Women in radiology: gender diversity is not a metric-it is a tool for excellence

Impact of the Radiology Scholars Certificate Program: Does It Persist Years After Program Completion?

RATIONALE AND OBJECTIVE

The Radiology Scholars Certificate Program (RSCP) is an elective course for preclinical medical students which aims to improve radiology knowledge, dispel misconceptions regarding the field, and train future clinicians who have a greater understanding of the scope of the field. Previously, we have shown that students demonstrate improved knowledge of radiological topics as well as improved perception of radiology as a field after completing the program. In this study we attempt to determine whether these effects persist up to two years following program completion.

MATERIAL AND METHODS

A two-part questionnaire was sent to all third- and fourth-year medical students at our institution in order to assess their objective ability to select appropriate imaging studies and interpret basic imaging findings, as well as evaluate their subjective attitudes and comfort level with radiology topics. Statistical analysis compared students who completed the RSCP to non-RSCP controls.

RESULTS

A total of 54 students responded to the survey (34 had previously completed the RSCP). RSCP participants were significantly more likely to select appropriate imaging workups and correctly interpret imaging findings compared to controls (p < 0.001). Furthermore, RSCP participants reported significantly higher confidence in their ability to order imaging (p < 0.001) and significantly higher satisfaction with their radiology education (p < 0.001). RSCP participants were less likely to agree with negative stereotypes regarding radiology and reported more favorable perceptions of the field.

CONCLUSION

Preclinical radiology-driven medical student education programs like the RSCP offer the potential for lasting improvements in students' understanding of and attitudes toward radiology as a field. We believe that such programs will help address challenges facing the field of radiology regarding recruitment, diversity, and interdisciplinary understanding.

Challenges confronting sustainability in nuclear medicine practice

BACKGROUND

Sustainability can be defined as the state in which consumption or depletion do not exceed regeneration. It can further be considered in five dimensions: environmental, economic, social, human resources, and ecological.

KEY FINDINGS

There are a number of key issues that threaten sustainability across nuclear medicine clinical and research practices, and across the five dimensions of sustainability there is a requirement for compromise between conflicting priorities. Nonetheless, the field of nuclear medicine benefits from an inherent culture of innovation and forethought which fosters adaptation in order to achieve sustainability.

CONCLUSION

The principles of sustainability are particularly challenging to navigate due to resource scarcity in nuclear medicine associated with both workforce shortages and supply disruptions. Specific challenges and adaptations are outlined for each of the five dimensions of sustainability.

IMPLICATIONS FOR PRACTICE

There are opportunities for improving sustainability of nuclear medicine practice although success is reliant on a deeper understanding of the interplay across the five dimensions of sustainability.

Female and underrepresented minority representation in radiology

RATIONAL AND OBJECTIVE

Diversity, equity, inclusion, and representation in various sectors have garnered increasing attention in the past two decades, including healthcare. In this report we investigate representation of females and underrepresented minorities (URM) in the field of radiology and asses for significant growth trends in representation in residency training programs in the United States.

MATERIALS AND METHODS

De-identified trainee demographic information for active radiology trainees from 2016 to 2021 was queried using the Accreditation Council for Graduate Medical Education (ACGME), and new radiology trainees using the National Resident Matching Program (NRMP)'s Main Residency Match Data and Reports databooks.

RESULTS

In 2021 females represented 26.7% of DR residency trainees and 22% of IR integrated trainees. In the same year URM trainees represented 11.3% of trainees and 8.7% of IR integrated trainees. From 2017 to 2021, diagnostic radiology had a compound average growth rate (CAGR) 1% (p <0.01) of female representation and 1.12% (p<0.01) of URM representation.

CONCLUSION

This study quantifies female and underrepresented minority representation among radiology trainees for diagnostic radiology and radiology subspecialities, identifying modest uptrends in representation within both demographics.

The Second Mountain: Climbing the Challenges of Midcareer Radiology

A radiologist's career can be divided into the early, middle, and late phases. The midcareer phase is a particularly difficult period and has the highest rate of burnout among radiologists. Often throughout the early phase of a radiologist's career, during residency, fellowship, and while a junior faculty member, there is an abundance of support to help in personal and professional growth, but this support often wanes as radiologists gain seniority. Unfortunately, this often leaves midcareer radiologists feeling forgotten, or "invisible." This lack of support can lead to burnout, decreased job satisfaction, and premature departure from the workforce. The purpose of this review is to bring to light the challenges, such as higher rates of burnout and career stagnation, in addition to the lack of emphasis placed on midcareer mentorship, sponsorship, and career development programs, facing radiologists while climbing the "second mountain" of their career, as well as to provide potential individual and institutional interventions to combat these challenges. In addition, emphasis will be placed on the difficulties experienced by midcareer female radiologists, whose challenges are particularly problematic and to our knowledge have received little attention in the imaging literature to date.

Gender diversity in radiology: Shedding light on the 256 shades of grey

INTRODUCTION

Despite medical school cohorts being composed of approximately 50% men and women, trainee positions in Clinical Radiology remain predominantly occupied by men. This study aims to identify reasons behind the gender gap, explore why more women are not pursuing a career in Clinical Radiology and to assess if there are gender differences in these reasons.

METHODS

Prospective multi-centre study using a voluntary, anonymous questionnaire aimed at senior Medical Students and Junior Doctors.

RESULTS

A total of 318 participants responded to the questionnaire - 197 women (61.9%), 114 men (35.8%), 4 non-binary (1.3%), 2 preferred not to answer gender (0.6%), 1 I/they (0.3%). The most common reasons for not considering Clinical Radiology as a specialty include 'perceived limited patient contact' (62%), 'never/rarely exposed to it' (59%) and 'too lonely' (49%). Reasons with the largest gender discrepancies were 'too technology heavy' and 'limited patient contact', both cited more frequently by women. Most respondents indicated that their opinions of Clinical Radiology may change with more exposure during medical school, more patient contact and more mentorship.

CONCLUSION

This study has revealed multiple reasons why women may not pursue specialty training in Clinical Radiology. Notable differences were found in the reasonings provided by men and women. Limited Clinical Radiology exposure and mentorship in medical school result in a lack of interest in this specialty as a career option. A proposed solution is to offer more medical school lectures and more junior doctor rotations to debunk stereotypes that may be negatively impacting opinions on Clinical Radiology. More mentorship of Medical Students and Junior Doctors, particularly from women, may also help decrease the gender gap.

Gender distribution of North American professional radiology society award recipients

PURPOSE

Women remain underrepresented in radiology and there is a paucity of literature examining the recognition of their professional contributions to the discipline. The purpose of this study was to examine the gender distribution of award winners across all North American radiology societies.

METHODS

The gender distribution of 1923 award recipients from 21 North American radiology societies between 1960 and 2021 was examined. Awards were divided into four categories: leadership, teaching, contribution to radiology, and promising new/young societal member. Primary outcome was the total proportion of awards received by gender. All data was compared to the gender distribution of working radiologists in North America.

