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Miao X, Sarsour R, Givant M, Spartz H. Exploring the gender gap: A nationwide comparative analysis of general surgery residency program leadership. Surg Open Sci 2024; 20:57-61. [PMID: 38911054 PMCID: PMC11190743 DOI: 10.1016/j.sopen.2024.05.020] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/29/2024] [Accepted: 05/24/2024] [Indexed: 06/25/2024] Open
Abstract
Background The gender disparity in surgery leadership roles is well-reported. However, the effect of program type and region on mean number of men or women occupying a particular leadership role has yet to be explored. This study aims to investigate the gender disparity of leadership positions in different types of General Surgery Residency Programs (GSRPs). Methods Leadership roles of the general surgery departments were collected from the Fellowship and Residency Electronic Interactive Database Access System (FREIDA) database. Each GSRP was categorized by region and program type using FRIEDA. Analysis of the mean number of men and women holding various leadership positions by program type and region was conducted using one-way ANOVA with post-hoc tests. Results A total of 345 GSRPs were analyzed. The mean number of women occupying various leadership roles was significantly higher at university-based programs when compared to community-based programs. No significant difference in mean number of women leaders was observed by region. Conclusions Women consistently occupy a lower number of GSRP leadership positions when compared to men, regardless of program type or region. University-based GSRP leadership positions have significantly greater gender inclusion compared to community-based GSRPs. Key messages University-based general surgery residency programs had a higher mean number of women in all leadership roles compared to other program types. In comparison, region did not appear to be a significant factor impacting the leadership gender disparity. Improvement is needed in community-based general surgery residency programs to bridge the gender gap in leadership roles.
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Affiliation(s)
- Xinfei Miao
- California University of Science and Medicine, 1501 Violet St, Colton, CA, United States of America
| | - Reem Sarsour
- California University of Science and Medicine, 1501 Violet St, Colton, CA, United States of America
| | - Madeleine Givant
- California University of Science and Medicine, 1501 Violet St, Colton, CA, United States of America
| | - Helena Spartz
- California University of Science and Medicine, 1501 Violet St, Colton, CA, United States of America
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Campbell KM, Tumin D, Linares JI, Morley CP. The Relationship Between the Social Mission Content of Medical School Mission Statements and Minority Faculty Representation Among Faculty and Senior Leadership. J Immigr Minor Health 2024; 26:334-340. [PMID: 37902901 DOI: 10.1007/s10903-023-01555-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/01/2023] [Indexed: 11/01/2023]
Abstract
Medical schools with social missions have the potential to increase minority student interest in health disparities research. In previous work, the authors looked at the missions of medical schools to determine if they were associated with minority student representation. In this paper, the authors look at the representation of full-time faculty and senior leaders who are underrepresented in medicine in US medical schools. This study included all MD-granting medical schools in the US with available data on mission statement Social Mission Content (SMC) and faculty demographics. Data were analyzed for representation of faculty underrepresented in medicine (URM) among all faculty, among junior as compared to senior faculty, and among department chairs. In the 2013 data, Pearson correlation coefficients were calculated to characterize the association between SMC and contemporaneous URM faculty representation. In the 2014-2020 data, hierarchical linear models were used to estimate the association between SMC and the annual rate of change in URM faculty representation. In 2013, URM faculty accounted for 7.4% of all faculty at the median medical school, increasing to 8.4% in 2020. As of 2013, URM representation among junior faculty was 9.2% at the median school, 5.6% among senior faculty, and 4.3% among department chairs. The authors found a slow increase in the percentage of URM faculty members (but not department chairs). This trend did not vary between schools with lower vs. higher emphasis on a social mission (based on the mission statement). The increase in chair representation was determined to be associated with the type of the school, whether historically Black or Puerto Rican, and not precisely its mission.
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Affiliation(s)
- Kendall M Campbell
- Department of Family Medicine, University of Texas Medical Branch, Galveston, TX, USA.
| | - Dmitry Tumin
- Department of Pediatrics, East Carolina University Brody School of Medicine, Greenville, NC, USA
| | - Jhojana Infante Linares
- Department of Academic Affairs, Office of Data Analysis and Strategy, East Carolina University Brody School of Medicine, Greenville, NC, USA
| | - Christopher P Morley
- Department of Public Health & Preventive Medicine, Department of Family Medicine, and Department of Psychiatry & Behavioral Sciences, State University of New York Upstate Medical University, Syracuse, NY, USA
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Bell T, Newberry DM. Racial, Ethnic, and Gender Composition Among Neonatal Nurse Practitioner Faculty Ranks. J Perinat Neonatal Nurs 2024; 38:178-183. [PMID: 38197797 DOI: 10.1097/jpn.0000000000000781] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 01/11/2024]
Abstract
BACKGROUND Despite increases in nursing faculty diversity, representation is lacking in positions of higher faculty rank. Challenges for minority faculty include decreased awareness of promotion standards, less mentoring, and increased stress from being the sole representative of their respective underrepresented population. METHODS The purpose of this study was to determine the racial, ethnic, and gender composition of neonatal nurse practitioner (NNP) faculty in the United States. A nonexperimental survey was sent to all accredited NNP programs to describe demographics of NNP faculty in the United State. RESULTS Of the 128 survey participants, 84% self-identified as White. Forty-eight of the participants ranked Professor or Associate professor were White. In contrast, all other races only had 8 respondents who were of the higher faculty ranks. There were only 2 male participants; one identified as full professor and one as associate professor. CONCLUSION Limitations of this project included a small sample size leading to an inability to determine statistical significance. Previous evidence supports decreased diversity in higher faculty rank in other healthcare providers and the results of this study add to that body of literature. Barriers to increased diversification need to be rectified to ensure health equity to all patients.
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Affiliation(s)
- Tracey Bell
- Author Affiliations: Nell Hodgson Woodruff School of Nursing at Emory University, Atlanta, Georgia (Dr Bell); and Duke University School of Nursing, Durham, North Carolina (Dr Newberry)
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Rengers TA, Warner SG. Importance of Diversity, Equity, and Inclusion in the Hepatopancreatobiliary Workforce. Cancers (Basel) 2024; 16:326. [PMID: 38254815 PMCID: PMC10814790 DOI: 10.3390/cancers16020326] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2023] [Revised: 01/04/2024] [Accepted: 01/11/2024] [Indexed: 01/24/2024] Open
Abstract
Diversity is a catalyst for progress that prevents institutional stagnation and, by extension, averts descent to mediocrity. This review focuses on the available data concerning hepatopancreatobiliary (HPB) surgical workforce demographics and identifies evidence-based strategies that may enhance justice, equity, diversity, and inclusion for HPB surgeons and their patients. We report that the current United States HPB surgical workforce does not reflect the population it serves. We review data describing disparity-perpetuating hurdles confronting physicians from minority groups underrepresented in medicine at each stage of training. We further examine evidence showing widespread racial and socioeconomic disparities in HPB surgical care and review the effects of workforce diversity and physician-patient demographic concordance on healthcare outcomes. Evidence-based mitigators of structural racism and segregation are reviewed, including tailored interventions that can address social determinants of health toward the achievement of true excellence in HPB surgical care. Lastly, select evidence-based data driving surgical workforce solutions are reviewed, including intentional compensation plans, mentorship, and sponsorship.
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Affiliation(s)
| | - Susanne G. Warner
- Mayo Clinic Division of Hepatobiliary and Pancreas Surgery, Rochester, MN 55905, USA
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Khullar K, Deek RA, Nelson B, Gaines D, Corrigan KL, LeCompte MC, Deville C, Deek MP, Jabbour SK. Gender and the Receipt of the Association of Residents in Radiation Oncology Educator of the Year Award. Adv Radiat Oncol 2024; 9:101305. [PMID: 38260226 PMCID: PMC10801657 DOI: 10.1016/j.adro.2023.101305] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2023] [Accepted: 04/28/2023] [Indexed: 01/24/2024] Open
Abstract
Purpose We hypothesized that there may be a gender disparity in the receipt of the Association of Residents in Radiation Oncology (ARRO) Educator of the Year Award and sought to elucidate factors that contribute to differences in award receipt. Methods and Materials Using a database provided by the American Society for Radiation Oncology, award recipients were identified from 2010 to 2022. Publicly available websites were accessed to obtain data regarding gender, years since residency graduation, percentage of female faculty, size of residency program, and program director designation. A 1-sample Z-test was used to assess whether the proportion of female ARRO award winners, defined as the proportion of female radiation oncology faculty members in the nominating universities that year, was significantly less than the population average. Secondary analyses used univariable binary logistic regression to identify global associations between gender, year since gradation, or program size. Results The lowest proportion of female awardees occurred in 2013 (14.3%) and the greatest proportion in 2022 (30.6%). Compared with the proportion of female faculty members in nominating programs for the respective year, there were significantly fewer female awardees in 2010 (18% female awardees vs 32% female faculty members; P = .02) and 2013 (14% female awardees vs 31% female faculty members; P = .01). There was a statistically significant increase in female awardees during the study period (P < .01). On logistic regression analysis, large program size (≥10 residents) (odds ratio [OR], 6.86; 95% CI, 2.71-23.1; P < .001) and medium program size (5-9 residents) (OR, 4.05; 95% CI, 1.60-13.7; P < .001) were associated with a greater proportion of female awardees compared with small program size (1-4 residents). There was no association between awardee gender and years since graduation. Conclusions A gender disparity was present in the receipt of ARRO Educator Awards. Residency chiefs, program directors, and chairs should work to ensure that a diverse slate of faculty is considered annually for the ARRO Educator Award.
