Table 2.
Knowledge and perceptions of current diversity, equity and inclusion, pre vs. post for each session, department of epidemiology and biostatistics diversity, equity and inclusion workshops, 2019-2020
| Session 1 | Session 2 | Session 3 | Session 4 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Pre | Post | p-value | Pre | Post | p-value | Pre | Post | p-value | Pre | Post | p-value | |
| N = 67 | N = 60 | N = 54 | N = 73 | N = 45 | N = 46 | N = 82 | N = 80 | |||||
| Current level of knowledge about DEI, median (IRQ)* | 3.0 (2.0–3.0) |
3.0 (3.0–3.0) |
0.007 | 3.0 (2.0–3.0) |
3.0 (3.0–3.0) |
0.002 | 3.0 (3.0–3.0) |
3.0 (3.0–4.0) |
0.039 | 3.0 (2.0–3.0) |
3.0 (3.0–3.0) |
0.003 |
| Yes to? or Perceived disparities in the workplace, Yes?, n (%) | ||||||||||||
| Recruitment, admissions and hiring practices | 18 (27%) | 24 (40%) | 0.13 | 24 (44%) | 25 (46%) | 1.00 | 16 (36%) | 20 (43%) | 0.52 | 41 (50%) | 40 (50%) | 1.00 |
| Mentoring to support mentees from diverse backgrounds | 16 (24%) | 20 (33%) | 0.32 | 21 (39%) | 32 (59%) | 0.054 | 18 (40%) | 18 (39%) | 1.00 | 33 (40%) | 36 (45%) | 0.63 |
| Progression and promotion; salary | 16 (24%) | 13 (22%) | 0.83 | 26 (48%) | 27 (50%) | 1.00 | 17 (38%) | 17 (37%) | 1.00 | 33 (40%) | 34 (43%) | 0.87 |
| Resource/support allocation | 6 (9%) | 11 (18%) | 0.19 | 14 (26%) | 21 (39%) | 0.22 | 13 (29%) | 13 (28%) | 1.00 | 24 (29%) | 25 (31%) | 0.86 |
| Opportunities for leadership positions | 15 (22%) | 18 (30%) | 0.42 | 23 (43%) | 23 (43%) | 1.00 | 24 (53%) | 19 (41%) | 0.30 | 42 (51%) | 40 (50%) | 1.00 |
| Opportunities to give scientific lectures, workshops | 5 (7%) | 5 (8%) | 1.00 | 4 (7%) | 12 (22%) | 0.055 | 9 (20%) | 6 (13%) | 0.41 | 12 (15%) | 13 (16%) | 0.83 |
| Opportunities to teach courses for our trainees | 6 (9%) | 2 (3%) | 0.28 | 3 (6%) | 8 (15%) | 0.20 | 9 (20%) | 7 (15%) | 0.59 | 14 (17%) | 11 (14%) | 0.66 |
| Opportunities to participate on committees/work groups | 3 (4%) | 5 (8%) | 0.47 | 7 (13%) | 9 (17%) | 0.79 | 7 (16%) | 6 (13%) | 0.77 | 10 (12%) | 15 (19%) | 0.28 |
| Opportunities to participate in lectures, workshops | 6 (9%) | 5 (8%) | 1.00 | 2 (4%) | 8 (15%) | 0.093 | 8 (18%) | 5 (11%) | 0.38 | 11 (13%) | 10 (13%) | 1.00 |
| Degree of agreement with DEI Statements** | ||||||||||||
| Lack of DEI is a problem within my workplace at University of California, San Francisco, mean (SD) | 2.6 (0.6) | 2.8 (0.5) | 0.091 | 2.6 (0.7) | 2.7 (0.8) | 0.51 | 2.7 (0.8) | 2.7 (0.7) | 0.94 | 2.8 (0.8) | 2.9 (0.9) | 0.81 |
| I am comfortable addressing DEI in my workplace, median (IQR) | 3.0 (3.0–3.0) |
3.0 (3.0–3.0) | 0.75 | 3.0 (3.0–3.5) | 3.0 (3.0–4.0) | 0.62 | 3.0 (3.0–3.0) | 3.0 (3.0–3.0) |
0.58 | 3.0 (3.0–3.0) | 3.0 (3.0–3.0) |
0.34 |
| I have the skills to improve DEI in my workplace, mean (SD) | 2.8 (0.6) | 2.9 (0.6) | 0.19 | 2.7 (0.6) | 3.0 (0.5) | 0.011 | 2.8 (0.6) | 3.1 (0.5) | 0.023 | 2.8 (0.5) | 3.0 (0.5) | 0.004 |
| Degree of agreement with DEI Statements** | ||||||||||||
| I am responsible for improving DEI within my workplace, median (IQR) | 3.0 (3.0–4.0) |
3.5 (3.0–4.0) |
0.10 | 3.0 (3.0–4.0) |
4.0 (3.0–4.0) |
0.27 | 3.0 (3.0–4.0) | 4.0 (3.0–4.0) |
0.78 | 4.0 (3.0–4.0) |
3.0 (3.0–4.0) |
0.50 |
| I plan to work to improve DEI in my workplace, median, IQR | 3.0 (3.0–4.0) |
4.0 (3.0–4.0) |
0.16 | 4.0 (3.0–4.0) |
4.0 (3.0–4.0) |
0.78 | 3.0 (3.0–4.0) | 4.0 (3.0–4.0) |
0.25 | 3.0 (3.0–4.0) |
3.0 (3.0–4.0) |
0.76 |
p-values for comparisons of binary variables (i.e. perceived disparities in the workplace) between pre and post based on Fisher’s exact test; p-values for comparisons of continuous variables (i.e. Likert scales) between pre and post based on two sample t-tests if normally distributed responses and Wilcoxon rank-sum tests if non-normally distributed; (paired tests not used because individual-level identifiers were not collected).
IQR = interquartile range; SD = standard deviation; DEI = diversity, equity, and inclusion.
4-point Likert scale ranging from 1 “Not knowledgeable at all” to 4 “Very knowledgeable.”
4-point Likert scale ranging from 1 “Strongly disagree” to 4 “Strongly agree.”