This is unpublished
Overview
Our Strategic Plan (2021-2025) identified four core priority areas, including the aim of nurturing a supportive, collaborative culture built on equity, diversity, and inclusion.
In sharing demographic data, we hope to:
- Examine who we are as a community in terms of race/ethnicity, gender, disability status, and age. Are we reflective of the Seattle region? Do we resemble the communities that we serve? How can we be more inclusive of our community members?
- Provide transparency to our community.
- Establish a baseline in evaluating DOM’s progress in becoming a more equitable, diverse, and inclusive organization.
- Share our demographics and progress with prospective faculty, staff, and trainees.
- Identify variations in demographics by different categories of faculty, trainees, and staff and develop initiatives to improve equity.
- Provide metrics to support organizational accountability.
Race/Ethnicity and Sex
Faculty Race/Ethnicity and Sex, 2022
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- Due to missing information (Null/no data + Refused, 14%), a direct comparison to Seattle demographics may not be accurate for most racial/ethnic categories.
- Compared to Seattle as a whole, it is likely that there is a lower proportion of DOM faculty who identify as Black and Latino
- In 2022, no DOM faculty members self-identified as American Indian/Native Alaskan.
- There is a higher percent of DOM faculty members who identify as female compared to Seattle (49.3%)
Faculty Race/Ethnicity and Sex, 2017-2022
- The DOM has grown by 23.8% since 2017, when there were 1046 faculty members. This growth was primarily driven by additions to the Clinical Salaried Faculty and Teaching Associate tracks.
- The DOM faculty who identify as female has increased over the last six years, from 50.0% to 55.6%.
- The proportion of faculty who declined or had no data for race/ethnicity was 14.8% in 2017 and 13.9% in 2022.
- There was a greater proportion of faculty who identify as Asian or Black in 2022 compared to 2017
- The proportion of faculty who identify as BIPOC has increased from 23% to 26% over the last six years.
- The proportion of faculty who come from backgrounds underrepresented in medicine (URM) was 5.2% in 2022, similar to the proportion in 2017.
- There were no faculty members who identified as American Indian/Native Alaskan during the time period.
Faculty Race/Ethnicity and Sex by Track, 2022
- In 2022, there was a higher proportion of faculty who identify as women in the Teaching Associate track compared to the overall DOM (56%) and lower proportion in the Professorial Tenured and Without Tenure tracks.
- There are high levels of missing race/ethnicity data for Acting (20.9%), Clinical (15.2%), and Teaching Associate (14.8%) tracks.
Resident & Fellow Race/Ethnicity and Sex, 2022
- In 2022, there were 404 DOM trainees, among whom more than one half identified as female.
- Regarding race/ethnicity, the proportion of missing information (Refused plus No Data) was high, 29% and 38% for residents and fellows, respectively.
- After excluding DOM members with missing (Refused plus No Data) race/ethnicity data, the proportion of residents who identified as Asian, Black, Latino, white, or 2 or more ethnicities was 31%, 7%, 7%, 53%, and 1% respectively (denominator, n=159).
- After excluding DOM members with missing race/ethnicity data, the proportion of fellows who identified as Asian, Black, Latino, Native Hawaiian/Pacific Islander, white, or 2 or more ethnicities was 29%, 7%, 7%, 1%, 52%, and 4% respectively (denominator, n=112).
Disability and Veteran Status
Faculty Disability and Veteran Status, 2022
- There was a low proportion of faculty (0.7%) who self-reported a disability in 2022.
- The proportion of missing information on veteran status is high (Null/no data + Refused, 36%). The proportion of the Seattle area population who are veterans is 6.8%.
Faculty Disability and Veteran Status by Track
Resident & Fellow Disability and Veteran Status, 2022
Age groups
Faculty Age Groups, 2022
Faculty Age Groups, 2017-2022
