Pediatric clerkship education often lacks structured Point-of-Care Ultrasound (POCUS) training, although a significant portion of clerkship directors in family medicine feel that POCUS is essential for family medicine education, with few utilizing it personally or integrating it into the teaching curriculum. Due to the continued integration of POCUS into family medicine (FM) medical education, the clerkship rotation could be a key element in extending POCUS training for students.
Structured point-of-care ultrasound (POCUS) education is a scarce element within family medicine (FM) clerkship training; despite a majority of clerkship directors acknowledging the importance of POCUS in FM, its personal application and incorporation into the clerkship curriculum remain limited. As point-of-care ultrasound (POCUS) steadily becomes part of family medicine (FM) medical training, the clerkship rotation can be a platform to provide students with expanded POCUS experiences.

Family medicine (FM) residency programs consistently hire faculty, yet their recruitment strategies are often kept confidential. Our investigation aimed to determine the extent to which faculty positions in FM residency programs are filled by program alumni, colleagues from regional programs, or faculty from outside the region, and to compare these findings across program attributes.
Within the 2022 expansive survey of FM residency program directors, particular questions were posed concerning the proportion of faculty members who had graduated from the subject program, a similar program in the region, or a program situated in a distant locale. selleck compound We sought to ascertain the degree to which respondents engaged in recruiting their own residents for faculty positions, and to pinpoint supplementary program offerings and distinguishing characteristics.
A phenomenal 414% response rate was observed, stemming from 298 participants responding out of a total of 719. Programs prioritized their own graduates in recruitment, showcasing a contrast to the hiring of regional or distant graduates, with a notable 40% of open positions designated for program alumni. Programs emphasizing their graduate alumni recruitment consistently demonstrated a higher probability of having a significant portion of their alumni on faculty, a trend that was more frequent in larger, older, urban institutions and those that also offered clinical fellowships. The availability of a faculty development fellowship was a substantial predictor of a larger proportion of faculty originating from regional programs.
Programs looking to improve the recruitment of faculty from their own graduates should consider prioritizing internal recruitment as a top priority. The creation of clinical and faculty development fellowships for the recruitment of local and regional talent is another possibility to explore.
Internal recruitment from graduates is a vital strategy for programs desiring to improve their faculty acquisition. They potentially should consider the formation of both clinical and faculty development fellowships for candidates in the local and regional areas.

To enhance health outcomes and lessen health disparities, a diverse primary care workforce is paramount. Although details are limited, the racial and ethnic demographics, training backgrounds, and clinical practices of family physicians offering abortions remain largely unknown.
Family physicians, having completed residency programs incorporating routine abortion training between 2015 and 2018, participated in an anonymous, electronic cross-sectional survey. We assessed abortion training, intentions to deliver abortions, and observed practice patterns, and analyzed disparities between underrepresented in medicine (URM) and non-URM physicians using two statistical tests and binary logistic regression analysis.
Of the two hundred ninety-eight survey respondents (representing a 39% response rate), seventeen percent identified as members of underrepresented minority groups. A similar percentage of URM and non-URM respondents reported both having received abortion training and having the intention to provide abortions. However, fewer underrepresented minorities (URMs) indicated providing procedural abortions in their post-residency practice (6% versus 19%, P = .03), and also a reduced number mentioned providing abortions within the last year (6% versus 20%, P = .023). Underrepresented minorities were found, in adjusted analyses, to be less likely to have had abortions following completion of their residency, with an odds ratio of 0.383. A probability of 0.03 (P = 0.03) was observed, and during the past year, an odds ratio of 0.217 (OR = 0.217) was found. In comparison to non-URMs, a P-value of 0.02 was determined. When evaluating the 16 obstacles to provision, the measured indicators displayed only minimal variation across the groups.
Despite identical training and the shared aspiration to provide post-residency abortion care, a distinction was observed in the availability of this service among underrepresented minority (URM) and non-URM family physicians. The examination of these obstacles does not elucidate these divergences. Further exploration of the distinctive lived realities of underrepresented minority physicians within the context of abortion care is imperative to guide the design of strategies aimed at cultivating a more varied medical workforce.
Despite the similar training and intentions to provide care, post-residency abortion provision displayed disparities between underrepresented minority (URM) and non-URM family physicians. Examined impediments do not illuminate these variations. Prioritizing a more diverse medical workforce necessitates further investigation into the unique experiences of underrepresented minority physicians providing abortion services, guiding the selection of pertinent strategies.