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Affiliation(s)
- Karishma Khullar
- Department of Radiation Oncology, Perelman Center for Advanced Medicine, University of Pennsylvania, Philadelphia, Pennsylvania
| | - Rebecca A. Deek
- Department of Biostatistics, Epidemiology and Informatics, Perelman School of Medicine, University of Pennsylvania, Philadelphia, Pennsylvania
| | - Bailey Nelson
- Department of Radiation Oncology, University of Cincinnati, Cincinnati, Ohio
| | - Dakim Gaines
- Department of Radiation Oncology, Vanderbilt University Medical Center, Nashville, Tennessee
| | - Kelsey L. Corrigan
- Department of Radiation Oncology, The University of Texas MD Anderson Cancer Center, Houston, Texas
| | - Michael C. LeCompte
- Department of Radiation Oncology and Molecular Radiation Sciences, Johns Hopkins University, Baltimore, Maryland
| | - Curtiland Deville
- Department of Radiation Oncology and Molecular Radiation Sciences, Johns Hopkins University, Baltimore, Maryland
| | - Matthew P. Deek
- Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, Rutgers University, New Brunswick, New Jersey
| | - Salma K. Jabbour
- Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, Rutgers University, New Brunswick, New Jersey
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Dawood MH, Roshan M, Daniyal M, Sohail S, Perveen H, Islam UU. Gender Inequity in Clinical Clerkships and its Influence on Career Selection: A Cross-Sectional Survey. JOURNAL OF MEDICAL EDUCATION AND CURRICULAR DEVELOPMENT 2024; 11:23821205241257401. [PMID: 38799175 PMCID: PMC11128173 DOI: 10.1177/23821205241257401] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/21/2023] [Accepted: 05/08/2024] [Indexed: 05/29/2024]
Abstract
Objective The aim of this study was to identify the frequency, form, and underlying factors contributing to gender inequity experienced by medical undergraduates and assess its influence on their career choices. Method This was a cross-sectional, retrospective survey with a 100% response rate. This survey was distributed among medical students of clinical years in Karachi's private and government medical colleges from September 10th, 2021-March 30th, 2022. 430 participants were enrolled using a simple-random-sampling-technique. Chi-square/Fisher's Exact tests are employed to assess the relationships between gender and gender-based inequity in various specialties, including their characteristics, influence on career choices, adverse psychological effects, and potential mitigation strategies. Results Among 430 respondents, 28.6% were male, and 71.4% were female. 89.1% reported gender inequity, evenly distributed in government (80.4%) and private institutions (88.1%). The general surgery and gynecology disciplines stood out, each with a 56% prevalence. In gynecology and surgery clinical-clerkships, both genders experienced similar rates, with females at 54.5% and 42.3%, and males at 56.7% and 61.6%, respectively (P-value = .000*). Disrespect from staff/professors/patients (48.8%) was the most common manifestation, driven by factors like preferences (73.7%), gender superiority (62.6%), societal attitudes (54%), and cultural norms (50.9%). Furthermore, 82.6% of students reported that gender inequity had a negative impact on their career decision (Male = 82.9%;Female = 82.4%, P-value = .899). Additionally, gender inequity also caused demotivation (78.1%), poor self-esteem (67.2%), helplessness/hopelessness (48.6%), and frustration (45.8%). Conclusions Gender inequity is widely prevalent in the clinical-clerkships, affecting medical students' career decisions and mental health, stressing the need to prioritize and implement solutions at the undergraduate clinical-clerkship level.
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Affiliation(s)
- Muhammad Hamza Dawood
- United Medical and Dental College, affiliated with Jinnah Sindh Medical University in Karachi, Pakistan
| | - Mavra Roshan
- United Medical and Dental College, affiliated with Jinnah Sindh Medical University in Karachi, Pakistan
| | - Muhammad Daniyal
- United Medical and Dental College, affiliated with Jinnah Sindh Medical University in Karachi, Pakistan
| | - Sheza Sohail
- United Medical and Dental College, affiliated with Jinnah Sindh Medical University in Karachi, Pakistan
| | - Haseefa Perveen
- United Medical and Dental College, affiliated with Jinnah Sindh Medical University in Karachi, Pakistan
| | - Umair Ul Islam
- Head of Department of Surgery at United Medical and Dental College, affiliated with Jinnah Sindh Medical University, Karachi, Pakistan
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Chang JH, Essani V, Maskal SM, Brooks NE, Lee EH, Prabhu A, Lum SS, Walsh RM. Paving a Path to Gender Parity: Recent Trends in Participation of Women in an Academic Surgery Society (Society for Surgery of the Alimentary Tract). J Gastrointest Surg 2023; 27:2705-2710. [PMID: 37907815 DOI: 10.1007/s11605-023-05865-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/27/2023] [Accepted: 10/07/2023] [Indexed: 11/02/2023]
Abstract
INTRODUCTION The proportion of women surgeons is increasing, although women in surgical leadership and research has not kept pace. The Society for Surgery of the Alimentary Tract (SSAT) pledged its commitment to diversity and inclusion in 2016. Our study sought to evaluate the temporal trend of gender representation in leadership, speakership, and research at SSAT. METHODS Publicly available SSAT meeting programs from 2010 to 2022 were reviewed to assess gender proportions within leadership positions (officers and committee chairs); invited speakerships, multidisciplinary symposia, and committee panel session moderators and speakers; and contributions to scientific sessions (moderator, first author and senior author). Verified individual professional profiles were analyzed to categorize gender as woman, man, or unavailable. Descriptive and trend analyses using linear regression and chi-squared testing were performed. RESULTS A total of 5506 individuals were reviewed; 1178 (21.4%) were identified as women and 4328 (78.6%) as men or did not have available data. The absolute proportion of total female participation increased by 1.05% per year (R2=0.82). There was a statistically significant difference in the total proportion of women participation before and after 2016 (18.5% vs. 27.1%, p<0.01). Increases in the proportion of women were demonstrated in leadership, invited speakerships, multidisciplinary symposia, committee panel sessions, research session moderators, and abstract first authors. The proportion of women senior authors remained stagnant. CONCLUSION Though this upward trajectory in SSAT women participation is encouraging, current trends predict that gender parity will not be reached until 2044.
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Affiliation(s)
- Jenny H Chang
- Department of General Surgery, Cleveland Clinic, Digestive Diseases and Surgery Institution, 9500 Euclid Ave A100, Cleveland, OH, 44195, USA.
| | - Varisha Essani
- Case Western Reserve University, School of Medicine, Cleveland, OH, USA
| | - Sara M Maskal
- Department of General Surgery, Cleveland Clinic, Digestive Diseases and Surgery Institution, 9500 Euclid Ave A100, Cleveland, OH, 44195, USA
| | - Nicole E Brooks
- Department of General Surgery, Cleveland Clinic, Digestive Diseases and Surgery Institution, 9500 Euclid Ave A100, Cleveland, OH, 44195, USA
| | - Edward H Lee
- Cleveland Clinic, Cole Eye Institute, Cleveland, OH, USA
| | - Ajita Prabhu
- Department of General Surgery, Cleveland Clinic, Digestive Diseases and Surgery Institution, 9500 Euclid Ave A100, Cleveland, OH, 44195, USA
| | - Sharon S Lum
- Department of Surgery, Loma Linda University School of Medicine, Loma Linda, CA, USA
| | - R Matthew Walsh
- Department of General Surgery, Cleveland Clinic, Digestive Diseases and Surgery Institution, 9500 Euclid Ave A100, Cleveland, OH, 44195, USA
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Shah NR, Maselli KM, Lotakis DM, Henry MC, Newman EA, Gadepalli SK, Perrone EE. Beyond Parity: Gender Diversity of National and International Pediatric Surgery Societal Leadership. J Pediatr Surg 2023; 58:2181-2186. [PMID: 37286414 DOI: 10.1016/j.jpedsurg.2023.05.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/01/2023] [Revised: 04/18/2023] [Accepted: 05/01/2023] [Indexed: 06/09/2023]
Abstract
PURPOSE Despite trends toward equal gender representation among medical school graduates, surgical trainees and fellows, diversity in higher levels of pediatric surgery is largely unstudied. This study aims to quantify gender diversity among leadership of pediatric surgical associations and societies across the globe. METHODS National and international pediatric surgical organizations were identified from the websites of the American Pediatric Surgical Association (APSA) and World Federation of Associations of Pediatric Surgery (WOFAPS). Compositional gender data of current and past organizational leadership was collected by examining publicly available archives of executive membership rosters. If roster pictures were not available, member names were input into social media sites and other search engines to ensure accurate gender denotation. Univariate analyses of organizational metrics and aggregate data of 5-year time intervals were performed via Fischer's Exact Test with significance of p < 0.05. RESULTS Nineteen pediatric surgical organizations were included for study analysis. Of 189 current organizational leaders, 50 (26.4%) are women. Eight organizations (42.1%) have less than 20% of leadership positions filled by women members, while two executive boards have no women members. Four organizations (22.2%) have a current woman seated as president/chairperson. Historical gender distribution stratified by organization demonstrates a range of 0-7.8% (p = 0.99), with one organization having yet to elect a woman president/chairperson. Longitudinally, women presidential representation remained consistently low (5-11%) across all time intervals from 1993 to 2022 (p = 0.35). CONCLUSIONS Despite advances in diversity in medical school graduates, surgical training, and workforce recruitment, there are still significant disparities in gender representation within pediatric surgery societal leadership. LEVEL OF EVIDENCE IV.
