Edward Z. Moore

Bio: Edward Z. Moore is an academic researcher from Central Connecticut State University. The author has contributed to research in topics: Hexapod & Stair climbing. The author has an hindex of 11, co-authored 17 publications receiving 680 citations. Previous affiliations of Edward Z. Moore include University of Connecticut & McGill University.

Racial Disparities in Medical Student Membership in the Alpha Omega Alpha Honor Society

Abstract: Importance Previous studies have found racial and ethnic inequities in the receipt of academic awards, such as promotions and National Institutes of Health research funding, among academic medical center faculty. Few data exist about similar racial/ethnic disparities at the level of undergraduate medical education. Objective To examine the association between medical student race/ethnicity and induction into the Alpha Omega Alpha (AΩA) honor society. Design, Setting, and Participants This study analyzed data from the Electronic Residency Application Service, the official service used by US medical students to apply to residency programs. A total of 4655 US medical students from 123 allopathic US medical schools who applied to 12 distinct residency programs associated with one academic health center in the 2014 to 2015 academic year were studied. Main Outcomes and Measures Membership in the AΩA society among black, white, Hispanic, and Asian medical students. Results A total of 4655 unique applications were analyzed in the study (median age, 26 years; 2133 women [45.8%]). Overall, self-reported race/ethnicity in our sample was 2605 (56.0%) white (691 [71.5%] of AΩA applicants were white), 276 (5.9%) black (7 [0.7%] AΩA), 186 (4.0%) Hispanic (27 [2.8%] AΩA), and 1170 (25.1%) Asian (168 [17.4%] AΩA). After controlling for US Medical Licensing Examination Step 1 scores, research productivity, community service, leadership activity, and Gold Humanism membership, the study found that black (adjusted odds ratio [aOR], 0.16; 95% CI, 0.07-0.37) and Asian (aOR, 0.52; 95% CI, 0.42-0.65) medical students remained less likely to be AΩA members than white medical students. No statistically significant difference was found in AΩA membership between white and Hispanic medical students (aOR, 0.79; 99% CI, 0.45-1.37) in the adjusted model. Conclusions and Relevance Black and Asian medical students were less likely than their white counterparts to be members of AΩA, which may reflect bias in selection. In turn, AΩA membership selection may affect future opportunities for minority medical students.

Reliable stair climbing in the simple hexapod 'RHex'

Abstract: RHex is a hexapod with compliant legs and only six actuated degrees of freedom. Its ability to traverse highly fractured and unstable terrain, as well ascend and descend a particular flight of stairs has already been documented. In this paper, we describe an open loop controller that enables our small robot (length: 51 cm, width: 20 cm, height: 12.7 cm, leg length: 16 cm) to reliably climb a wide range of regular, full-size stairs with no operator input during stair climbing. Experimental data of energy efficiency in a form of specific resistance during stair climbing is given. The results presented in this paper are based on a new half circle leg design that implements a passive, effective leg length change.

Differences in words used to describe racial and gender groups in Medical Student Performance Evaluations.

Abstract: Purpose The transition from medical school to residency is a critical step in the careers of physicians. Because of the standardized application process-wherein schools submit summative Medical Student Performance Evaluations (MSPE's)-it also represents a unique opportunity to assess the possible prevalence of racial and gender disparities, as shown elsewhere in medicine. Method The authors conducted textual analysis of MSPE's from 6,000 US students applying to 16 residency programs at a single institution in 2014-15. They used custom software to extract demographic data and keyword frequency from each MSPE. The main outcome measure was the proportion of applicants described using 24 pre-determined words from four thematic categories ("standout traits", "ability", "grindstone habits", and "compassion"). Results The data showed significant differences based on race and gender. White applicants were more likely to be described using "standout" or "ability" keywords (including "exceptional", "best", and "outstanding") while Black applicants were more likely to be described as "competent". These differences remained significant after controlling for United States Medical Licensing Examination Step 1 scores. Female applicants were more frequently described as "caring", "compassionate", and "empathic" or "empathetic". Women were also more frequently described as "bright" and "organized". Conclusions While the MSPE is intended to reflect an objective, summative assessment of students' qualifications, these data demonstrate for the first time systematic differences in how candidates are described based on racial/ethnic and gender group membership. Recognizing possible implicit biases and their potential impact is important for faculty who strive to create a more egalitarian medical community.

All Other Things Being Equal: Exploring Racial and Gender Disparities in Medical School Honor Society Induction.

Abstract: PURPOSE A large body of literature has demonstrated racial and gender disparities in the physician workforce, but limited data are available regarding the potential origins of these disparities. To that end, the authors evaluated the effects of race and gender on Alpha Omega Alpha Honor Medical Society (AOA) and Gold Humanism Honor Society (GHHS) induction. METHOD In this retrospective cohort study, the authors examined data from 11,781 Electronic Residency Application Service applications from 133 U.S. MD-granting medical schools to 12 residency programs in the 2014-2015 application cycle and to all 15 residency programs in the 2015-2016 cycle at Yale-New Haven Hospital. They estimated the odds of induction into AOA and GHHS using logistic regression models, adjusting for Step 1 score, research publications, citizenship status, training interruptions, and year of application. They used gender- and race-matched samples to account for differences in clerkship grades and to test for bias. RESULTS Women were more likely than men to be inducted into GHHS (odds ratio 1.84, P < .001) but did not differ in their likelihood of being inducted into AOA. Black medical students were less likely to be inducted into AOA (odds ratio 0.37, P < .05) but not into GHHS. CONCLUSIONS These findings demonstrate significant differences between groups in AOA and GHHS induction. Given the importance of honor society induction in residency applications and beyond, these differences must be explored further.