Health outcomes are demonstrably better in workplaces that embrace diversity. selleck compound The current work distribution of primary care physicians who are underrepresented in medicine (URiM) is disproportionately weighted toward underserved areas. The URiM faculty are increasingly expressing feelings of imposter syndrome, including an uncomfortable sense of not being part of their professional community, and a lack of recognition for their accomplishments. Investigations into IS within the ranks of family medicine faculty are not widespread, and neither are the most relevant factors contributing to IS among URiMs and non-URiMs. This investigation sought to (1) determine the proportion of IS cases within the URiM faculty, in contrast with the non-URiM group, and (2) establish the factors associated with IS among both URiM and non-URiM faculty.
Anonymously, four hundred thirty participants completed electronic surveys. selleck compound We determined IS through the application of a 20-item validated measurement scale.
A substantial 43% of respondents indicated frequent or intense occurrences of IS. URiMs did not demonstrate a higher probability of reporting IS than their non-URiM counterparts. Mentorship deficiency proved independently associated with IS among respondents in both URiM and non-URiM groups, with statistical significance (P<.05). Professional belonging was found to be deficient in a group of subjects, with a statistically significant association with other factors (P<.05). Nevertheless, among URiMs, there was a greater prevalence of inadequate mentorship, a lack of professional integration and a sense of belonging, and exclusion from professional opportunities due to racial/ethnic discrimination (all p<0.05), compared to non-URiMs.
URiMs, despite not experiencing a heightened likelihood of frequent or intense IS compared to non-URiMs, experience a disproportionately higher likelihood of reporting racial/ethnic discrimination, a lack of suitable mentorship, and feelings of low professional belonging and integration. IS and these factors are interconnected, potentially mirroring the impact of institutionalized racism on mentorship and professional integration, perceived as IS by URiM faculty. However, URiM's success in academic medicine is vital for fostering health equity.
URiMs, no more likely to endure frequent or intense stress than non-URiMs, are nonetheless more prone to reporting racial/ethnic discrimination, a lack of suitable mentorship, and feelings of exclusion in the professional setting. These factors, associated with IS, could indicate how institutionalized racism inhibits mentorship and ideal professional integration, a perception that may be internalized and seen as IS by URiM faculty. Nevertheless, URiM career success in academic medicine is indispensable for the attainment of health equity.

Given the rapid increase in the elderly population, there's a pressing need for more doctors experienced in treating the multifaceted health problems that typically accompany the aging process. Recognizing the need to expand access to geriatric medical knowledge and encourage medical students' commitment to this field, we created a program that facilitates frequent weekly phone conversations between students and older adults. This study assesses the program's impact on geriatric care competency in first-year medical students, a fundamental skill needed by primary care physicians.
To determine the impact of sustained exposure to seniors on medical students' self-perception of geriatric expertise, we employed a mixed-methods design. We subjected pre- and post-survey data to analysis using the Mann-Whitney U test. Qualitative deductive analysis was employed to explore the themes arising from the narrative feedback.
A statistically significant elevation in students' (n=29) self-evaluated geriatric care competency was observed in our study. A review of student responses identified five prevalent themes: modifying views of older adults, developing relationships, enhancing understanding of older adults, refining communication styles, and promoting self-compassion.
Facing a shortage of physicians proficient in geriatric care, this study reveals a revolutionary older adult service-learning program designed to cultivate geriatric knowledge within medical student populations, directly responding to the increasing older adult demographic.
Due to the increasing number of older adults and the inadequate supply of physicians proficient in geriatrics, this study emphasizes a novel service-learning program that positively influences medical students' geriatric knowledge.