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Affiliation(s)
- Nikhil R Shah
- University of Michigan, Michigan Medicine, Department of Surgery, Section of Pediatric Surgery, C.S. Mott Children's Hospital, 1540 E. Hospital Dr, Ann Arbor, MI, 48109-4211, USA
| | - Kathryn M Maselli
- University of Michigan, Michigan Medicine, Department of Surgery, Section of Pediatric Surgery, C.S. Mott Children's Hospital, 1540 E. Hospital Dr, Ann Arbor, MI, 48109-4211, USA
| | - Dimitra M Lotakis
- University of Michigan, Michigan Medicine, Department of Surgery, Section of Pediatric Surgery, C.S. Mott Children's Hospital, 1540 E. Hospital Dr, Ann Arbor, MI, 48109-4211, USA
| | - Marion C Henry
- University of Chicago, Department of Surgery, Section of Pediatric Surgery, Comer Children's Hospital, Chicago, IL, 60637, USA
| | - Erika A Newman
- University of Michigan, Michigan Medicine, Department of Surgery, Section of Pediatric Surgery, C.S. Mott Children's Hospital, 1540 E. Hospital Dr, Ann Arbor, MI, 48109-4211, USA
| | - Samir K Gadepalli
- University of Michigan, Michigan Medicine, Department of Surgery, Section of Pediatric Surgery, C.S. Mott Children's Hospital, 1540 E. Hospital Dr, Ann Arbor, MI, 48109-4211, USA
| | - Erin E Perrone
- University of Michigan, Michigan Medicine, Department of Surgery, Section of Pediatric Surgery, C.S. Mott Children's Hospital, 1540 E. Hospital Dr, Ann Arbor, MI, 48109-4211, USA.
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Didier AJ, Creeden JF, Pannell SM, Sutton JM. Trends in Racial and Gender Diversity Among Complex General Surgical Oncology Fellowship Trainees. Ann Surg Oncol 2023; 30:6824-6834. [PMID: 37351734 DOI: 10.1245/s10434-023-13743-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/16/2022] [Accepted: 06/01/2023] [Indexed: 06/24/2023]
Abstract
BACKGROUND This study examines trends in racial and gender diversity of trainees within Complex General Surgical Oncology Fellowships, and compares the racial and gender proportions of trainees across different fields to assess potential barriers to increasing diversity within surgical oncology training programs. METHODS Accredited Council for Graduate Medical Education (ACGME) data were queried to identify surgical trainees between 2013 and 2021. Trainees were identified based on self-reported race and gender and were stratified based on residency type and fellowship program type if applicable. Chi-square tests were used to assess differences between groups and trends. RESULTS A significantly lower proportion of individuals who are underrepresented in medicine (URMs) trained in surgical oncology fellowships (8.9%) compared with both the overall trainee pool (12.8%) and general surgery residency programs (13.1%) [p < 0.05]. There was no significant increase in URM representation in surgical oncology fellowships across the study period. Furthermore, there was a significantly lower proportion of females training in surgical oncology fellowships (38.6%) compared with the overall trainee pool (45.6%) [p < 0.05]. Despite a significant increase in female representation in general surgery residency and other surgical fellowships, there was no significant increase in female representation in surgical oncology fellowships across the study period. CONCLUSIONS This study identifies disparities in gender and racial minority representation within ACGME-accredited Complex General Surgical Oncology Fellowship training programs. While steps have been taken to expand diversity, more needs to be done to combat the systemic barriers that both racial minorities and women face during their training.
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Affiliation(s)
- Alexander J Didier
- University of Toledo College of Medicine and Life Sciences, Toledo, OH, USA.
| | - Justin F Creeden
- University of Toledo College of Medicine and Life Sciences, Toledo, OH, USA
| | - Stephanie M Pannell
- University of Toledo College of Medicine and Life Sciences, Toledo, OH, USA
- Division of Colon and Rectal Surgery, Department of Surgery, University of Toledo College of Medicine and Life Sciences, Toledo, OH, USA
| | - Jeffrey M Sutton
- Division of Oncologic and Endocrine Surgery, Department of Surgery, Medical University of South Carolina, Charleston, SC, USA
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Felton JM, Staub M, Otegbeye E, Kandagatla P, Mirza K, Mutch M, Smith RK. Gender and Racial Diversity Among Colon and Rectal Surgery Trainees and Leaders. Dis Colon Rectum 2023; 66:1212-1222. [PMID: 37339340 DOI: 10.1097/dcr.0000000000002962] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 06/22/2023]
Abstract
BACKGROUND Despite recent changes in women and underrepresented minorities in medicine, there still exists large gender and racial gaps in surgical training and leadership. OBJECTIVE We hypothesize that gender and racial representation have improved among general and colorectal surgical trainees and leadership over the past 20 years. DESIGN This cross-sectional study examines gender and racial representation of general and colorectal surgery residents, colorectal faculty members, and the American Society of Colon and Rectal Surgeons Executive Council. SETTINGS We extracted data from the Journal of the American Medical Association Graduate Medical Education yearly reports for information on surgical residents. We used the American Society of Colon and Rectal Surgeons website and publicly available practice websites to obtain information regarding colon and rectal surgery residents, faculty members, and the American Society of Colon and Rectal Surgeons Executive Council. MAIN OUTCOME MEASURES We primarily focused on the gender and underrepresented minority breakdowns of general surgery residents, colorectal surgery residents, and the American Society of Colon and Rectal Surgeons Executive Council. RESULTS We found that between 2001 and 2021, the number of women and people identifying as underrepresented minorities increased within general surgery programs. In addition, there has been a similar increase in underrepresented minorities and women entering colorectal surgery residency programs. Finally, there has been a steady, significant increase in women representation in the American Society of Colon and Rectal Surgeons Executive Council, with a slower increase in underrepresented minorities on the council. LIMITATIONS The study is limited by using previously collected data and relying on publicly available profiles for gender and race information. CONCLUSIONS General and colon and rectal surgery have significantly increased gender and racial diversity at the training and leadership levels. DIVERSIDAD RACIAL Y DE GNERO ENTRE LOS APRENDICES Y LDERES DE CIRUGA DE COLON Y RECTO ANTECEDENTES: A pesar de los cambios recientes en las mujeres y las minorías subrepresentadas en la medicina, todavía existen grandes brechas de género y raza en la capacitación y el liderazgo quirúrgico.OBJETIVO: Presumimos que la representación racial y de género ha mejorado entre los pasantes y el liderazgo en cirugía general y colorrectal en los últimos 20 años.DISEÑO: Este es un estudio transversal que examina la representación racial y de género de los residentes de cirugía general y colorrectal, miembros de la facultad colorrectal y el Consejo Ejecutivo de la Sociedad Estadounidense de Cirujanos de Colon y Recto.CONFIGURACIÓN: Extrajimos datos de los informes anuales de Educación Médica para Graduados del Journal of the American Medical Association para obtener información sobre los residentes quirúrgicos. Utilizamos el sitio web de la Sociedad Estadounidense de Cirujanos de Colon y Recto, así como los sitios web de práctica disponibles públicamente para obtener información sobre los residentes de cirugía de colon y recto, miembros de la facultad y el Consejo Ejecutivo de la Sociedad Estadounidense de Cirujanos de Colon y Recto.MEDIDAS PRINCIPALES DE RESULTADO: Nos enfocamos principalmente en los desgloses de género y minorías subrepresentadas de residentes de cirugía general, residentes de cirugía colorrectal y el Consejo Ejecutivo de la Sociedad Estadounidense de Cirujanos de Colon y Recto.RESULTADOS: Encontramos que entre 2001 y 2021, la cantidad de mujeres y personas que se identificaron como minorías subrepresentadas aumentó dentro de los programas de cirugía general. Además, ha habido un aumento similar en minorías subrepresentadas y mujeres que ingresan a programas de residencia en cirugía colorrectal. Finalmente, ha habido un aumento constante y significativo en la representación de mujeres en el Consejo Ejecutivo de la Sociedad Estadounidense de Cirujanos de Colon y Recto con un aumento más lento en las minorías subrepresentadas en el consejo.LIMITACIONES: El estudio está limitado por el uso de datos recopilados previamente y por confiar en perfiles disponibles públicamente para la información de género y raza.CONCLUSIONES: La cirugía general y de colon y recto han hecho algunos avances significativos en el aumento de la diversidad racial y de género en los niveles de formación y liderazgo. (Traducción-Yesenia.Rojas-Khalil ).
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Affiliation(s)
- Jessica M Felton
- Section of Colon and Rectal Surgery, Washington University in St Louis, St Louis, Missouri
| | - Melinda Staub
- Washington University in St Louis, St Louis, Missouri
| | | | - Pridvi Kandagatla
- Section of Colon and Rectal Surgery, Washington University in St Louis, St Louis, Missouri
| | - Kasim Mirza
- Section of Colon and Rectal Surgery, Washington University in St Louis, St Louis, Missouri
| | - Matthew Mutch
- Section of Colon and Rectal Surgery, Washington University in St Louis, St Louis, Missouri
| | - Radhika K Smith
- Section of Colon and Rectal Surgery, Washington University in St Louis, St Louis, Missouri
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Fennern EB, Stein SL. Gender Inequity in the Clinical Setting. Clin Colon Rectal Surg 2023; 36:309-314. [PMID: 37564345 PMCID: PMC10411211 DOI: 10.1055/s-0043-1763518] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/12/2023]
Abstract
Women in surgery continue to face inequitable treatment from surgical leadership, their peers, hospital staff, and even from their patients. Despite this, women surgeons continue to produce equal, or improved, clinical outcomes for their patients, with their work being given less remuneration than that of their male peers. The cultural stereotypes and biases that drive these inequities are implicit and subtle; however, they have dramatic effects on the lives and careers of women surgeons.