Minority Resident Physicians’ Views on the Role of Race/Ethnicity in Their Training Experiences in the Workplace

Abstract: Importance Black, Hispanic, and Native American physicians remain underrepresented in medicine despite national efforts to increase diversity in the health care workforce. Understanding the unique workplace experiences of minority physicians is essential to inform strategies to create a diverse and inclusive workforce. While prior research has explored the influence of race/ethnicity on the experiences of minority faculty and medical students, there is a paucity of literature investigating how race/ethnicity affects the training experiences of resident physicians in graduate medical education. Objective To characterize how black, Hispanic, and Native American resident physicians experience race/ethnicity in the workplace. Design, Setting, and Participants Semistructured, in-depth qualitative interviews of black, Hispanic, and Native American residents were performed in this qualitative study. Interviews took place at the 2017 Annual Medical Education Conference (April 12-17, 2017, in Atlanta, Georgia), sponsored by the Student National Medical Association. Interviews were conducted with 27 residents from 21 residency programs representing a diverse range of medical specialties and geographic locations. Main Outcomes and Measures The workplace experiences of black, Hispanic, and Native American resident physicians in graduate medical education. Results Among 27 participants, races/ethnicities were 19 (70%) black, 3 (11%) Hispanic, 1 (4%) Native American, and 4 (15%) mixed race/ethnicity; 15 (56%) were female. Participants described the following 3 major themes in their training experiences in the workplace: a daily barrage of microaggressions and bias, minority residents tasked as race/ethnicity ambassadors, and challenges negotiating professional and personal identity while seen as “other.” Conclusions and Relevance Graduate medical education is an emotionally and physically demanding period for all physicians. Black, Hispanic, and Native American residents experience additional burdens secondary to race/ethnicity. Addressing these unique challenges related to race/ethnicity is crucial to creating a diverse and inclusive work environment.

DASH: A dynamic 16g hexapedal robot

Abstract: DASH is a small, lightweight, power autonomous robot capable of running at speeds up to 15 body lengths per second (see video). Drawing inspiration from biomechanics, DASH has a sprawled posture and uses an alternating tripod gait to achieve dynamic open-loop horizontal locomotion. The kinematic design which uses only a single drive motor and allows for a high power density is presented. The design is implemented using a scaled Smart Composite Manufacturing (SCM) process. Evidence is given that DASH runs with a gait that can be characterized using the spring-loaded inverted pendulum (SLIP) model. In addition to being fast, DASH is also well suited to surviving falls from large heights, due to the uniquely compliant nature of its structure.

Modeling and Experiments of Untethered Quadrupedal Running with a Bounding Gait: The Scout II Robot

Abstract: In this paper we compare models and experiments involving Scout II, an untethered four-legged running robot with only one actuator per compliant leg. Scout II achieves dynamically stable running of up to 1.3 m s-1 on flat ground via a bounding gait. Energetics analysis reveals a highly efficient system with a specific resistance of only 1.4. The running controller requires no task-level or body-state feedback, and relies on the passive dynamics of the mechanical system. These results contribute to the increasing evidence that apparently complex dynamically dexterous tasks may be controlled via simple control laws. We discuss general modeling issues for dynamically stable legged robots. Two simulation models are compared with experimental data to test the validity of common simplifying assumptions. The need for including motor saturation and non-rigid torque transmission characteristics in simulation models is demonstrated. Similar issues are likely to be important in other dynamically stable legged robots as well. An extensive suite of experimental results documents the robot's performance and the validity of the proposed models.

Reliable stair climbing in the simple hexapod 'RHex'

Abstract: RHex is a hexapod with compliant legs and only six actuated degrees of freedom. Its ability to traverse highly fractured and unstable terrain, as well ascend and descend a particular flight of stairs has already been documented. In this paper, we describe an open loop controller that enables our small robot (length: 51 cm, width: 20 cm, height: 12.7 cm, leg length: 16 cm) to reliably climb a wide range of regular, full-size stairs with no operator input during stair climbing. Experimental data of energy efficiency in a form of specific resistance during stair climbing is given. The results presented in this paper are based on a new half circle leg design that implements a passive, effective leg length change.

Where Are the Women? The Underrepresentation of Women Physicians Among Recognition Award Recipients From Medical Specialty Societies

Abstract: Membership in medical societies is associated with a number of benefits to members that may include professional education, opportunities to present research, scientific and/or leadership training, networking, and others. In this perspective article, the authors address the value that medical specialty society membership and inclusion have in the development of an academic physician's career and how underrepresentation of women may pose barriers to their career advancement. Because society membership itself is not likely sufficient to support the advancement of academic physicians, this report focuses on one key component of advancement that also can be used as a measure of inclusion in society activities—the representation of women physicians among recipients of recognition awards. Previous reports demonstrated underrepresentation of women physicians among recognition award recipients from 2 physical medicine and rehabilitation specialty organizations, including examples of zero or near-zero results. This report investigated whether zero or near-zero representation of women physicians among recognition award recipients from medical specialty societies extended beyond the field of physical medicine and rehabilitation. Examples of the underrepresentation of women physicians, as compared with their presence in the respective field, was found across a range of additional specialties, including dermatology, neurology, anesthesiology, orthopedic surgery, head and neck surgery, and plastic surgery. The authors propose a call for action across the entire spectrum of medical specialty societies to: (1) examine gender diversity and inclusion data through the lens of the organization's mission, values, and culture; (2) transparently report the results to members and other stakeholders including medical schools and academic medical centers; (3) investigate potential causes of less than proportionate representation of women; (4) implement strategies designed to improve inclusion; (5) track outcomes as a means to measure progress and inform future strategies; and (6) publish the results to engage community members in conversation about the equitable representation of women.