RESULTS

A total of 1923 award recipients were identified between 1960 and 2021. Seventy-nine percent of award recipients were men (n = 1527) and 21 % were women (n = 396). As of 1970, the proportion of women award recipients increased 0.55 % ± 0.07 % each year. The proportion of women receiving radiological awards after 2018 is equal to or surpassing the percentage of women radiologists. Women received 36.4 % of leadership, 33.6 % of promising new member, 30.1 % of teaching, and 14.4 % of lifetime contribution awards.

CONCLUSIONS

In the last five years, the proportion of women receiving awards was equal to or greater than the proportion of women radiologists. Women received more leadership awards and fewer lifetime contributor awards compared to men.

Factors Contributing to Disproportionate Burnout in Women Breast Imaging Radiologists: A Review

Physician burnout continues to increase in prevalence and disproportionately affects women physicians. Breast imaging is a woman-dominated subspeciality, and therefore, worsening burnout among women physicians may have significant repercussions on the future of the breast imaging profession. Systemic and organizational factors have been shown to be the greatest contributors to burnout beyond individual factors. Based on the Mayo Model, we review the evidence regarding the 7 major organizational contributors to physician burnout and their potential disproportionate impacts on women breast radiologists. The major organizational factors discussed are work-life integration, control and flexibility, workload and job demands, efficiency and resources, finding meaning in work, social support and community at work, and organizational culture and values. We also propose potential strategies for institutions and practices to mitigate burnout in women breast imaging radiologists. Many of these strategies could also benefit men breast imaging radiologists, who are at risk for burnout as well.

Women in Radiology: A perspective from Spain

INTRODUCTION

There are gender inequalities in all fields, including radiology. Although the situation is improving, the presence of radiologists in leadership positions continues to be a minority. The objective of this article is to analyse the situation of women in the spanish radiology, comparing it with Europe and the United States.

MATERIALS AND METHODS

We selected the years 2000-2022 as reference period to make a comparison with feminization data throughout history. In addition, relevant specific data from the just begun 2023 were also included. The variables in which we investigated feminization were the following: medical students, medical graduates, radiology residents and specialists, section chiefs, department chairs, radiology residency programme directors, radiology university professors, presidents of the main radiological entities and societies in Spain, Europe and the United States, recipients of the main awards given by these radiological societies and chief editors of their journals. In order to perform this analysis we conducted an in-depth bibliographic research, we contacted the radiological societies of Spain, Europe and the USA and we carried out a survey in the main Spanish radiology departments.

RESULTS

The female presence in radiology decreases as we rise to leadership positions, a situation that is patent in Spain, Europe and the US, comparison that will be analysed in depth throughout the article. In Spanish hospitals in 2021 there were 58.1% female radiology residents, 55% female radiologists, 42.9% female section chiefs and 24.4% female department chairs. In SERAM's history there have been 10% female presidents, 22% female gold medallists and 5% female editors-in-chief. If we analyse data from 2000 to 2023, female presidents reach 32% and female gold medallists 31%.

CONCLUSIONS

Although gender inequality is declining, in radiology women continue to be underrepresented in leadership positions. Work must be done in order to build a diverse and inclusive profession that reflects demographic reality.

Gender differences in self-assessed performance and stress level during training of basic interventional radiology maneuvers

OBJECTIVES

Gender differences have been reported to influence medical training. We investigated gender differences encountered during training in interventional radiology maneuvers.

METHODS

Catheter handling was analyzed under standardized conditions in 64 participants naïve to endovascular procedures (26 women, 38 men). Objective (e.g., catheter pathway, catheter movements, required time) and subjective parameters (stress level) were recorded. The NASA-Task Load Index (NASA-TLX; 1-20 points) was used to assess participants' stress levels and perceived workload.

RESULTS

In the easier tasks, no significant differences between male and female participants regarding catheter handling were observed. In the most complex task, female participants took themselves more time (688 ± 363 vs. 501 ± 230 s; p = 0.02), asked for help more frequently (n = 19 vs. n = 8) and earlier than men (203 ± 94 vs. 305 ± 142 s; p = 0.049), whereas men stood out by more agitated catheter handling (6.0 ± 1.8 vs. 4.8 ± 1.6 movements/s; p = 0.005). Overall, female participants perceived tasks to be more difficult (11.5 ± 4.2 vs. 9.6 ± 3.3; p = 0.016), perceived higher stress levels (8.9 ± 4.9 vs. 6.3 ± 4.4; p = 0.037), and rated their own performance lower (9.12 ± 3.3 vs. 11.3 ± 3.3; p = 0.009). However, female participants were able to correlate self-assessed with objective parameters correctly (r between -0.555 and -0.469; p = 0.004-0.018), whereas male participants failed to correctly rate their performance (p between 0.34 and 0.73). Stress levels correlated with objective parameters in males (r between 0.4 and 0.587; p < 0.005), but not in female participants.

CONCLUSION

Perceived stress levels, self-evaluation skills, and catheter handling differ greatly between untrained male and female participants trying to solve interventional radiological tasks. These gender-specific differences should be considered in interventional radiology training.

CLINICAL RELEVANCE STATEMENT

As psychological aspects may influence individual working strategies gender-specific differences in self-perception while learning interventional radiology maneuvers could be essential regarding success in teaching and treatment outcomes.

KEY POINTS

• After performing standardized training, 38 male and 26 female volunteers showed significant differences regarding objective and self-assessed performance, as well as in perceived workload while performing simulated endovascular catheter maneuvers. • After solving simulated endovascular radiological tasks, female participants were able to self-assess their objective performance much more accurately than male participants. • Women took more time to solve simulated endovascular tasks and asked earlier and more frequently for help than men.

Representation of women in musculoskeletal radiology conferences in Europe and North and South Americas: an estimation and comparative analysis

OBJECTIVE

To assess gender distribution and disparities in the musculoskeletal field at radiology conferences and to identify factors associated with the imbalance of women speakers.

MATERIALS AND METHODS

This cross-sectional study evaluated publicly available data online from musculoskeletal radiology conference programs from radiological societies across Europe, North America (NA), and South America (SA) from 2016 to 2020. The gender of invited speakers, moderators, and planning committee members and the occurrence of single-gender panels for musculoskeletal and plenary sessions were assessed.

RESULTS

A total of 531 sessions, 2580 speakers, 603 moderators, and 231 planning committee members were assessed. Women accounted for 26.6% of total speakers (p<0.001), 33.3% of moderators (p<0.001), and 31.2% of planning committee members (p=0.381). All-male panels were 26.7%, with 21.1% of women moderating these panels (p<0.001). The proportion of women speakers in musculoskeletal and plenary sessions was 29.7% and 34.6% in NA (p=0.035, p=0.052), 26.6% and 25.0% in Europe (p<0.001, p=0.199), and 12.9% and 13.6% in SA (p<0.001). The proportion of women moderators was 35.0% in NA (p=0.002), 37.1% in Europe (p=0.914), and 13.8% in SA (p<0.001). A linear relationship was observed in the proportion of women speakers, moderators, and members of the planning committee (p<0.05).

CONCLUSION

We evaluated the participation of women speakers in musculoskeletal radiology conference programs, with significant differences in Europe and South America in all years evaluated, and the participation of women moderators with significant differences in South America and in all-male panels in all regions. Acknowledging gender biases and increasing the number of women on planning committees may help address gender imbalance and promote gender equity.

