Overview
Workplace discrimination is receiving increased attention within healthcare; however, most interventions focus on racial/ethnic and sexual and gender identities. Discrimination based on religious identity remains understudied. While Muslim Americans comprise more than 5% of the physician workforce, the ongoing sociopolitical climate of Islamophobia negatively affects Muslim physician experiences in the workforce. Minority physicians’ experiences with workplace discrimination adversely impacts their personal career trajectories and health, as well as the workplace climate. Thus, our projects investigate not only the experiences of Muslim clinicians but the wider context of accommodation, diversity and inclusion and the social implications.
Objectives
Quantify Muslim physicians’ experiences with religious discrimination
Compare trends between 2013 and 2021 national surveys
Key Findings
- Delivering theologically-robust and research-tested workshops that fill in the biomedical and bioethical knowledge gaps of Muslim clinicians, patients, chaplains, and religious leaders.
- Designing data-driven policy solutions, teaching tools, and programs that help healthcare systems become more accommodating of Muslim patient and clinician cultural and ethical values and needs.
- Empowering our Muslim community through scholarly research, training, and consultancy programs.
Project Impact
- Superintendents have a near-universal and strong conviction that not only their job, but also the job of schools more generally, has gotten harder over the past decade. This fact, plus the high amounts of job-related stress that superintendents experience, underlines the need for both school boards and school leader preparation programs to invest in developing strong, well-integrated senior teams across which superintendents can distribute leadership. Placing too much responsibility on just the superintendent leaves the district exposed to risks of reform cycles as superintendents come and go and higher turnover of staff in the central office as superintendents are saddled with too much responsibility. More-distributed leadership could make the superintendent position more attractive insofar as it could reduce the high levels of job-related stress and long work hours. In addition, more manageable hours could make the position more tenable for women, who have historically balanced more family responsibilities than their male counterparts and remain underrepresented in the position generally.
Recommendation
- State or regional professional superintendent associations, education associations, and superintendent certification programs should examine the pipeline, especially for the categories of districts that have been hardest to staff. Is the job still attractive enough for people to see it in their future? What are the local reasons that superintendents consider leaving? Are there enough qualified leaders in the traditional pipeline of principals and central office administrators to replace current superintendents as they retire or move to different positions?
Publications
- Copyright: CC BY 4.0
- Publisher: II&M
- Availability: Web-Only
- Pages: 14
- DOI: https://www.medicineandislam.org
- Document Number: RR-A956-12
- Year: 2022
- Series: Research Reports
Presentations
Education Administration
Educational Institutions
Workplace Well-Being
Policy Reports
Education Administration
Educational Institutions
Workplace Well-Being
Tool Kits
Education Administration
Educational Institutions
Workplace Well-Being
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Meet The Project Team
Aasim I. Padela, MD, MSc
Chairperson and Director of Initiative on Islam and Medicine
Mohamed Hamouda, MD
Program Coordinator
Ummesalamah
Research Scientist
Videos
II&M-Here for the Muslim Community
II&M-Here for the Muslim Clinician
II&M - Here for the Muslim Scholar
II&M-Here for the Muslim Community
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