(210) Impact of Gender and Race on promotion within Pharmacy Academia

Objective : To assess gender and race equity in pharmacy education over time.

Methods: Rank, race, and gender of faculty at United States pharmacy schools was reviewed using Profile of Faculty surveys from 2010 to 2021. Multinomial logistic regression was used to determine the odds ratios (OR) and 95% confidence intervals (CI) for promotion.

Results: OR (95% CI) of promotion from Assistant Professor to Associate Professor or to Professor (respectively): Female faculty 0.77 (0.68 to 0.88, P< 0.001) and 0.39 (0.34 to 0.45, P< 0.001); Black faculty 0.57 (0.43 to 0.75, P< 0.001) and 0.47 (0.34 to 0.65, P< 0.001); Hispanic faculty 0.61 (0.43 to 0.75, P< 0.01) and 0.57 (0.39 to 0.84, P< 0.01); Asian faculty 0.79 (0.67 to 0.94, P< 0.01) and 0.68 (0.56 to 0.82, P< 0.001). OR of promotion from Assistant Dean to Associate Dean or to CEO Dean (respectively): Women 0.55 (0.39 to 0.78, P< 0.001) and 0.19 (0.11 to 0.31, P< 0.001); Black 0.80 (0.41 to 1.56) and 1.44 (0.60 to 3.50); Hispanic 0.98 (0.23 to 2.84) and 0.70 (0.13 to 3.72); Asian 0.49 (0.28 to 0.86, P< 0.05) and 0.47 (0.21 to 1.06). Analysis of odds ratios over time (2010-2021) revealed increasing ORs of promotion of women, Black, and Asian faculty to Associate Professor and Professor; increasing ORs of promotion to Associate Dean for Blacks and Hispanics; and decreasing ORs of promotion to CEO Dean for women, Asians, and Hispanics.

Conclusions:

Conclusion: Race and gender remain strong predictors of promotion within pharmacy academia with women and racial minorities facing lower odds of promotion compared to their white male counterparts.