A novel algorithm to reduce bias and improve the quality and diversity of residency interviewees

Racial and Ethnic Disparities in Otolaryngology Applicants and Residents: Recruiting a Diverse Workforce

OBJECTIVE

The purpose of this study is to examine the racial and ethnic representation of otolaryngology applicants and residents and determine if there have been any improvements in recruiting a diverse workforce over the past several years.

METHODS

A retrospective study was conducted on self-reported race and ethnicity data of otolaryngology applicants to United States residency programs from 2016 to 2022 from the Association of American Medical Colleges (AAMC) and residents from 2011 to 2022 from the Accreditation Council for Graduate Medical Education (ACGME). The changes in proportions of applicants and residents by race and ethnicity separately was compared as well as the proportion of applicants to residents. Descriptive analyses and chi-square tests were used to compare proportions of groups by race and ethnicity.

RESULTS

There was no statistically significant difference in the proportion of applicants by race or ethnicity from 2016-2017 to 2021-2022. There was a decrease in the proportion of White residents from 58.1% to 54.5% from 2011-2012 to 2018-2019. There were higher proportions of White residents than applicants and lower proportions of Black residents than applicants in the two cycles analyzed. In the most recent cycle analyzed, the proportion of Hispanic or Latino residents was higher than the proportion of Hispanic or Latino applicants.

CONCLUSION

While there may be improvements to increase representation of otolaryngology applicants and residents, there continues to be inequalities and a lack of diversity. Further initiatives are needed to ensure diversity in the field improves moving forward.

Reasons and resolutions for gender inequality among cardiologists and cardiology trainees

Women represented 29% of cardiology trainees and 16% of consultants in the UK in 2021. While the numbers of women in cardiology have increased over the last 20 years, these proportions remain among the lowest in comparison with other medical specialties. This essay aims to explore the contributing factors behind, and plans to reduce, gender disparity in cardiology. PubMed was searched using keywords such as 'gender', 'inequality', 'women', 'training' and 'cardiology'. Retrieved studies were screened for themes contributing towards, and strategies to overcome, gender inequality within cardiology. Reasons for gender inequality included poor perceptions of cardiology as a female-friendly specialty, experiences of gender-based discrimination, inflexible working hours, poor work- life balance, and lack of female role models. Recommended resolutions should target these themes; increase opportunities for flexible working hours, enforce a discrimination-free workplace culture, and encourage mentoring relationships between female senior and junior doctors. Improving the experience of the existing female workforce in cardiology will have a knock-on effect on the perceptions of trainees rotating through departments, in addition to initiatives promoting cardiology as a female-friendly specialty. In conclusion, promoting gender equality within cardiology remains an ongoing challenge. Nationwide efforts to increase retention and improve perceptions should target issues highlighted by the voices of women.