal mastheads and used major public internet search engines to obtain information about sex, race, and ethnicity. The objective of this study was to assess the proportions of the underrepresented in medicine (UIM) racial/ ethnic minorities in medical journal leadership. Medical journals play an important role in achieving health equity by diversifying their leadership, but there is a dearth of published data on how they are faring. This survey reveals alarmingly high rate of experience with racial and gender disparity, lack of mentorship, and very low rates of female leadership in the LT field and calls to action to equity and inclusion. An association between female responses and discrimination, differences in compensation, and job promotion was observed. Less than half (43.7%) received mentorship when discrimination occurred. Sixty-eight of respondents (34.7%) reported some form of discrimination during training or at their current position, presumably related to gender/sexual orientation (20.6%), race/country of origin (25.2%) and others (7.1%). Among 856 LT programs worldwide, 8.2% of leadership positions were held by females, and 22% of division chiefs were female across all specialties. Almost half were surgeons (45.7%), 27.6% hepatologists and 26.6% anesthetists. ![]() The survey was e-mailed to 1312 ILTS members, 199 responses (40.7% female) were collected from 38 countries (15.2% response rate). Worldwide female leadership was also queried via publicly available data. Answers were collected and analyzed anonymously. International Liver Transplant Society (ILTS) EDI Committee survey around topics related to discrimination, mentorship, and gender. Little is known about the pattern of practice and perceptions of EDI among liver transplant (LT) providers. Please verify any information in question with a sales representative.Equality, diversity, and inclusion (EDI) are fundamental principles. While every reasonable effort is made to ensure the accuracy of this data, we are not responsible for any errors or omissions contained on these pages. Specifications, features, equipment, technical data, performance figures, options, and color and trim are based upon information available at time of publication, are subject to change without notice, and are for mainland U.S.A. ![]() Please see your participating Toyota dealer for details. WarrantyThe Toyota Genuine Accessory Warranty will only apply when the installation is performed by a trained Toyota-approved installer. Please verify any information in question with a sales representative. Data AgreementSpecifications, features, equipment, technical data, performance figures, options, and color and trim are based upon information available at time of publication, are subject to change without notice, and are for mainland U.S.A. ![]()
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