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Affiliation(s)
- Erin B. Fennern
- Department of Surgery, University Hospitals–Cleveland Medical Center and Case Western Reserve University School of Medicine, Cleveland, Ohio
| | - Sharon L. Stein
- Department of Surgery, University Hospitals–Cleveland Medical Center and Case Western Reserve University School of Medicine, Cleveland, Ohio
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12
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Cameron P, LeBlanc C, Mahalik A, O’Hearn S, Simpson C. "Head of the Class": equity discourses related to department head appointments at one Canadian medical school. CANADIAN MEDICAL EDUCATION JOURNAL 2023; 14:25-34. [PMID: 37719409 PMCID: PMC10500387 DOI: 10.36834/cmej.76208] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Indexed: 09/19/2023]
Abstract
Purpose Equitable appointments of departmental leaders in medical schools have lagged behind other Equity, Diversity, and Inclusion (EDI) advancements. The purpose of this research was to 1) analyze how policy documents communicate changing ideas of EDI, employment equity, and departmental leadership; and 2) investigate department heads' (DH) perspectives on EDI policies and practices. Methods We conducted a critical discourse analysis to examine underlying assumptions shaping EDI and departmental leadership in one Canadian medical school. We created and analyzed a textual archive of EDI documents (n = 17, 107 pages) and in-depth interviews with past (n = 6) and current (n = 12) DH (830 minutes; 177 pages). Results Documents framed EDI as: a legal requirement; an aspiration; and historical reparation. In interviews, participants framed EDI as: affirmative action; relationships; numerical representation; and relinquishing privilege. We noted inconsistent definitions of equity-deserving groups. Conclusions Change is slowly happening, with emerging awareness of white privilege, allyship, co-conspiracy, and the minority tax. However, there is more urgent work to be done. This work requires an intersectional lens. Centering the voices, and taking cues from equity-deserving leaders and scholars will help ensure that EDI pathways, such as those used to cultivate department leaders, are more inclusive, effective, and aligned with intentions.
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Affiliation(s)
- Paula Cameron
- Department of Continuing Professional Development and Medical Education, Faculty of Medicine, Dalhousie University, Nova Scotia, Canada
| | - Constance LeBlanc
- Department of Emergency Medicine, Faculty of Medicine, Dalhousie University, Nova Scotia, Canada
| | - Anne Mahalik
- Department of Continuing Professional Development and Medical Education, Faculty of Medicine, Dalhousie University, Nova Scotia, Canada
| | - Shawna O’Hearn
- Global Health Office, Faculty of Medicine, Dalhousie University, Nova Scotia, Canada
| | - Christy Simpson
- Department of Bioethics, Faculty of Medicine, Dalhousie University, Nova Scotia, Canada
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El Boghdady M, Ewalds-Kvist BM. Racial discrimination in surgery: A systematic review. Updates Surg 2023; 75:795-806. [PMID: 36894825 PMCID: PMC10284727 DOI: 10.1007/s13304-023-01491-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/16/2023] [Accepted: 02/26/2023] [Indexed: 03/11/2023]
Abstract
INTRODUCTION Racial/ethnic discrimination indicates the stereotyped or unkind conduct of superiority towards other persons based on their race or skin color. The UK General Medical Council published a statement supporting zero-tolerance approach to racism in the workplace. We aimed to systematically review racial discrimination in surgery and answer the following questions: (1) Does racial/ethnic discrimination in surgery exist in citations from the last 5 years. (2) If yes, are ways suggested to reduce racial/ethnic discrimination in surgery? METHODS The systematic review was performed in compliance with the PRISMA guidelines along AMSTAR 2. A 5-year literature search was carried out on PubMed for articles published from 1/1/2017 to 01/11/2022. Search terms were 'racial discrimination and surgery', 'racism OR discrimination AND surgery', 'racism OR discrimination AND surgical education'. The retrieved citations were quality assessed by MERSQI and evidence graded by GRADE. RESULTS A total of 9116 participants responded with a mean of 1013 (SD = 2408) responses per citations reported in 9 studies from a final list of 10 included citations. Nine studies were from USA and 1 from South Africa. There was evidence of racial discrimination in the last 5 years and the results were justified on strong scientific evidence constituting the basis for evidence grade I. The second question's answer was 'yes' which was defendable on moderate scientific recommendation and thereby establishing the basis for evidence grade II. CONCLUSION There was sufficient evidence for the presence of racial discrimination in surgical practice in the last 5 years. Ways to decrease racial discrimination in surgery exist. Healthcare and training systems must increase the awareness of these issues to eliminate the harmful effect on the individual as well as on the level of the surgical team performance. The existence of the discussed problems must be managed in more countries with diverse healthcare systems.
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Affiliation(s)
- Michael El Boghdady
- Department of General Surgery, Guy's and St Thomas' NHS Trust, London, UK.
- Equality and Diversity Officer, Association of Surgeons in Training, London, UK.
- University of Edinburgh, Edinburgh, United Kingdom.
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14
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Sinha A, Kuy S. The future of surgery - Increasing diversity, equity, and inclusion through early mentorship. Am J Surg 2023; 225:800-802. [PMID: 36604198 DOI: 10.1016/j.amjsurg.2022.12.011] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/22/2022] [Revised: 12/05/2022] [Accepted: 12/15/2022] [Indexed: 12/24/2022]
Affiliation(s)
- Avilasha Sinha
- Baylor College of Medicine, 1 Baylor Plaza, Houston, TX, 77030, USA.
| | - SreyRam Kuy
- Baylor College of Medicine, Department of Surgery, 1 Baylor Plaza, Houston, TX, 77030, USA
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15
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Bose S, Kowalczyk B, Aulivola B, Amankwah K, Smeds MR. Programmatic engagement in diversity, equity, and inclusion in U.S. vascular surgery training programs. J Vasc Surg 2023; 77:930-938. [PMID: 36423716 DOI: 10.1016/j.jvs.2022.10.051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/18/2022] [Revised: 09/13/2022] [Accepted: 10/31/2022] [Indexed: 11/23/2022]
Abstract
OBJECTIVE Given the diversity of populations that modern healthcare professionals treat, there has been an increasing call for academic medical centers to ensure that they themselves are diverse and inclusive. Historically, this has been measured by the composition of the workforce in terms of protected categories such as race/ethnicity, gender, and disability. However, these broad categories have only poorly reflected the actual ability of organizations to engage with a diverse workforce and patient population. The diversity and engagement survey (DES) is a specifically constructed and validated instrument designed to measure the integration of diversity, equity, and inclusion (DEI) within academic medical centers. The goal of the present study was to use the DES with vascular surgery program directors, to determine the predictors of low DEI in vascular surgery training programs. METHODS An anonymous electronic survey was sent to all program directors and assistant program directors of vascular surgery training programs (residencies and fellowships) in the United States (n = 280). The survey consisted of 18 sections with 53 questions regarding details of the respondent, demographics, programmatic information, including information on faculty and trainee diversity, the resources available to enhance DEI within the program, institutional attitudes toward employees, and the DES itself. The total score from the DES section was used to the stratify institutions, which were classified as low DEI if in the bottom 25% percentile of the overall scores or as high DEI if scoring higher. Univariate analysis was used to determine whether any important differences were present in the demographics or survey responses between the institutions scoring as low vs high DEI. Multivariate logistic regression was also performed using the demographic variables and responses to the survey questions to determine their relationship to DEI status. RESULTS There were a total of 102 complete responses to the survey (36.4% response rate). The proportion of women was higher (66.67%) than the men (33.30%) in the low DEI cohort, although women were only 28.4% of the overall cohort. A statistically significant difference was found between the high and low DEI institutions in the proportion of those who had responded yes, no, or preferred not to disclose whether they had experienced discrimination or hurtful comments (P < .001) with 71% of the respondents in the low DEI institutions reporting this experience compared with only 11% in high DEI institutions. Multivariate analysis also demonstrated that non-male gender (odds ratio, 5.10; P = .034) and experiences of discrimination (odds ratio, 6.51; P = .024) were associated with low DEI institutions. CONCLUSIONS Non-male program directors and those who had experienced discrimination at their institution were significantly more likely to find that their institution had low DEI.
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Affiliation(s)
- Saideep Bose
- Division of Vascular and Endovascular Surgery, SSM Health, St Louis University Hospital, St Louis University School of Medicine, St Louis, MO
| | | | - Bernadette Aulivola
- Division of Vascular Surgery and Endovascular Therapy, Loyola University, Maywood, IL
| | - Kwame Amankwah
- Division of Vascular and Endovascular Surgery University of Connecticut School of Medicine, Farmington, CT
| | - Matthew R Smeds
- Division of Vascular and Endovascular Surgery, SSM Health, St Louis University Hospital, St Louis University School of Medicine, St Louis, MO.
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Tien CW, Tao B, Khosa F. Gender disparity among ophthalmologists awarded Canadian institute of health research grants. Women Health 2023; 63:143-149. [PMID: 36593567 DOI: 10.1080/03630242.2022.2164113] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/04/2023]
Abstract
Despite efforts toward equity, diversity, and inclusion in academic ophthalmology faculties, gender disparity continues to exist. Current evidence indicates that female ophthalmologists consistently hold lower academic ranks and receive less funding from the National Institutes of Health compared to their male colleagues. The extent of this disparity is unknown in the Canadian context. We sought to characterize the gender gap in Canadian Institutes of Health Research funding among ophthalmologists. From inception, funding decision data were collected from the official Canadian Institutes of Health Research website database hosted by the Government of Canada. Measures including gender, number of grants held over the study period, number of simultaneous grants, and total funding were collected. Female ophthalmologists were consistently awarded fewer grants (21.43 percent) compared to male counterparts and were less likely to hold multiple grants since 2008. An over five-fold disparity was found in total funding for female compared to male ophthalmologists. As well, females were less likely than males to hold a grant in each particular year except in 2020. Female ophthalmologists continue to face barriers to attaining academic support from Canadian Institute of Health Research funds. Continued action to mitigate this gender gap may improve gender-based parity in federal research funding.