Are Academic Emergency Radiologists Systematically Disadvantaged Compared With Diagnostic Radiology Subspecialty Counterparts When It Comes to Promotion?

PURPOSE

The aim of this study was to assess academic rank differences between academic emergency and other subspecialty diagnostic radiologists.

METHODS

Academic radiology departments likely containing emergency radiology divisions were identified by inclusively merging three lists: Doximity's top 20 radiology programs, the top 20 National Institutes of Health-ranked radiology departments, and all departments offering emergency radiology fellowships. Within departments, emergency radiologists (ERs) were identified via website review. Each was then matched on career length and gender to a same-institutional nonemergency diagnostic radiologist.

RESULTS

Eleven of 36 institutions had no ERs or insufficient information for analysis. Among 283 emergency radiology faculty members from 25 institutions, 112 career length- and gender-matched pairs were included. Average career length was 16 years, and 23% were women. The mean h indices for ERs and non-ERs were 3.96 ± 5.60 and 12.81 ± 13.55, respectively (P < .0001). Non-ERs were twice as likely as ERs (0.21 versus 0.1) to be associate professors at h index < 5. Men had nearly 3 times the odds of advanced rank compared with women (odds ratio, 2.91; 95% confidence interval, 1.02-8.26; P = .045). Radiologists with at least one additional degree had nearly 3 times the odds of advancing rank (odds ratio, 2.75; 95% confidence interval, 1.02-7.40; P = .045). Each additional year of practice increased the odds of advancing rank by 14% (odds ratio, 1.14; 95% confidence interval, 1.08-1.21; P < .001).

CONCLUSIONS

Academic ERs are less likely to achieve advanced rank compared with career length- and gender-matched non-ERs, and this persists even after adjusting for h index, suggesting that academic ERs are disadvantaged in current promotions systems. Longer term implications for staffing and pipeline development merit further attention as do parallels to other nonstandard subspecialties such as community radiology.

Formal mentorship in Canadian radiology residency programmes

AIM

To characterise formal mentorship programmes in Canadian radiology residency programmes, to evaluate residents' perspectives on formal mentorship, and to identify ways to optimise mentorship during radiology training.

MATERIALS AND METHODS

An anonymous survey was distributed to radiology resident representatives of the Canadian Association of Radiologists (CAR) Resident and Fellow Section (RFS). Questions pertained to the presence and structure of formal mentorship programmes at each participant's institution.

RESULTS

The survey was distributed to 33 radiology residents, of which 30 responded. All 16 accredited radiology residency programmes in Canada were represented. Of these programmes, 12 (75%) had formal mentorship programmes and four (25%) did not. The structure of formal mentorship programmes varied among institutions including one-on-one and group mentoring. For 33% of residency programmes, the programme director assigned the mentor and mentee groups. Only 33% of respondents had the option of choosing their mentor. Lack of funding and lack of time were the two main perceived barriers by residents to maintaining mentorship relationships.

CONCLUSION

Although not all radiology residency programmes in Canada have a formal mentorship programme, most have a form of structured mentorship in place. As formal mentorship programmes improve overall mentorship experience during residency, they can lead to improved research productivity, fellowship, and career preparation, as well as work-life balance for Canadian radiology residents.

A Problem of Gender Representation: Adapting the Bechdel Test to Evaluate the Social Media Presence of Radiology Residency Programs

RATIONALE AND OBJECTIVES

Social media serves as recruitment tools for residency programs, allowing programs to "brand" themselves in an era of virtual interviews. For female applicants, viewing their gender represented on Instagram may influence their pursuit of a program. Our study's goal is to quantify how female-presenting professionals are represented on radiology residency (RR) Instagram pages, as these are increasingly important platforms for resident recruitment.

MATERIALS AND METHODS

The Bechdel test is a well-known measure of the representation of women in fiction that requires at least 2 women speak to each other about a topic other than a man. We modified this test to evaluate the portrayal of female-presenting professionals on public Instagram galleries of RR programs. For a photo to pass our test, female-presenting persons are shown physically together, without male-presenting professionals, and in a professional setting. To compare gender depiction, a Male Bechdel Test was also used. RR Instagram pages were identified using the Fellowship and Residency Electronic Interactive Database Access (n = 87) and examined with an adapted framework approach to count female and male-presenting individuals in 1044 images. Results were assessed using paired t-tests and a chi-square with McNemar's test.

RESULTS

Approximately 50% of the RR Instagrams passed the Male Bechdel Test while only 21.3% passed the Female Bechdel Test, a significant difference in gender representation (χ²(1) = 13.255, P = 0.022). Paired sample t-tests revealed that RR Instagram pages are significantly more likely to feature male-presenting professionals in a professional setting (P < 0.0001), feature them with other male-presenting professionals (P = 0.001), and feature them without female-presenting professionals (P = 0.003).

CONCLUSION

Our results suggest female-presenting radiologists are under-represented on the Instagram profiles of RR programs. While this reflects the dearth of females in this field, programs may improve gender inclusion by more prominently displaying females on social media. This may assist in recruiting minority applicants.

Views of Diagnostic Radiology Residency Program Directors Regarding Methods to Increase Female and Under-Represented in Medicine Residents: A Cross-sectional Study

RATIONALE AND OBJECTIVES

Diagnostic radiology remains one of the least diverse medical specialties. Recent reports have found that the number of female and under-represented in medicine (URiM) residents have not increased despite efforts to increase representation over the last decade. Given the critical role of residency program directors in selecting diverse applicants, this study was performed to identify which strategies were most preferred to increase the number of female and/or URiM residents by directors of diagnostic radiology residency training programs.

MATERIALS AND METHODS

This was an anonymous, cross-sectional study of diagnostic radiology residency program directors that included a survey about program characteristics, demographics, and strategies to increase the number of female and/or URiM residents.

RESULTS

The questionnaire was submitted to 181 potential participants with a 19.9% response rate. The most preferred strategies to increase diversity involved directly recruiting medical students, promoting mentorship, increasing the number of diverse teaching faculty, and unconscious bias training. The least supported strategies included deemphasizing exam scores, accepting more international graduates, accepting a minimum number of female and/or URiM applicants, and de-identifying applications. Female and/or URiM program directors indicated a statistically significant preference for medical student recruitment and providing an opportunity to discuss workplace issues for female and/or URiM trainees (p < 0.05).

CONCLUSION

Diagnostic radiology residency program directors endorsed a wide variety of strategies to increase diversity. Recruitment of female and/or URiM medical students and promoting the number of diverse faculty members and mentorship of trainees by these faculty appear to be the most preferred strategies to increase female and/or URiM residents. Female and/or URiM program directors placed a greater importance on recruiting diverse applicants and supporting safe discussion of workplace issues faced by female and/or URiM radiology residents.

Workforce Pathway Development: Evaluation of an Educational Seminar to Increase Student Interest in Nuclear Medicine

RATIONALE AND OBJECTIVES

Attracting more students to nuclear medicine is imperative to improving diversity and meeting growing staffing needs. In this study, we implemented a short seminar about nuclear medicine and evaluated its impact on student perceptions of the field.

