Evaluating the Uptake of Antiracism Training, Policies, and Practices in Departments of Family Medicine

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Figure 1.
Total percentages of those that agreed (somewhat agreed, agreed, or strongly agreed) the respective attributes of innovation (relative advantage, compatibility, complexity, trialability, observability) were important for antiracism training. We grouped the results by those that reported they did implemented antiracist policies and or practices vs. those that did not.
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Figure 2.
χ² analyses showing that relative advantage, compatibility and observability were positively associated with making changes as result of the antiracism training.

Table 1.

Department and Program Chair Characteristics

DEPARTMENT CHAIR (Respondents)	Freq	%
Years in role (Mean, SD)	6, 6	n/a
Gender
Female	34	33
Male	69	66
Other	0	0
Not reported/Unknown	1	1
Ethnicity
Hispanic/Latino	3	3
Non-Hispanic/Latino	99	95
Not reported/Unknown	2	2
Race
American Indian/Alaskan Native	1	1
Asian	8	8
Black	9	9
Native Hawaiian	0	0
White	81	78
Not reported/Unknown	5	5
Age
20 to 29	0	0
30 to 39	3	3
40 to 49	9	9
50 to 59	43	41
60 to 69	44	42
70+	5	5
PROGRAM
Residency type
Medical school based	3	3
Community based	85	82
Military	1	1
Don't have a residency program	0	0
Other	15	14
Rural (size of the community 75K or less)	16	15
Number of full-time faculty in your department (Mean, SD)	39, 43	n/a
% of faculty URiM
0	6	6
1 to 10	37	36
11 to 20	26	25
21 to 30	11	11
31 to 40	6	6
41 to 50	2	2
>50	8	8
Not reported/Unknown	8	8

Note: All percentages do not total 100% due to rounding.
Abbreviations: SD, standard deviation; URiM, underrepresented minorities in medicine.