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Affiliation(s)
- Chi-Wei Tien
- Faculty of Medicine, University of British Columbia, Vancouver, British Columbia, Canada
| | - Brendan Tao
- Faculty of Medicine, University of British Columbia, Vancouver, British Columbia, Canada
| | - Faisal Khosa
- Department of Radiology, Vancouver General Hospital, Vancouver, British Columbia, Canada
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Naaseh A, Tohmasi S, Stamos MJ, Jafari MD. The Demographics and Alpha Omega Alpha Honor Medical Society Membership Status of Surgery’s Top Leadership. Am Surg 2023. [DOI: 10.1177/00031348231151392] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Abstract
Purpose Diversity and equity are priorities of many academic Departments of Surgery (DoS). Induction into Alpha Omega Alpha Honor Medical Society (AOA) denotes academic excellence and can potentially propel an academic career. Research has demonstrated that underrepresented in medicine (URM) students are less likely to be elected to AOA. In this study, we aim to examine the Chairs in American departments of surgery to examine their gender, racial, and ethnic background and AOA membership status. Method An anonymous survey was generated via REDCap and electronically sent to the Chair of Surgery at the top 75 DoS based on “Reputation” on Doximity Residency Navigator 2020-2021. Seven chairs with non-publicly accessible email addresses were excluded. Results Of the eligible chairs (N = 68), 38 (55.9%) completed the survey, of which 34 (89.5%) identified as men. AOA membership was reported in 65.8% (n = 25) respondents, with 8% (n = 2) self-identifying as women and 92% (n = 23) self-identifying as men. Of the men respondents, 74% (n = 25) reported AOA membership, while 50% of women (n = 2) reported AOA membership. Of the AOA chairs, 4% (n = 1) self-identified as Asian while 96% (n = 24) self-identified as White. The majority (57.9%, n = 22) of eligible chair respondents were White, men, and AOA members. Of the 25 AOA members, 18 (72.0%) felt their membership has positively impacted their career. Conclusions We found that the majority of American Surgical Chairs self-identify as white men. The number of men who were AOA was higher than women chairs.
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Affiliation(s)
- Ariana Naaseh
- Department of Surgery, Washington University in St. Louis School of Medicine, St. Louis, MO, USA
| | - Steven Tohmasi
- Department of Surgery, Washington University in St. Louis School of Medicine, St. Louis, MO, USA
| | - Michael J. Stamos
- Department of Surgery, Irvine Medical Center, University of California, Orange, CA, USA
| | - Mehraneh D. Jafari
- Department of Surgery, New York Presbyterian Weill-Cornell Medicine, New York, NY, USA
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18
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Tien M, Saddic LA, Neelankavil JP, Shemin RJ, Williams TM. The Impact of COVID-19 on Racial and Ethnic Disparities in Cardiac Procedural Care. J Cardiothorac Vasc Anesth 2023; 37:732-747. [PMID: 36863983 PMCID: PMC9827732 DOI: 10.1053/j.jvca.2023.01.006] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/17/2022] [Revised: 12/17/2022] [Accepted: 01/05/2023] [Indexed: 01/11/2023]
Abstract
OBJECTIVE The primary objective of this study was to evaluate whether the COVID-19 pandemic altered the racial and ethnic composition of patients receiving cardiac procedural care. DESIGN This was a retrospective observational study. SETTING This study was conducted at a single tertiary-care university hospital. PARTICIPANTS A total of 1,704 adult patients undergoing transcatheter aortic valve replacement (TAVR) (n = 413), coronary artery bypass grafting (CABG) (n = 506), or atrial fibrillation (AF) ablation (n = 785) from March 2019 through March 2022 were included in this study. INTERVENTIONS No interventions were performed as this was a retrospective observational study. MEASUREMENTS AND MAIN RESULTS Patients were grouped based on the date of their procedure: pre-COVID (March 2019 to February 2020), COVID Year 1 (March 2020 to February 2021), and COVID Year 2 (March 2021 to March 2022). Population-adjusted procedural incidence rates during each period were examined and stratified based on race and ethnicity. The procedural incidence rate was higher for White patients versus Black, and non-Hispanic patients versus Hispanic patients for every procedure and every period. For TAVR, the difference in procedural rates between White patients versus Black patients decreased between the pre-COVID and COVID Year 1 (12.05-6.34 per 1,000,000 persons). For CABG, the difference in procedural rates between White patients versus Black, and non-Hispanic patients versus Hispanic patients did not change significantly. For AF ablations, the difference in procedural rates between White patients versus Black patients increased over time (13.06 to 21.55 to 29.64 per 1,000,000 persons in the pre-COVID, COVID Year 1, and COVID Year 2, respectively). CONCLUSION Racial and ethnic disparities in access to cardiac procedural care were present throughout all study time periods at the authors' institution. Their findings reinforce the continuing need for initiatives to reduce racial and ethnic disparities in healthcare. Further studies are needed to fully elucidate the effects of the COVID-19 pandemic on healthcare access and delivery.
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Affiliation(s)
- Michael Tien
- Division of Cardiothoracic Anesthesiology, Department of Anesthesiology and Perioperative Medicine, University of California, Los Angeles, CA
| | - Louis A. Saddic
- Division of Cardiothoracic Anesthesiology, Department of Anesthesiology and Perioperative Medicine, University of California, Los Angeles, CA
| | - Jacques P. Neelankavil
- Division of Cardiothoracic Anesthesiology, Department of Anesthesiology and Perioperative Medicine, University of California, Los Angeles, CA
| | - Richard J. Shemin
- Division of Cardiac Surgery, Department of Surgery, University of California, Los Angeles, CA
| | - Tiffany M. Williams
- Division of Cardiothoracic Anesthesiology, Department of Anesthesiology and Perioperative Medicine, University of California, Los Angeles, CA,Address correspondence to Tiffany M. Williams, MD, PhD, Department of Anesthesiology and Perioperative Medicine, University of California, Los Angeles, 757 Westwood Plaza, Suite 3304, Los Angeles, CA 90095
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19
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Vela AM, Callegari M, Goudy L, Cozzi C, Gibson M, Rooney MJ, Caicedo JC. Analysis of Diversity, Equity, and Inclusion Initiatives Presented Across US Academic Department of Surgery Websites in 2021. J Clin Psychol Med Settings 2022:10.1007/s10880-022-09932-2. [PMID: 36583808 PMCID: PMC9801345 DOI: 10.1007/s10880-022-09932-2] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/12/2022] [Indexed: 12/31/2022]
Abstract
Despite increased attention devoted to diversity, equity, and inclusion (DEI) within academic medicine, representation, lack of workforce and leadership diversity, and bias within medicine remain persistent problems. The purpose of the current study was to understand the current efforts and attention to DEI within academic departments of surgery in the United States. 251 department of surgery websites were reviewed, using a standardized data collection form and scoring procedure, accompanied by a 10 percent fidelity check by an independent reviewer. Only 16% of departments of surgery included DEI-specific information, such as a DEI mission statement or initiatives on their departmental sites, with less than seven percent of departments reporting a DEI committee. Such public information may have implications for recruitment and retention of diverse faculty and trainees, downstream effects for patient care, and could be critical to public accountability to improve diversity and create a culture of equity and inclusion.
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Affiliation(s)
- Alyssa M. Vela
- Department of Surgery, Division and Cardiac Surgery, Northwestern University Feinberg School of Medicine, 676 N. St. Clair, Arkes, 730-336, Chicago, IL 60611 USA
| | - Michelle Callegari
- Department of Surgery, Division of Transplant Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL USA
| | - Leah Goudy
- Department of Surgery, Division of Transplant Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL USA
| | | | - Meg Gibson
- Department of Surgery, Division of Transplant Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL USA
| | - Michael J. Rooney
- Department of Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL USA
| | - Juan Carlos Caicedo
- Department of Surgery, Division of Transplant Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL USA
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20
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Liu X, Zhang L, Ma H, Nan H, Liu R. An Empirical Study of Promotion Pressure among University Teachers in China Using Event History Analysis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:15134. [PMID: 36429853 PMCID: PMC9690900 DOI: 10.3390/ijerph192215134] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/09/2022] [Revised: 11/08/2022] [Accepted: 11/12/2022] [Indexed: 06/16/2023]
Abstract
OBJECTIVE We sought to understand the status of promotion pressure among university teachers in China. This study explored the promotion duration and influencing factors among teachers in different disciplines of the social sciences. METHODS Using event history analysis, this study collected data regarding university teachers of China. The sample included 536 teachers who had been promoted from assistant to associate professor and 243 teachers promoted from associate to full professor. Our results revealed that the overall time required for promotion in the social sciences is relatively long. For those promoted from assistant to associate professor, the mean time for promotion was 14.155 years, with a median of 11 years, while for the transition from associate to full professor, the mean was 13.904 years with a median of nine years. Furthermore, in the survival function of the promotion duration, there is a stage pattern for both assistant to associate professor and associate to full professor. In addition, the Kaplan-Meier results showed that the mean promotion time in economics was the shortest. The Cox regression results indicated that males had a higher chance of promotion than females, and faculty members with doctoral degrees had a higher likelihood of promotion than those without. For those advancing from assistant to associate professor, the university of employment had significant positive effects on promotion. This paper provides empirical support for the current societal concerns regarding promotion pressure among university teachers.