MATERIALS AND METHODS

We developed and presented 30-minute "Introduction to Nuclear Medicine" seminars to undergraduate college students and preclinical medical students. After the seminars, participants completed a post-pre survey to determine perceived changes to their perspective of nuclear medicine. Responses were coded on a Likert 1-5 scale with pre- and post- seminar results compared using T-test of means and analysis of variance.

RESULTS

Of the 83 students who attended the seminar, 79 (95.1%) students participated in the survey including 67 preclinical medical students and 12 undergraduate students. Of the 78 participants who provided demographic information, there were 38 (48.7%) women, 5 (6.4%) first-generation college students, and 39 (50.0%) people who identified as either multiracial or a race other than White/Caucasian. Among all participants (n = 79), there was a significant increase in perceived understanding of nuclear medicine (p < 0.001), confidence in ability to pursue nuclear medicine (p < 0.001), and interest in becoming a nuclear medicine professional (p < 0.001). Perceived increases in knowledge were highest among first-year medical students (p = 0.031), while interest (p = 0.40) and confidence (p = 0.85) in pursuing nuclear medicine did not vary by educational level.

CONCLUSION

Perceptions of student interest in nuclear medicine can be improved using an easily implemented, short seminar at the undergraduate college and preclinical medical school level.

Practical Approaches to Advancing Health Equity in Radiology, From the AJR Special Series on DEI

Despite significant advances in healthcare, many patients from medically underserved populations are impacted by existing healthcare disparities. Radiologists are uniquely positioned to decrease health disparities and advance health equity efforts in their practices. However, literature on practical tools for advancing radiology health equity efforts applicable to a wide variety of patient populations and care settings is lacking. Therefore, this article seeks to equip radiologists with an evidence-based and practical knowledge toolkit of health equity strategies, presented in terms of four pillars of research, clinical care, education, and innovation. For each pillar, equity efforts across diverse patient populations and radiology practice settings are examined through the lens of existing barriers, current best practices, and future directions, incorporating practical examples relevant to a spectrum of patient populations. Health equity efforts provide an opportune window to transform radiology through personalized care delivery that is responsive to diverse patient needs. Guided by compassion and empathy as core principles of health equity, leveraging the four pillars provides a helpful framework to advance health equity efforts as a step towards social justice in health.

Women physicians in cardiovascular magnetic resonance: Past, present, and future

Women's engagement in medicine, and more specifically cardiovascular imaging and cardiovascular MRI (CMR), has undergone a slow evolution over the past several decades. As a result, an increasing number of women have joined the cardiovascular imaging community to contribute their expertise. This collaborative work summarizes the barriers that women in cardiovascular imaging have overcome over the past several years, the positive interventions that have been implemented to better support women in the field of CMR, and the challenges that still remain, with a special emphasis on women physicians.

Estimating Implicit and Explicit Gender Leadership Bias among Primary Healthcare Professionals in Saudi Arabia

(1) Background: Women have become more influential and powerful; however, implicit bias continues to plague organizations when it comes to women in leadership positions. This study examines the implicit and explicit biases that favor men as leaders among Saudi Arabian primary healthcare professionals. (2) Methods: A secure, web-based survey was administered to primary healthcare professionals. The survey included questions about leadership as well as an Implicit Association Test (IAT) for implicit gender bias. (3) Results: Out of 690 eligible, 448 respondents completed the survey, representing a response rate of 65%. Male residents had a mean IAT score of 0.27 (SD 0.31) and females 0.12 (SD 0.29), both favoring males in leadership roles, and the difference was statistically significant. There was a significant association between gender and gender IAT. In the explicit bias, gender, education, gender of the current manager, and being manager were associated with the gender explicit bias. Explicit bias favoring males in leadership roles was associated with increased implicit bias favoring males in leadership roles. (4) Conclusions: This study found that explicit and implicit gender bias is present among primary healthcare professionals favoring men in leadership positions held by both men and women.

The Radiology Scholars Certificate Program: A Medical Education Learning Tool

RATIONALE AND OBJECTIVES

The Radiology Scholars Certificate Program (RSCP) is an extracurricular program created for preclinical medical students to address disparities in radiology education and exposure during medical school.

MATERIALS AND METHODS

The RSCP was designed as a year-long program for first- and second-year medical students. The 4 key components of the RSCP are: Exposure to radiology through shadowing, knowledge acquisition through self-paced case-based learning modules, knowledge application in interactive workshops, and completion of a scholarly project. Students are required to complete at least 3 hours of shadowing, attend at least 3 workshops, complete self-paced online modules, and complete a capstone project on a topic of their choosing. Pre- and post-program surveys were administered to assess trends in participants' perception of the field and imaging-related clinical knowledge.

RESULTS

In the first year of the RSCP, 55% of the matriculating class enrolled and of those, 84% completed the program. Approximately half of participants were female. Participants demonstrated significant improvement in radiology knowledge, with average scores improving from 52.8% to 68.6% (p < .001) on the knowledge-related survey questions. Significant improvements were also observed in student-reported confidence with ordering and interpreting imaging studies and in their perceptions of the field.

CONCLUSION

The RSCP is an effective tool for addressing deficits in radiology education and exposure during medical school. It is designed to be run by senior medical students under radiology resident and attending supervision. With motivated student and radiologist investment, the RSCP should be easily replicable in medical training programs worldwide.

A descriptive analysis of general surgery residency program directors in the United States

BACKGROUND

Women remain underrepresented in surgery. We analyzed the demographics of general surgery program directors (PDs) and compared gender differences.

METHODS

A search of online resources was conducted, including 344 general surgery residencies.

RESULTS

340 residencies were included. 261 PDs (76.8%) were male and 79 (23.2%) were female. Females were appointed at a younger age (p < 0.0001), were appointed sooner after residency (p < 0.0001) and have served similar term lengths compared to males (p = 0.556). There was no difference in academic position, fellowship training, or scholarly output between genders. Residencies with a female PD had a greater percentage of female residents (p = 0.04).

CONCLUSION

General surgery PDs are predominately male with fellowship training; however the percentage of female PDs is similar to the percentage of practicing female general surgeons in the US. Gaining a better understanding of the characteristics of general surgery PDs can aid female surgeons in attaining academic leadership positions.

Female representation in radiology subspecialty interest groups in Australia and New Zealand

INTRODUCTION

Women comprise 31% of the Australian and New Zealand radiology workforce, and 35% of radiology trainees. To date, there has been no study of female representation within clinical radiology subspecialties in Australia and New Zealand. This study aims to quantify female representation among the clinical radiology subspecialty interest groups (SIGs) in Australia and New Zealand.

METHODS

A list of SIGs was compiled using the Royal Australian and New Zealand College of Radiologists (RANZCR) website. The executive of each SIG or the RANZCR Standards committee was contacted with a request to provide the number of female versus male members for each subspecialty group and their executive.

RESULTS

Six out of 10 SIGs reported a low proportion of female members; this was most pronounced for IRSA (interventional radiology; 7% women), AMSIG (musculoskeletal imaging; 13% women) and CCINR (interventional neuroradiology; 13% women). Female radiologists accounted for >50% of membership in four SIGs: OGSIG (obstetrics/gynaecology imaging; 87% women), BIG (breast imaging; 73% women), ARGANZ (abdominal imaging; 69% women) and ANZSTR (thoracic imaging; 69% women). Female executive representation ranged from 0% (IRSA (interventional radiology) and ANZSNR (neuroradiology)) to 100% (OGSIG (obstetrics/gynaecology imaging)).

