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. Author manuscript; available in PMC: 2012 Oct 1.
Published in final edited form as: Acad Med. 2011 Oct;86(10):1221–1228. doi: 10.1097/ACM.0b013e31822c066d

Table 3.

Predictors of African American or Latino Faculty Representation at 79 U.S. Medical Schools, 2010 *

African Americans
 Latinos
Predictor < 3% on
faculty		 ≥ 3%
on faculty		 P-value < 4.2% on
faculty		 ≥ 4.2%
on
faculty		 P-value
Demographics of the
school’s state (%, CI)
   % African
   Americans in
   state		 9.9
(8.3-11.6)		 22.5
(16.8-28.3)		 <0.001 ___ ___ ___
   % Latinos in
   state		 ___ ___ ___ 8.9
(6.8-11.0)		 21.1
(13.4-
28.4)		 <0.001
Underrepresented
minority medical
students, 1998, % (CI) 		5.7
(4.7-6.7)		 8.0
(6.0-10.0)		 0.03 3.9
(3.1-4.7)		 6.8
(4.3-9.4)		 0.004
Age of diversity
program, no. years (CI) 		18.6
(14.6-22.6)		 20.2
(14.3-26.1)		 0.65 18.7
(15.0-
22.5)		 20.1
(12.9-
27.4)		 0.60
Funding of diversity
program
   < $100,000, % 28.3 25.0 0.76 24.5 38.5 0.17
   $100,000-
   $500,0000, %		 45.7 40.0 41.5 53.9
   >$500,000, % 26.1 35.0 34.0 7.0
Institutional financial
support, % 		86.8 82.6 0.63 85.3 86.7 0.89
Race of diversity
program leader, %
   Caucasian 26.4 13.6 0.19 21.7 26.7 0.70
   African
   American		 64.2 81.8 70.0 66.7
Ethnicity of diversity
program leader
   Latino, % 13.2 13.6 0.96 11.7 20.0 0.34
Program leader FTE, %
(CI)		 51.3
(41.4-61.1)		 58.8 (41.6-
76.0)		 0.41 54.8
(45.1-
64.5)		 49.2
(30.4--
68.0)		 0.59
Program leader
salaried FTE, %, (CI)		 68.2 (57.1-
79.3)		 68.5 (49.0-
88.0)		 0.98 66.1
(55.1-
77.0)		 76.4
(55.2-
97.6)		 0.34
Staff receiving salary
support for work in
diversity program,mean
no. (CI)		 4.6 (3.5-
5.6)		 3.4 (2.0-
4.9)		 0.21 4.6
(3.6- 5.5)		 2.9
(1.6- 4.1)		 0.11
Retention and
recruitment initiative
(%)		 65.4 65.2 0.99 61.7 80.0 0.18
Required institutional
accountability %		 32.1 30.4 0.89 34.4 20.0 0.28
Latino faculty, % (CI) 3.0
(2.5-3.4)		 3.5
(2.8-3.5)		 0.17 ___ ___ ___
African American
Faculty, %		 ___ ___ ___ 2.4 (2.1-
2.7)		 3.3 (2.3-
4.2)		 0.03
*

A cross-sectional survey study of 82 leaders of diversity programs at U.S. MD-granting medical schools was conducted in 2010. Linear regression and chi-square analysis was used to evaluate the relationship of faculty diversity with characteristics of diversity programs, state demographics, and minority student representation. Responses from diversity leaders in three historically black institutions were excluded in this analysis.