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Affiliation(s)
- Xiaoyan Liu
- School of Languages and Communication Studies, Beijing Jiaotong University, Beijing 100044, China
| | - Lele Zhang
- School of Languages and Communication Studies, Beijing Jiaotong University, Beijing 100044, China
| | - Haowen Ma
- Institute of Communication Studies, Communication University of China, Beijing 100024, China
| | - Haofeng Nan
- School of Law, Guiyang University, Guiyang 550005, China
| | - Ran Liu
- School of Public Health and Management, Wenzhou Medical University, Wenzhou 325035, China
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21
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Shaikh AT, Lall MD, Jalal S, Raja AS, Fares S, Siddiqi J, Khosa F. Trends in Racial and Gender Profiles of United States Academic Emergency Medicine Faculty: Cross-Sectional Survey From 2007 to 2018. J Emerg Med 2022; 63:617-628. [PMID: 36244854 DOI: 10.1016/j.jemermed.2022.07.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2021] [Revised: 06/03/2022] [Accepted: 07/09/2022] [Indexed: 11/05/2022]
Abstract
BACKGROUND Numerous studies have reported existing disparities in academic medicine. The purpose of this study was to assess racial and gender disparity in academic emergency medicine (EM) faculty positions across the United States from 2007 to 2018. OBJECTIVE The primary objective was to identify the racial and ethnic and gender distributions across academic ranks in EM. The secondary objective was to describe the racial and gender proportions across different tenure tracks and degrees. METHODS We conducted a retrospective analysis using data from the Association of American Medical Colleges. Simple descriptive statistics and time series analysis were employed to assess the trends and relationship between race and gender across academic rank, type of degree, and tenure status. RESULTS When averaged, 75% of all faculty members were White physicians and 67.5% were male. Asian faculty members showed an increased representation in the lower academic ranks and underrepresented minority groups demonstrated a small increase. Asian faculty members demonstrated a significantly increasing trend at the level of instructor (t = 0.02; p = 0.034; 95% CI 0.05-1.03). Female faculty members showed a significantly decreasing trend over the study period (t = -0.01; p < 0.001; 95% CI 0.68-0.75). White academic physicians and male faculty members made up most of all degree types and tenure categories. CONCLUSIONS Despite an increase in proportional representation, the underrepresentation of female faculty members and those from minority groups persists in emergency medicine. Further studies are needed to identify and address the root causes of these differences.
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Affiliation(s)
- Ali Tariq Shaikh
- Department of Internal Medicine, United Health Services Hospitals, Johnson City, New York
| | - Michelle D Lall
- Department of Emergency Medicine, Emory University School of Medicine, Atlanta, Georgia
| | - Sabeena Jalal
- Department of Emergency and Trauma Radiology, University of British Columbia, Vancouver General Hospital, Vancouver, British Columbia, Canada
| | - Ali S Raja
- Massachusetts General Hospital and Harvard Medical School, Boston, Massachusetts
| | - Saleh Fares
- Department of Emergency Medicine, Zayed Military Hospital, Abu Dhabi, United Arab Emirates
| | - Javed Siddiqi
- Arrowhead Regional Medical Center, Colton, California
| | - Faisal Khosa
- Department of Radiology, Vancouver General Hospital, University of British Columbia, Vancouver, British Columbia, Canada
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Mutwiri G, Kulanthaivelu R, Yuen J, Hussain M, Jutras M, Deville C, Jagsi R, Khosa F. Gender Differences Among Academic Radiation Oncology National Institutes of Health (NIH) Funding Recipients. Cureus 2022; 14:e28982. [PMID: 36237768 PMCID: PMC9548333 DOI: 10.7759/cureus.28982] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/09/2022] [Indexed: 11/17/2022] Open
Abstract
Purpose The purpose of our study was to evaluate National Institutes of Health (NIH) funding recipients between 2016 and 2019 to determine if there was an association between gender, research productivity, academic rank, leadership positions, and post-graduate awards. Materials and Methods The NIH Research Portfolio Online Reporting Tools Expenditure and Results (RePORTER) website was used to retrieve data for grants in Radiation Oncology from 2016-2019. Demographics and profiles of awardees were retrieved from institutional websites, LinkedIn, and Doximity. Publication metrics were collected through the Scopus database. Mann-Whitney U tests and chi-square analyses were performed to compare and determine associations between gender and other variables. Results Three hundred and forty radiation oncology principal investigators (PIs) were included in this study, of whom 76% were men. Of the 776 total NIH grants awarded, 62% of the grants had a sole male PI and 1% had two or more PIs in which the contact PI and co-PI were women. Between the genders of PIs in this sample, there was no significant difference in highest academic rank, leadership positions (i.e., chair, director, founder, president, and other), and post-graduate honors and awards. Total publications, years of active research, h-index, and m-index were higher amongst men in the professor category but were largely similar between genders in the associate and assistant professor categories. Conclusions The results demonstrate that most NIH grants in radiation oncology were awarded to men. Strategies that increase women in radiation oncology (RO), as well as those that increase NIH grants amongst women may also increase the prevalence of women in senior academic ranks and leadership positions.
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Booth LE, Lo FJ, Davis MA, Spalluto LB, Yee J, Yong-Hing CJ, Murray N, Alwazzan AB, Khosa F. Gender Disparity in Surgical Device Patents: A 5-year Trend From Canada and the United States. J Surg Res 2022; 280:248-257. [PMID: 36027658 DOI: 10.1016/j.jss.2022.07.016] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/29/2022] [Revised: 05/25/2022] [Accepted: 07/11/2022] [Indexed: 11/27/2022]
Abstract
INTRODUCTION Despite an increasing number of women pursuing careers in science, engineering, and medicine, gender disparities in patents persist. This study sought to analyze trends in inventor's gender for surgical device patents filed and granted in Canada and the United States from 2015 to 2019. METHODS This study analyzed patents filed and granted by the Canadian Intellectual Property Office (CIPO) in the category of "Diagnosis; Surgery; Identification" and the United States Patent and Trademark Office (USPTO) in the category of "Surgery" from 2015 to 2019. The gender of the patent applicants was determined using a gender algorithm that predicts gender based on first names. Gender matches with names having a probability of less than 95% were excluded. RESULTS We identified 14,312 inventors on patents filed and 12,737 inventors on patents granted by the CIPO for "Diagnosis; Surgery; Identification". In the USPTO category of "Surgery," we identified 75,890 inventors on patents filed and 44,842 inventors on patents granted. Female inventors accounted for 7%-10% of inventors from 2015 to 2019 for both patents filed and granted. The proportion of female inventors on patents granted was significantly lower than for patents filed for four of the 5 y analyzed for both the USPTO and CIPO. CONCLUSIONS Female representation in surgical device patenting has stagnated, between 7 and 10%, from 2015 to 2019 in Canada and the United States. This underrepresentation of female inventors in surgical device patenting represents sizable gender disparity.
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Affiliation(s)
- Lindsay E Booth
- Faculty of Medicine, University of British Columbia, Kelowna, British Columbia, Canada
| | - Fu Jorden Lo
- Faculty of Medicine, University of British Columbia, Kelowna, British Columbia, Canada
| | - Melissa A Davis
- Department of Radiology and Biomedical Imaging, Yale University, New Haven, Connecticut
| | - Lucy B Spalluto
- Department of Radiology and Radiological Sciences, Vanderbilt University Medical Center, Nashville, Tennessee; Veterans Health Administration-Tennessee Valley Healthcare System Geriatric Research, Education and Clinical Center (GRECC), Nashville, Tennessee
| | - Judy Yee
- Professor and University Chair, Department of Radiology, Albert Einstein College of Medicine, Montefiore Medical Center, New York City, New York
| | - Charlotte J Yong-Hing
- University of British Columbia Radiology, Vancouver, British Columbia, Canada; BC Cancer Vancouver, British Columbia, Canada
| | - Nicolas Murray
- Department of Radiology, Vancouver General Hospital, Vancouver, British Columbia, Canada
| | - Ahmad B Alwazzan
- Department of Obstetrics and Gynecology, King Abdulaziz University, Faculty of Medicine, Jeddah, Saudi Arabia
| | - Faisal Khosa
- Department of Radiology, Vancouver General Hospital, Vancouver, British Columbia, Canada.
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Balanay JAG, Mitchell LD, Richards SL. Racial and Gender Diversity Among Students and Faculty in EHAC-Accredited Environmental Health Sciences Programs: Trend Analysis from 2009 to 2021. ENVIRONMENTAL HEALTH INSIGHTS 2022; 16:11786302221112917. [PMID: 35899223 PMCID: PMC9309757 DOI: 10.1177/11786302221112917] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/15/2022] [Accepted: 06/23/2022] [Indexed: 06/15/2023]
Abstract
Diversity in the environmental health sciences (EHS) workforce is crucial in providing culturally sensitive services to diverse communities. This may be influenced by academic faculty training a diverse student body in the field of environmental health. This study aimed to characterize the diversity of students and faculty in EHS programs accredited by the National Environmental Health Science and Protection Accreditation Council (EHAC). A retrospective analysis was conducted on secondary data obtained from annual surveys administered to program directors in EHAC-accredited academic programs that included both undergraduate and graduate EHS degrees. The database covered surveys on gender and race that were conducted by EHAC for 12 academic years spanning 2009-2010 to 2020-2021. Results show most students (undergraduate and graduate) were female (54.4% and 52.1%, respectively) and white (61.0% and 50.7%, respectively). Increasing trends were observed over the last 12 years (2009-2021) in female undergraduate (from 53.7% to 59.8%) and graduate (from 47.1% to 60.3%) students and in non-white undergraduate students (from 40.0% to 48.2%). Most faculty (teaching in undergraduate and graduate programs) were male (64.4% and 64.3%, respectively) and white (77.9% and 92.1%, respectively). Increasing trends were observed from 2009 to 2021 in female faculty teaching undergraduate (from 27.7% to 42.2%) and graduate (from 31.3% to 42.1%) students. Native American, Alaska Native, Native Hawaiian, and Pacific Islander are consistently the most underrepresented racial groups in both undergraduate and graduate students and faculty. This study provides baseline data on the diversity of students and faculty in EHAC-accredited programs, which is important in informing future research and efforts to increase such diversity. Gender and racial disparity in EHS students and faculty needs to be addressed to provide necessary support to women and non-White constituents by institutional change in culture through active recruitment and by stronger collaboration between professional organizations and minority groups.