CONCLUSION

Female representation within the membership and representative leadership of some SIGs is well below parity and active initiatives to improve female representation should be considered.

Navigating the glass labyrinth: Addressing gender diversity in Australian and New Zealand representative radiology leadership

INTRODUCTION

Gender inequity among representative leadership in Clinical Radiology is a global issue, with the lack of gender diversity in leadership even more marked when compared to workforce representation. Women leaders face a disproportionate magnitude of seen and unseen challenges to leadership engagement and progression when compared to men (a 'glass labyrinth'), which is likely contributing to this discrepancy. The aim of the study was to examine and reflect on the state of gender diversity in representative leadership within the RANZCR Faculty of Clinical Radiology.

METHODS

Review of the 2021 Royal Australian and New Zealand College of Radiologists (RANZCR) Board, Clinical Radiology Faculty Council and local Branch Committees with regard to the numbers of women and men in representative roles.

RESULTS

In 2021, the RANZCR Board had no women representatives from Clinical Radiology (one woman representative from Radiation Oncology). 1/5 Clinical Radiology Faculty Council office Bearers were women. Local Branch Committees had 16.3% (13/80) women representatives. Three branches (the NSW, ACT and Victorian branches) had no women representatives. There were no women Committee Chairs, Branch Secretaries or Treasurers, with 2/7 Branch Education Officers women.

CONCLUSION

The issues underpinning gender inequality in representative leadership are complex and diverse, resulting in disproportionate losses of women radiologists along the leadership pathway compared to men. Unconscious biases, including assumptions of inferior capability, capacity and credibility among women radiologist leaders, create unique challenges at organisational, institutional and personal levels. Change cannot be achieved by passive momentum alone: concrete initiatives and active engagement are required. To improve leadership diversity, strategies must be multifaceted and supported at an organisational level.

Analysis of gender in radiology in Australia and its importance to the profession and workforce planning

Medical workforce diversity is important with gender constituting a significant role. Male and female medical practitioners participate in the workforce differently: understanding the cultural and social expectations, economic productivity, professional opportunities, and the effects on workforce supply, will aid workforce planning. Having a workforce that reflects the diversity of the community is important in providing patient-centred care. As more than half of medical graduates are female, it would be expected that this is reflected in radiology specialty. We analyse the Australian gender-specific data from the Royal Australian and New Zealand Clinical Radiology (RANZCR) clinical radiology workforce census from 1992 to 2020, focusing on changes in gender representation, number of hours worked per week, differences in subspecialisation and geographical distribution. This analysis found that the proportion of the female radiologists increased from 13% to 29%: still an underrepresentation of women radiologists when compared with the gender distribution of medical students and junior doctors. This will persist in the short to medium term, given the tapering of female doctors entering radiology training. In terms of workforce planning, women are more likely to work less than their male counterparts in the early to mid-career. Women are underrepresentated in interventional and neurointerventional radiology. There is more self-reported subspecialty interest in breast and women's imaging. A review of the literature demonstrated a similar situation in comparable countries. We also considered the reasons, potential solutions for this, and knowledge gaps where research is needed.

Diversity in Radiology: Current Status and Trends Over the Past Decade

Background There have been growing efforts nationally and institutionally toward diversity in radiology. Purpose To analyze sex and racial and ethnic diversity over time (2010-2019) for the various levels of the U.S. academic radiology physician workforce in context of the available pipeline of medical students and trainees. Materials and Methods Data on sex and race and ethnicity were collected among medical school applicants, graduates, radiology residency applicants, residents, and different levels of academic radiology faculty. All trainee data were obtained from two time points, 2010-2011 and 2019-2020. Radiology faculty data were collected from 2010 to 2019. The sex and racial and ethnic composition at each academic level was compared between 2010 and 2019 using the χ² test and a significance level of P < .05. Results In 2019, the percentage of female faculty among radiology instructors was 38% (251 of 655); assistant professors, 31% (1503 of 4801); associate professors, 28% (600 of 2161); professors, 22% (424 of 1901); and department chairs, 17% (37 of 220). The proportion of female faculty increased from 2010 to 2019, with the greatest relative increase in percentages among the more senior faculty positions. However, the proportion of female department chairs has only increased from 13% (27 of 203) in 2010 to 17% (37 of 220) in 2019. Across training levels, the most abrupt change in composition of female trainees occurred from medical school matriculates (52%, 11 160 of 21 614) to radiology residency applicants (29%, 656 of 2274), which largely stayed unchanged from 2010 to 2019. The proportion of Black or African American department chairs was 5% (10 of 220) in 2019, which was higher compared with that of assistant professor, associate professor, and professor levels for Black or African American faculty (3% [130 of 4949], 2% [41 of 2208], and 2% [35 of 1924], respectively), with proportions of Hispanic faculty at 5% (240 of 4949), 4% (96 of 2208), and 3% (60 of 1924), respectively. These proportions have not changed since 2010. Conclusion Identifying and addressing reasons for the low proportion of female radiology residency applicants despite a highly diverse pool of medical students would be key to increasing female representation in the field. The low representation of African American and Hispanic individuals in academic radiology is seen at all levels and has not changed much over time. Efforts to increase diversity may need to be focused toward the medical school and residency application levels. © RSNA, 2022 Online supplemental material is available for this article. See also the editorial by Pandharipande and Shah in this issue.

Women in Radiology: Perceived or True Barrier?

Numbers are facts, and facts need to be publicly discussed for any change to happen [...]

Assessing the gender gap in musculoskeletal radiology authorship across three continents: are really the "ladies first"?

AIM

To assess gender-specific authorship trends in musculoskeletal (MSK) radiology in three major radiology journals, Skeletal Radiology (SR), Clinical Radiology (CR) and Indian Journal of Radiology and Imaging (IJRI).

MATERIALS AND METHODS

Retrospective analysis of articles pertaining to MSK radiology was done for the years 2000, 2010, and 2020 for SR and CR and for the years 2010 and 2020 for IJRI. The number and positions of female authors was noted.

RESULTS

Three hundred and twenty-five articles were reviewed after excluding the articles where the gender of one or more authors could not be conclusively determined. In SR, the percentage of female authors increased significantly from 4% in 2000 to 17% in 2010 (p<0.0001) and to 21.9% in 2020 (p<0.0001) with an increase in the percentage of first female authors from 0.8% in 2000 to 4.9% in 2010 and further to 5.4% in 2020. In CR, the percentage of female authors reduced from 13.8% in 2000 to 13.6% in 2010 (p=0.9798 and further reduced to 7% in 2020 (p=0.1592). In IJRI, the percentage of articles with no female authors went down from 36.4% (2010) to 26.7% (2020).

CONCLUSION

There is an upward trend in female authorship in MSK radiology related articles in SR and IJRI with continued under-representation in CR. The first and middle order female authors have shown a significant increase, although the number of last female authors remains very low. Analysis of such trends in academic journals from other subspecialities in medicine needs to be undertaken to confirm or refute the findings of this study.

