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Abstract
Discussion Forum (0)
Poster Category: Research and Education Poster Abstract
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
Poster Category: Research and Education Poster Abstract
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
Identifying Possible Actions Related to Climate, Diversity, Equity, and Inclusion at a College of Pharmacy
Nancy Alvarez
Affiliations:
R. Ken Coit College of Pharmacy, The University of Arizona
R. Ken Coit College of Pharmacy, The University of Arizona
Abstract
Discussion Forum (0)
Poster Category: Research and Education Poster Abstract
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
Poster Category: Research and Education Poster Abstract
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
AACP Section: Administrative Services
Objectives: To identify possible action items related to overall climate at a College of Pharmacy as it relates to diversity, equity, and inclusion.
Methods: A 17-question survey was distributed to 69 faculty, 123 staff, 514 PharmD students and 30 graduate students. The domains of diversity, equity, and inclusion were defined followed by questions asking respondents to rate overall climate, diversity, equity, and inclusion at the College. Descriptive statistics were used to summarize the data.
Results: The number of respondents (%) include 42 (31%) faculty; 33 (21%) staff; 54 (37%) PharmD students; and 16 (11%) graduate students. For climate related to witnessing insensitive or disparaging remarks frequently (11 items), one domain was identified by faculty while staff, PharmD students, and graduate students identified all domains at least once. The pattern of responses was similar for personal experience with insensitive remarks. For participation in diversity activities (4 items), awareness without participation was selected by 44-54% of faculty, 35-54% of staff, 35-48% of PharmD students and 36-46% of graduate students. For perceptions of diversity (10 items), fairly or very was selected by 38%-54% of faculty, 31-33% of staff, 35-48% of PharmD students, and 36-43% of graduate students. For equity, attainable for some to not attainable was identified for 15-26% of faculty, 35-76% of staff, 19-39% of PharmD students, and 63-73% of graduate students.
Conclusion: While overall, issues identified were limited, issues with equity need further investigation. In addition, the pattern of response for faculty was different than that of other groups which also should be explored further.
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