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Affiliation(s)
- Jo Anne G Balanay
- Environmental Health Sciences Program,
Department of Health Education and Promotion, College of Health and Human
Performance, East Carolina University, Greenville, NC, USA
| | - Leslie D Mitchell
- National Environmental Health Science
and Protection Accreditation Council (EHAC), Burien, WA, USA
| | - Stephanie L Richards
- Environmental Health Sciences Program,
Department of Health Education and Promotion, College of Health and Human
Performance, East Carolina University, Greenville, NC, USA
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25
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Saboor S, Naveed S, Chaudhary AMD, Safdar B, Khan S, Khosa F. Gender and Racial Disparity Among US Forensic Psychiatry Fellows: Broken System by Default. Psychiatr Q 2022; 93:651-662. [PMID: 35247156 DOI: 10.1007/s11126-022-09972-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/26/2021] [Revised: 12/26/2021] [Accepted: 01/26/2022] [Indexed: 11/29/2022]
Abstract
Diversity enhances the performance of the healthcare system by providing better patient outcomes and reducing physician burnout. In this study, we explored the gender and racial trends in the recruitment of women and racial minorities into forensic psychiatry fellowship programs in the US. Retrospective data analysis was performed by utilizing the data from the Accreditation Council for Graduate Medical Education (ACGME)'s annual Data Resource Books from the year 2007 to 2021. Demographic data, including gender and race, were extracted for forensic psychiatry fellows. The number of female trainees increased significantly to become a majority, i.e., 58.8% of all forensic psychiatry trainees in 2020-2021 were female compared to 27.78% of women forensic psychiatry fellows in 2007-08. Between 2011-12 and 2020-2021, there was a relative increase in White (Non-Hispanic), Asian/Pacific Islander and Black (Non-Hispanic) forensic psychiatry fellows, by 54.75%, 114.4%, and 0.36% respectively. Despite the overall increase in the numbers of ethnic minorities in US psychiatry residency and fellowship programs, racial minorities remain significantly under-represented in forensic psychiatry fellowship programs. We need to revise policies to promote underrepresented minorities in medicine (URMM) in forensic psychiatry.
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Affiliation(s)
- Sundas Saboor
- Public Health Department, Harvard T.H. Chan School of Public Health, Boston, MA, USA
| | - Sadiq Naveed
- Child and Adolescent Psychiatry, Institute of Living, Hartford, CT, USA. .,Institute of Living, 200 Retreat Ave, Hartford, CT, USA.
| | | | - Beenish Safdar
- Psychiatry Department Resident, Elmhurst Hospital Center, Icahn School of Medicine at Mount Sinai, Queens, NY, USA
| | - Sonia Khan
- Frontier Medical and Dental College, Abbottabad, Khyber Pakhtunkhwa, Pakistan
| | - Faisal Khosa
- Radiology Department, University of British Columbia, Vancouver, BC, Canada
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26
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Shah C, Tiwana MH, Chatterjee S, Jain M, Lemanowicz O, Tiwana S, Fares S, Siddiqi J, Alwazzan AB, Khosa F. Sticky Floor and Glass Ceilings in Academic Medicine: Analysis of Race and Gender. Cureus 2022; 14:e24080. [PMID: 35573585 PMCID: PMC9098106 DOI: 10.7759/cureus.24080] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/12/2022] [Indexed: 11/25/2022] Open
Abstract
Purpose This paper examines the changes in the representation of women and racial minorities in academic medicine, compares the proportion of minorities in medicine and the general United States (US) population, and discusses potential explanations for observed trends. Methods A retrospective cross-sectional analysis of the Association of American Medical Colleges (AAMC) database was done and used to collect data on the gender and race of physicians in academic medicine. Data was collected for instructors, assistant professors, associate professors, full professors, and chairpersons from 2007 to 2018, and trends were presented. Results White physicians represented most academic physicians at every academic level, peaking in proportion at 82.74% of chairpersons and were lowest at the level of instructor at 59.30%. A similar distribution existed when gender was compared, with men comprising 84.67% of chairpersons and forming the majority at levels of full, associate, and assistant professors. However, most physicians at the level of instructors are women at 55.44%. Conclusions Though women and racial minorities have gained greater representation in academic medicine over the past decade, high-level academic positions are not as accessible to them. Existing efforts of advocacy for women and minority races have proven fruitful over the past decade, but much more work needs to be done.
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Affiliation(s)
| | - Muhammad H Tiwana
- Epidemiology and Biostatistics, Western University, London, CAN
- Dentistry, Lahore Medical & Dental College, Lahore, PAK
| | | | - Mehr Jain
- Obstetrics and Gynaecology, University of Ottawa, Ottawa, CAN
| | - Ola Lemanowicz
- Medicine, University of British Columbia, Vancouver, CAN
| | - Sabeen Tiwana
- Dentistry, University of British Columbia, Vancouver, CAN
| | - Saleh Fares
- Emergency Medicine, Zayed Military Hospital, Abu Dhabi, ARE
| | - Javed Siddiqi
- Neurosurgery, Desert Regional Medical Center, Palm Springs, USA
- Neurosurgery, Riverside University Health System Medical Center, Moreno Valley, USA
- Neurosurgery, Arrowhead Regional Medical Center, Colton, USA
- Neurosurgery, California University of Science and Medicine, Colton, USA
| | - Ahmed B Alwazzan
- Obstetrics and Gynecology, King Abdulaziz University, Jeddah, SAU
| | - Faisal Khosa
- Radiology, Vancouver General Hospital, Vancouver, CAN
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Jain A, Nichols G, Tarabishy S, Scomacao I, Herrera FA. A Comparison of Applicant and Resident Physician Demographics Among Surgical Subspecialties From 2009 to 2019: Trends in Gender and Underrepresented Minorities in Medicine. Ann Plast Surg 2022; 88:451-459. [PMID: 34711732 DOI: 10.1097/sap.0000000000003041] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Abstract
BACKGROUND The purposes of this study were to compare applicant statistics to resident physician demographics among several surgical subspecialties (SSSs), to identify trends of gender and underrepresented minorities in medicine (UIM), and to evaluate current diversity among these specialties. METHODS Graduate medical education reports from 2009 to 2019 were queried to determine trends among programs. Further identification of gender and UIM statistics was obtained in 4 several SSSs: integrated plastic surgery, orthopedic surgery (OS), otolaryngology surgery (ENT), and neurosurgery (NS). These were compared with Association of American Medical Colleges data of residency applicants for the respective years. RESULTS Significant differences were seen among gender and UIM(s) of the applicant pool when compared with resident data. All specialties had significantly fewer American Indian and African American residents compared with applicants. Significant differences between applicants and residents were also found among Hispanic, Native Hawaiian, and female demographics. All SSSs had a significant positive trend for the percentage of female residents. Significant differences between specialties were identified among African American, Hispanic, and female residents. Orthopedic surgery and NS had significantly higher percentage of African American residents compared with ENT and integrated plastic surgery. Neurosurgery had significantly higher percentage of Hispanic residents compared with OS and ENT. Integrated plastic surgery and ENT had significantly higher percentage of female residents compared with OS and NS. CONCLUSIONS There has been significant increase in number of residency programs and resident positions since 2009. However, increase in female residents and UIM(s) among SSSs has not matched the pace of growth.
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Affiliation(s)
| | - Georgina Nichols
- Division of Plastic Surgery, Medical University of South Carolina
| | - Sami Tarabishy
- Division of Plastic Surgery, Medical University of South Carolina
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28
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Siddiqui RS, Chaudhary SG, Shahzad M, Anwar I, Hussain A, Ahmed N, Abhyankar SH, Shune L, Hematti P, Male H, Khosa F, Lin T, McGuirk JP, Callander NS, Mushtaq MU. Gender disparities in the National Institutes of Health funding for hematologic malignancies and cellular therapies. Leuk Lymphoma 2022; 63:1708-1713. [PMID: 35142581 DOI: 10.1080/10428194.2022.2038378] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Abstract
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.