Assessment of female authorship in Journal of NeuroInterventional Surgery (JNIS) publications in 2016-2020

BACKGROUND

Since female neurointerventionalists make up a minority of the work force, the contributions this group has made to academic scholarship should be highlighted.

OBJECTIVE

The main objective of this project was to identify all of the recent papers published in the Journal of NeuroInterventional Surgery (JNIS) by female first authors or last authors over 5 years.

METHODS

The online issues of JNIS from January 2016 through December 2020 were reviewed. Data were collected on the number and types of articles published monthly. For each article, the gender of the first author and the senior author was evaluated. Bivariate analyses were performed to compare female authorship trends between 2016 and 2020.

RESULTS

In 2016, 38 (14.8%) of the 257 articles published had female involvement compared with 60 (22.8%) of 263 articles in 2020 (p=0.019). In 2016, 9.7% of all articles had a female first author only, 3.9% had a female last author only, and 1.2% had both a female first and last author. In 2020, the percentages increased to 14.5%, 6.5%, and 1.9% respectively. Over 80% of the articles published in 2016 and 2020 by female authors were original research articles. One editorial commentary and two special topic articles were published by female authors in 2020 compared with none in 2016.

CONCLUSION

More papers were published by female authors in JNIS in 2020 relative to 2016. Most of these papers had a female first author, and were original research articles.

New England Women in Radiology (NEWR) Invited Lectureship Series: A Novel Program to Advance the Careers of Junior Female Faculty in Academic Radiology

RATIONALE AND OBJECTIVES

The purpose of this study is to assess the impact of the New England Women in Radiology (NEWR) program, a new program aimed to generate speaking and networking opportunities for junior women radiologists in New England, by providing opportunities to speak at other academic institutions in the region.

MATERIALS AND METHODS

A total of 12 academic radiology departments and 20 faculty members at various New England institutions participated in the program during its first year. An institutional survey was sent to all participating institutions and a faculty survey was sent to all participating faculty to assess their experience with the program. Experience was measured using a Likert scale. A word cloud was used to visualize common themes in free response survey questions.

RESULTS

Hundred percent of participating institutions and 67% of participating faculty responded to the corresponding surveys. Hundred percent of responding faculty indicated that they would participate in the program again. Ninety-two percent of faculty said that they would recommend the program to a colleague. Fifty-eight percent found the networking opportunity valuable; while 83% believed that participation in the NEWR program would help them achieve a promotion. Hundred percent of the participating institutions who completed the survey strongly agreed that 1) the program was easy to administer, 2) participating in the program was valuable to their educational mission, and 3) participating in the program benefited the promotion of junior women faculty in their department.

CONCLUSION

Initial experience with the NEWR program in its first year was positive amongst both faculty and institutional participants. To further help female junior faculty advance their careers in academia, the NEWR program could be adapted to other geographical locations to incorporate a greater number of institutions and faculty.

Gender and racial diversity among plenary session speakers at the Society of Abdominal Radiology Annual Meetings: a five-year assessment

PURPOSE

To evaluate the gender and racial diversity of plenary session speakers in the annual meetings of Society of Abdominal Radiology (SAR) over 2016 to 2020.

MATERIALS AND METHODS

The brochures of the SAR annual meetings were reviewed for plenary session speakers and titles. Publicly available institutional profiles and social media were reviewed by the investigator in order to infer gender and race. Gender assessments were men, women, transgender men, transgender women or gender non-binary. Race was classified as White, Black or African American, American Indians and Alaskan Natives, Asian, Native Hawaiian and Pacific Islander and Multiracial. Statistical analysis was performed using chi square and T-tests.

RESULTS

Based on self-reported data, the SAR has 64% male and 36% female members. Over 2016-2020, plenary session speakers were more likely to be men [69.6% (183/263)] than women [30.4% (80/263)] (p-value = 0.0007). No speakers could be reliably identified as transgender, gender non-binary or gender expansive. In 2016, there were 24% women plenary speakers. This proportion was 28% in 2017, 33% in 2018 and 36% in 2019, and 30% in 2020. When assessing racial distribution, white speakers accounted for the majority of plenary speakers, ranging from 61 to 78%. Asians speakers accounted for 22 to 35%. There were no Black and African American, American Indian & Alaskan Native, Native Hawaiian & Pacific Islander plenary speakers (0%). Multiracial speakers were represented from 2018 to 2020, accounting for 2-4% speakers (p-value < 0.0001).

CONCLUSIONS

Plenary speakers at SAR Annual Meetings from 2016-2020 were more likely to be men, but with the proportion of women presenters increasing over time. White speakers represented the majority of plenary session speakers, followed by Asians. No plenary session speakers were identified as Black or African American or Native Americans.

Gender disparities in the National Institutes of Health funding for hematologic malignancies and cellular therapies

We investigated gender inequality in the National Institutes of Health (NIH) funding for hematologic malignancies and cellular therapies (HMCT). The data were retrieved from the NIH Research Portfolio Online Reporting Tools (RePORT). In 2018-2019, 1834 grants totaling $799 million were awarded (men 71% vs. women 29%) to 975 principal investigators (PIs), including 680 (70%) male PIs and 295 (30%) female PIs. There was no significant gender difference in the mean grant amount per PI. Male PIs as compared to female PIs had a higher h-index (44 vs 31, p < 0.001), a higher number of publications (159.5 vs 94, p < 0.001), and higher years of active research (26 vs 21, p < 0.001). In multivariate analyses, a higher h-index independently predicted a higher mean grant amount per PI (p = 0.010), and female PIs were independently less likely to have a higher h-index (p < 0.001). Our study shows significant gender disparity in the NIH funding for HMCT research.

Equal pay for equal work in radiology: Expired excuses and solutions for change

The gender pay gap is not a problem of the past. Women continue to receive less pay for equal work and radiology is one of four medical specialties with the largest gender pay gap. Numerous social factors contribute to the gender pay gap; however, radiology can close the gender pay gap through intentional strategies, including acknowledging the gender pay gap, eliminating bias and minority taxes through progressive compensation and parental leave models, devaluing overwork, developing longitudinal mentorship and sponsorship, and demanding transparent institutional policies. Patient care and overall organizational success will improve when the barriers resulting in the gender pay gap are eliminated.

Social Asymmetry, Artificial Intelligence and the Medical Imaging Landscape

Social and health care equity and justice should be prioritized by the mantra of medicine, first do no harm. Despite highly motivated national and global health strategies, there remains significant health care inequity. Intrinsic and extrinsic factors, including a number of biases, are key drivers of ongoing health inequity including equity of access and opportunity for nuclear medicine and radiology services. There is a substantial gap in the global practice of nuclear medicine in particular, but also radiology, between developed health economies and those considered developing or undeveloped. At a local level, even in developed health economies, there can be a significant disparity between health services, including medical imaging, between communities based on socioeconomic, cultural or geographic differences. Artificial intelligence (AI) has the potential to either widen the health inequity divide or substantially reduce it. Distributed generally, AI technology could be used to overcome geographic boundaries to health care, thus bringing general and specialist care into underserved communities. However, should AI technology be limited to localities already enjoying ample healthcare access and direct access to health infrastructure, like radiology and nuclear medicine, it could then accentuate the gap. There are a number of challenges across the AI pipeline that need careful attention to ensure beneficence over maleficence. Fully realized, AI augmented health care could be crafted as an integral part of the broader strategy convergence on local, national and global health equity. The applications of AI in nuclear medicine and radiology could emerge as a powerful tool in social and health equity.

