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<p>Introduction Attacks on diversity, equity, and inclusion (DEI) hinder efforts to diversify the healthcare workforce. Mentorship, support, and network-building are three evidence-based strategies for advancing racial diversity, yet the components that support their successful implementation have been understudied. This paper seeks to identify the successful use of these strategies in academic health sciences. Methods The authors reviewed studies published between 1960 and 2021 from a parent scoping review, updated with additional articles covering 2021 through 2024 reporting on mentorship, support, and network-building. They then extracted the common components of these strategies and their frequently evaluated outcomes, and also identified barriers and facilitators to their implementation and sustainability. Results Mentorship can strengthen diversity through multifaceted support, long-term relationships, sustainable mentoring models, access to mentoring networks, compensation, mentor training, and identity concordance in mentor-mentee relationships. Social support strengthens diversity by involving family, addressing cultural needs, and providing safe spaces. Finally, scholar networks foster a sense of belonging through conferences and events&#xa0;and serve as a professional and social support system. Frequently evaluated outcomes of programs focused on these strategies include psychosocial well-being and scholar satisfaction. Institutional commitment and diverse leadership were crucial for the success of DEI programs centered on these strategies. In contrast, implementation barriers included limited resource support and the minority tax. Discussion Interventions that foster support and encourage connections show promise for advancing DEI in the academic health sciences. Common intervention components have been identified as necessary for supporting diverse scholars. Yet, future work and more rigorous research are needed to explore further opportunities to increase mentorship, support, and network-building for minoritized faculty, students, and staff. Programs and policies that incorporate these strategies are also crucial for permanently changing the institutional climate and building and supporting a diverse academic health science workforce.</p>

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A Narrative Review on Advancing Racial Diversity in the Academic Health Sciences: Mentorship, Support, and Scholar Networks

  • 期刊论文

  • 发表日期：

    2026年3月20日

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  • Michelle Cheng,
  • Christian Herrera,
  • Sheri Markle,
  • Idia B. Thurston,
  • Mara Xiong,
  • Margarita Alegría

摘要

Introduction Attacks on diversity, equity, and inclusion (DEI) hinder efforts to diversify the healthcare workforce. Mentorship, support, and network-building are three evidence-based strategies for advancing racial diversity, yet the components that support their successful implementation have been understudied. This paper seeks to identify the successful use of these strategies in academic health sciences. Methods The authors reviewed studies published between 1960 and 2021 from a parent scoping review, updated with additional articles covering 2021 through 2024 reporting on mentorship, support, and network-building. They then extracted the common components of these strategies and their frequently evaluated outcomes, and also identified barriers and facilitators to their implementation and sustainability. Results Mentorship can strengthen diversity through multifaceted support, long-term relationships, sustainable mentoring models, access to mentoring networks, compensation, mentor training, and identity concordance in mentor-mentee relationships. Social support strengthens diversity by involving family, addressing cultural needs, and providing safe spaces. Finally, scholar networks foster a sense of belonging through conferences and events and serve as a professional and social support system. Frequently evaluated outcomes of programs focused on these strategies include psychosocial well-being and scholar satisfaction. Institutional commitment and diverse leadership were crucial for the success of DEI programs centered on these strategies. In contrast, implementation barriers included limited resource support and the minority tax. Discussion Interventions that foster support and encourage connections show promise for advancing DEI in the academic health sciences. Common intervention components have been identified as necessary for supporting diverse scholars. Yet, future work and more rigorous research are needed to explore further opportunities to increase mentorship, support, and network-building for minoritized faculty, students, and staff. Programs and policies that incorporate these strategies are also crucial for permanently changing the institutional climate and building and supporting a diverse academic health science workforce.