Recruitment process that attracts underrepresented students in graduate science and medical education programs

While the population of minorities is increasing in the USA, the numbers obtaining advanced degrees in science/engineering and medicine are minimal. Underrepresented groups make up 19% of the USA labor pool, but less than 6% of science (engineering and medicine) Ph.D.'s. Diversifying the universities and health-care institutions is important to improve the academic experience of faculty, staff, students and everyone regardless of race. To prepare for the approaching diverse environments, educational institutions must create programs that allow underrepresented groups thrive in higher education; and logistically to be sustaining, the recruitment programs must begin at the student level. One approach is the integration of the history (the linking of past-heroes with present-heroes) of science; which is an interesting and important paradigm that can be implemented. As such, a day-long symposium highlighting the life and accomplishments of an African American Scientist; Dr. Ernest Everett Just, Ph.D., is used as a working model to inspire, educate on admission requirements, and to recruit into graduate science and medical programs.

Women in neurointervention, a gender gap? Results of a prospective online survey

BACKGROUND AND PURPOSE

Women's representation in medicine has increased over time yet the proportion of women practicing neurointervention remains low. We conducted an anonymous online survey through which we could explore the gender gap in neurointervention, identify potential issues, difficulties, or obstacles women might face, and evaluate if men encounter similar issues.

METHODS

An online questionnaire was designed in SurveyMonkey®. Invitation to participate was emailed through national and international neurointerventional societies as well as directly through private mailing lists to men and women working in neurointervention. Responses were collected from 10 May 2019 to 10 September 2019.

RESULTS

There were 295 complete responses, 173 (59%) male and 122 (41%) female. Most respondents (83%) fell within age categories 35-60 years, with representation from 40 countries across five continents. In all 95% were working full time, 73% had worked as a neurointerventionalist for >6 years, 77% worked in University-affiliated teaching institutions. Almost half of the respondents indicated no female neurointerventionalist worked in their center. Female respondents were younger and age-adjusted analysis was undertaken. Significantly fewer females than males were married and had children. Significantly fewer females held supervisory roles, held academic titles, and significantly less had a mentor. Females were less satisfied in their careers. More females felt they receive less recognition than colleagues of the opposite sex. Males had a greater proportion of work time dedicated to neurointervention. Similar proportions of both genders experienced bullying in work (40%-47%); however, sexual harassment was more common for females. There were no differences between genders in how they dealt with complications or their effects on mental well-being.

CONCLUSION

There are many potential reasons why women are underrepresented in neurointervention, however, the literature suggests this is not unique to our specialty. Multiple long-term strategies will be necessary to address these issues, some of which are discussed in the article.

Academic Leadership: Harnessing the Culture of Inclusion in Nuclear Medicine and Radiology

ABSTRACT

Culture of inclusion is of utmost need in today's practice of radiology and nuclear medicine. This article briefly describes the importance of establishing and enriching the culture of embracing different talents, perspectives, and expertise with consideration of differences in sex, ethnic, color, and socioeconomic background toward building high-performance research and clinical practice teams in academic nuclear medicine and radiology.

Author Gender Inequality in Medical Imaging Journals and the COVID-19 Pandemic

Background Early reports show the unequal effect the COVID-19 pandemic might have on men versus women engaged in medical research. Purpose To investigate whether the COVID-19 pandemic has had an impact on scientific publishing by female physicians in medical imaging. Materials and Methods The authors conducted a descriptive bibliometric analysis of the gender of the first and last authors of manuscripts submitted to the top 50 medical imaging journals from March to May 2020 (n = 2480) compared with the same period of the year in 2018 (n = 2238) and 2019 (n = 2355). Manuscript title, date of submission, first and last names of the first and last authors, journal impact factor, and author country of provenance were recorded. The Gender-API software was used to determine author gender. Statistical analysis comprised χ2 tests and multivariable logistic regression. Results Percentages of women listed as first and last authors were 31.6% (1172 of 3711 articles) and 19.3% (717 of 3711 articles), respectively, in 2018-2019 versus 32.3% (725 of 2248 articles) and 20.7% (465 of 2248 articles) in 2020 (P = .61 and P = .21, respectively). For COVID-19-related articles, 35.2% (89 of 253 articles) of first authors and 20.6% (52 of 253 articles) of last authors were women. No associations were found between first- and last-author gender, year of publication, and region of provenance. First and last authorship of high-ranking articles was not in favor of North American women whatever the year (odds ratio [OR], 0.79 [P = .05] and 0.72 [P = .02], respectively). Higher rates of female last authorship of high-ranking articles were observed in Europe (P = .003) and of female first authorship of low-ranking publications in Asia in 2020 (OR, 1.38; 95% CI: 0.98, 1.92; P = .06). Female first and last authorship of COVID-19-related articles was overrepresented for lowest-rank publications (P = .02 and P = .01, respectively). Conclusion One in three first authors and one in five last authors were women in 2018-2019 and 2020, respectively. Although the first 2020 lockdown did not diminish the quantity of women-authored publications, the impact on the quality was variable. ©RSNA, 2021 See also the editorial by Robbins and Khosa in this issue.

Gender trends in authorships and publication impact in Academic Radiology-a 10-year perspective

Objectives

To analyze the development of publication numbers of female authors in high-, medium-, and low-impact radiological journals.

Methods

In this bibliometric analysis, gender of the first (FA) and senior author (SA) was assigned to all original research articles and reviews, published in 10 high-, medium-, and low-impact radiological journals in 2007/8 and 2017/18. The adjusted event rate (AER) and adjusted odds ratio (AOR) were calculated using mixed logistic and multinomial logistic regression models to assess and compare female publications according to impact factor, journal, author position, and combination.

Results

The proportion of female FA and female SA in N = 6979 (2007/2008) and N = 7383 (2017/2018) articles increased to 29.1% and 16.1% in 2017/2018, respectively. While most female authorships were continuously observed in medium-impact journals, the strongest increase occurred for both female FA (AOR 2.0; p < .0001) and SA (AOR 2.1; p < .0001) in low-impact journals. Female SA published significantly more often in a low- (AOR 1.5) or medium- (AOR 1.8) than in a high-ranking journal. Among the high-ranking journals, female FA published most frequently in European Radiology (32.4%; 95% CI [29.3–35.8]; p < .0001), female SA in Investigative Radiology (15.9%; 95% CI [13.7–18.4]; p < .0001). Male same-sex authorships decreased (AOR 0.9), but remained at least twice as common as all-female or mixed authorships.

Conclusion

The increase in female authorship is reflected in all impact areas. Female FA and SA increased most in low-ranking journals but are most common in medium-ranking journals. Female SA remain rare, especially in high impact journals.

Key Points

• Compared to the proportion of female radiologists worldwide, female senior authors are underrepresented in all impact areas, in particular in high-impact journals.

• Among the included high-ranking radiological journals, female first authors and senior authors were strongest represented in European Radiology and Investigative Radiology, while across all impact areas they mostly published in medium-ranking journals.

• Female author combinations were more frequent in low- and medium- than in high-ranking journals, whereas male author combinations remained more common than female senior author collaborations in all impact areas.

Is Empowerment of Female Radiologists Still Needed? Findings of a Systematic Review

Considering that radiology is still a male-dominated specialty in which men make up more than two thirds of the workforce, this systematic review aimed to provide a comprehensive overview of the current role of women in radiological imaging, focusing on the main aspects such as career progression, leadership, academic practice, and perceived discrimination. Three electronic databases were searched up to 21 October 2020. To identify additional records, weekly automatic email alerts were set up on PubMed until December 2020 and reference lists of key studies and included papers were screened. Two reviewers independently performed the search, study selection, quality appraisal, data extraction, and formal narrative synthesis. In case of disagreement, a third reviewer was involved. Across the 61 included articles, women worked more often part-time and held fewer positions of power in hospitals, on editorial boards, and at the academic level (associate and full professors). Women were less often in relevant positions in scientific articles, had fewer publications, and had a lower H-index. Discrimination and sexual harassment were experienced by up to 40% and 47% of female radiologists, respectively. Our study highlights that women in radiology are still underrepresented and play a marginal role in the field, struggling to reach top and leading positions.

Who We Are Today: a National Survey of Diversity Among Psychiatry Program Directors

OBJECTIVE

In March 2018, the American Association of Directors of Psychiatric Residency Training (AADPRT) formed the Diversity and Inclusion (D&I) Committee. One of the committee's goals was to understand the AADPRT membership's composition and their perceptions of D&I. This study's objective was to identify the demographic characteristics of the AADPRT membership.

METHODS

Program directors were invited by email to participate in an anonymous survey. The survey collected participants' demographic information including gender, race/ethnicity, training background, age, disability/differently abled status, job role, geographic region where their program is located, type of program, and their program's community setting.

RESULTS

Two hundred fifty six of 657 AADPRT members (39%) completed the survey. Respondents were mostly White (64.5%) followed by Asian/Southeast Asian (17.6%), Hispanic/Latinx (4.3%), and Black (1.6%). Only 13.3% of the participants were international medical graduates. Women were more prevalent (61.7%) than men (37.5%), and 9.4% self-identified as members of the LGBTQ+ Community.

CONCLUSIONS

This study represents the first systematic investigation into the diversity among psychiatry program directors throughout the USA and Canada. Future qualitative studies are needed to better understand the reasons behind this initial study's findings. Potential concerns requiring exploration include the possibility of the program director role serving as a "glass ceiling" for some women and a "leaky pipeline" in academia for groups underrepresented in medicine.

Gender diversity among editorial boards of radiology-related journals

PURPOSE

To investigate gender diversity in editorial boards among a wide range of radiology-related journals, the trend in time, and its association with the journal's impact factor (IF).

METHOD

The Journal Citation Reports website was searched for radiology-related journals journals with IF>2.0. Gender of the editor-in-chief and all editorial board members as listed on each journal's official website were determined. Mann-Whitney U test and Spearman's rho test were used for statistical analyses. Current data were compared to historical data.

RESULTS

Fifty-seven radiology-related journals were included. The names of 4176 persons were extracted. A woman was in charge as the only editor-in-chief in 5 of 57 journals (8.8%). Median percentage of female editorial board members was 21.5% (range 3.2%-52.0%). Female editorial board members were in the majority in only two journals, with proportions of 51.4% and 52.0%. IFs between journals with female and male editors-in-chief were not significantly different (median 3.00, range 2.21-7.82 vs. median 3.31, range 2.02-10.98; P = 0.951). There was no significant association between percentage of female editorial board members and a journal's IF (Spearman's rho = -0.019, P = 0.889). The proportion of women has increased compared to historical data.

CONCLUSION

Women are underrepresented in a wide range of radiology-related journals. Comparison with historical data shows that the proportion of women on editorial boards has increased. Nevertheless, gender composition of the editorial board shows no association with IF. This suggests similar gender bias exists across a broad spectrum of high impact factor journals, with no added bias in journals with higher IF.

The Status of Diversity in Canadian Radiology-Where We Stand and What Can We Do About It

Radiology has been identified as one of the medical specialties with the least gender, racial, and ethnic diversity. Despite the demonstrated benefits of gender and race diversity in medicine and industry, including innovation, empathy and improved patient outcomes, diversity in radiology in Canada is still lacking. In 2019, women represented around 63% of current medical graduates. However, within Canadian radiology practices, only 31.6% of radiologists are women. Women are also underrepresented in academic positions and the widening gender gap is present at higher academic ranks, indicating that women may not advance through academic hierarchies at the same pace as men. Although data on racial diversity in Canadian radiology practices is currently lacking, the representation of visible minorities in the general Canadian population is not reflected across Canadian radiology practices. Similarly, despite the Canadian Truth and Reconciliation Commission calling for action to increase the number of Indigenous healthcare workers, Indigenous people remain underrepresented in medicine and radiology. The importance of increasing diversity in radiology has gained recognition in recent years. Many solutions and strategies for national associations and radiology departments to improve diversity have been proposed. Leadership commitment is required to implement these programs to increase diversity in radiology in Canada with the ultimate goal of improving patient care. We review the current literature and available data on diversity within radiology in Canada, including the status of gender, race/ethnicity, and Indigenous people. We also present potential solutions to increase diversity.

Interventional radiology and artificial intelligence in radiology: Is it time to enhance the vision of our medical students?

OBJECTIVES

To assess awareness and knowledge of Interventional Radiology (IR) in a large population of medical students in 2019.

METHODS

An anonymous survey was distributed electronically to 9546 medical students from first to sixth year at three European medical schools. The survey contained 14 questions, including two general questions on diagnostic radiology (DR) and artificial intelligence (AI), and 11 on IR. Responses were analyzed for all students and compared between preclinical (PCs) (first to third year) and clinical phase (Cs) (fourth to sixth year) of medical school. Of 9546 students, 1459 students (15.3%) answered the survey.

RESULTS

On DR questions, 34.8% answered that AI is a threat for radiologists (PCs: 246/725 (33.9%); Cs: 248/734 (36%)) and 91.1% thought that radiology has a future (PCs: 668/725 (92.1%); Cs: 657/734 (89.5%)). On IR questions, 80.8% (1179/1459) students had already heard of IR; 75.7% (1104/1459) stated that their knowledge of IR wasn't as good as the other specialties and 80% would like more lectures on IR. Finally, 24.2% (353/1459) indicated an interest in a career in IR with a majority of women in preclinical phase, but this trend reverses in clinical phase.

CONCLUSIONS

Development of new technology supporting advances in artificial intelligence will likely continue to change the landscape of radiology; however, medical students remain confident in the need for specialty-trained human physicians in the future of radiology as a clinical practice. A large majority of medical students would like more information about IR in their medical curriculum; almost a quarter of students would be interested in a career in IR.