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Affiliation(s)
- Raheel Sufian Siddiqui
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA.,Department of Internal Medicine, Icahn School of Medicine at Mount Sinai/New York City Health and Hospitals/Queens, Jamaica, NY, USA
| | - Sibgha Gull Chaudhary
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Moazzam Shahzad
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA.,Department of Medicine, St Mary's Medical Center, Huntington, WV, USA
| | - Iqra Anwar
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Ali Hussain
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Nausheen Ahmed
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Sunil Hari Abhyankar
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Leyla Shune
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Peiman Hematti
- Division of Hematology/Oncology, University of Wisconsin School of Medicine & Public Health, Madison, WI, USA
| | - Heather Male
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Faisal Khosa
- Department of Radiology, University of British Columbia, Vancouver, Canada
| | - Tara Lin
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Joseph Patrick McGuirk
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
| | - Natalie Scott Callander
- Division of Hematology/Oncology, University of Wisconsin School of Medicine & Public Health, Madison, WI, USA
| | - Muhammad Umair Mushtaq
- Division of Hematologic Malignancies and Cellular Therapeutics, University of Kansas Medical Center, Kansas City, KS, USA
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29
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Tiwana MH, Sverdlichenko I, Xuan L, Jalal S, Tiwana S, Khawaja F, Khosa F. Gender Differences in Faculty Rank and Leadership Positions Among Physician Biochemistry Faculty in North America: A Retrospective, Cross-Sectional Study. Cureus 2021; 13:e20731. [PMID: 35111424 PMCID: PMC8790716 DOI: 10.7759/cureus.20731] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/25/2021] [Indexed: 11/05/2022] Open
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30
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Gondwe T, Herbach E, Cvitanovich M, Begay J, Santee E, Buzzacott P, Hidalgo B. Racial/Ethnic Distribution of Graduates from Doctorate and Masters Epidemiology Degree Programs in the United States, 2008 to 2018. Ann Epidemiol 2021; 68:32-36. [PMID: 34952203 DOI: 10.1016/j.annepidem.2021.12.004] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/16/2021] [Revised: 11/03/2021] [Accepted: 12/01/2021] [Indexed: 11/01/2022]
Abstract
PURPOSE To identify trends in racial and ethnic diversity of epidemiology graduate degree recipients in the U.S. between academic years 2008 to 2018. METHODS National-level data from the National Center for Education Statistics was analyzed to assess the change in proportions of epidemiology degrees conferred to each racial/ethnic group - American Indian or Alaska Native; Asian, Native Hawaiian or Other Pacific Islander; Black or African American; Hispanic or Latino; White; and two or more races- over two time periods, Fall 2007- Spring 2012 (Period 1) and Fall 2012 - Spring 2018 (Period 2). RESULTS During Period 1, 3837 epidemiology graduate degrees were conferred, and 6960 in Period 2. Within race/ethnicity groups, there was a statistically significant increase in graduate epidemiology degrees awarded over the two time periods to students of Hispanic or Latino ethnicity, and to students reporting two or more races. The proportion of degrees awarded to non-White students in aggregate increased by 4.7 percentage points, from 33.5% to 38.2%, while awards to White students decreased by the same amount. CONCLUSIONS Overall, the racial/ethnic diversity of epidemiology graduates in the U.S. increased between 2008 and 2018, however, further efforts are needed to increase awards within some racial minority subgroups.
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Affiliation(s)
- Tamala Gondwe
- Department of Epidemiology, Rollins School of Public Health, Emory University, Atlanta, GA
| | - Emma Herbach
- Department of Epidemiology, College of Public Health, University of Iowa, Iowa City, IA
| | | | - Joel Begay
- LEAD Center, Colorado School of Public Health, Aurora, CO
| | | | - Peter Buzzacott
- School of Nursing, Midwifery and Paramedicine Health Sciences, Faculty of Health Sciences, Curtin University, Perth, Western Australia
| | - Bertha Hidalgo
- Department of Epidemiology, School of Public Health University of Alabama at Birmingham, Birmingham, AL.
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31
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Yu AYL, Iwai Y, Thomas SM, Beasley GM, Sudan R, Fayanju OM. Trends in Racial, Ethnic, and Sex Representation Among Surgical Faculty Members and Medical Students in the US, 2011-2020. JAMA Surg 2021; 156:1177-1179. [PMID: 34689187 DOI: 10.1001/jamasurg.2021.4904] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022]
Affiliation(s)
| | - Yoshiko Iwai
- University of North Carolina School of Medicine, Chapel Hill
| | - Samantha M Thomas
- Biostatistics Shared Resource Core, Duke Cancer Institute, Durham, North Carolina
| | - Georgia M Beasley
- Department of Surgery, Duke University School of Medicine, Durham, North Carolina
| | - Ranjan Sudan
- Department of Surgery, Duke University School of Medicine, Durham, North Carolina
| | - Oluwadamilola M Fayanju
- Department of Surgery, Duke University School of Medicine, Durham, North Carolina.,Now with Department of Surgery, Perelman School of Medicine, University of Pennsylvania, Philadelphia.,Now with Rena Rowan Breast Center, Abramson Cancer Center, Penn Medicine, Philadelphia, Pennsylvania.,Now with Penn Center for Cancer Care Innovation, University of Pennsylvania, Philadelphia
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32
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Olive JK, Mansoor S, Simpson K, Cornwell LD, Jimenez E, Ghanta RK, Groth SS, Burt BM, Rosengart TK, Coselli JS, Preventza O. Demographic Landscape of Cardiothoracic Surgeons and Residents at United States Training Programs. Ann Thorac Surg 2021; 114:108-114. [PMID: 34454903 DOI: 10.1016/j.athoracsur.2021.07.076] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/07/2021] [Revised: 06/29/2021] [Accepted: 07/20/2021] [Indexed: 11/01/2022]
Abstract
BACKGROUND Recruiting and promoting women and racial/ethnic minorities could help enhance diversity and inclusion in the academic cardiothoracic (CT) surgery workforce. However, the demographics of trainees and faculty at US training programs have not yet been studied. METHODS Traditional, integrated (I-6), and fast-track (4+3) programs listed in the Accreditation Council for Graduate Medical Education (ACGME) public database were analyzed. Demographics of trainees and surgeons, including gender, race/ethnicity, subspecialty, and academic appointment (if applicable), were obtained from ACGME Data Resource Books, institutional websites, and public profiles. Chi-square and Cochran-Armitage trend tests were performed. RESULTS In July 2020, 78 institutions had at least one CT surgery training program; 40 (51%) had only a traditional program, 20 (26%) traditional and I-6, 6 (8%) all three types of program, and 4 (5%) only I-6. The proportion of female trainees increased significantly from 2011 to 2019 (19% vs 24%, p<0.001), with female I-6 trainees outnumbering female traditional trainees since 2018. Significant increases by race/ethnicity were observed overall and by program type, notably for Asians and Hispanics in I-6 programs and Blacks in traditional programs. Finally, of the 1,175 CT surgeons identified, 633 (54%) were adult cardiac surgeons, 360 (37%) assistant professors, 116 (10%) women, and 33 (3%) Black. CONCLUSIONS The demographic landscape of CT surgery trainees and faculty across multiple training pathways reflects increasing representation by gender and race/ethnicity. However, we must continue to work toward equitable representation in the workforce to benefit the diverse patients we treat.
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Affiliation(s)
| | | | - Katherine Simpson
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Lorraine D Cornwell
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Ernesto Jimenez
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Ravi K Ghanta
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Shawn S Groth
- Division of General Thoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Bryan M Burt
- Division of General Thoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Todd K Rosengart
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Joseph S Coselli
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas; Department of Cardiovascular Surgery, Texas Heart Institute, Houston, Texas
| | - Ourania Preventza
- Division of Cardiothoracic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas; Department of Cardiovascular Surgery, Texas Heart Institute, Houston, Texas.
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33
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Azizi H, Abdellatif W, Nasrullah M, Ali S, Ding J, Khosa F. Leadership gender disparity in the fifty highest ranking North American universities: Thematic analysis under a theoretical lens. Postgrad Med J 2021; 98:705-709. [PMID: 37062973 DOI: 10.1136/postgradmedj-2020-139615] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2020] [Accepted: 06/05/2021] [Indexed: 11/03/2022]
Abstract
BACKGROUND Despite changes in the discourse around gender distributions within academic leadership, women continue to be under-represented in academia. Our study aims to identify the extent of gender disparity in the academic leadership in the top 50 North American universities and to critically analyse the contributing factors through a comprehensive theoretical framework. METHODS We adopted the theoretical framework of leadership continuum model. A retrospective analysis of the gender of the leadership ranks was conducted between December 2018 and March 2019 for the top 50 universities in North America (2019 Quacquarelli Symonds World University Ranking system). The leadership hierarchy was classified into six tiers. RESULTS A total of 5806 faculty members from 45 US and five Canadian universities were included. Women were overall less likely to be in a senior leadership role than men (48.7% vs 51.3%; p value=0.05). Women accounted for fewer positions than men for resident/chancellor (23.8% vs 76.2%; p value<0.001), vice-president/vice-chancellor (36.3% vs 63.7%; p value<0.001), vice provost (42.7% vs 57.3%; p value=0.06), dean (38.5% vs 61.5%; p value<0.001) and associate dean (48.2% vs 51.8%; p-value=0.05). Women however were in a greater proportion in the assistant dean positions (63.8% vs 36.2%; p value<0.001). CONCLUSION Leadership gender imbalance is trans-organisational and transnational within the top 50 universities of North America and progressively widens towards the top leadership pyramid. This correlates with the lack of women leadership progress and sustainability in later cycles of the leadership continuum model (beyond assistant dean).
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Affiliation(s)
- Hawmid Azizi
- Department of Medicine, The University of British Columbia, Vancouver, British Columbia, Canada
| | - Waleed Abdellatif
- Department of Radiology, The University of British Columbia, Vancouver, British Columbia, Canada
| | - Muazzam Nasrullah
- Injury Control Research Center, West Virginia University, Morgantown, West Virginia, USA
| | - Shozab Ali
- Center for Healthcare Advancement and Outcomes, Baptist Health South Florida, Coral Gables, Florida, USA.,Herbert Wertheim College of Medicine, Florida International University, Miami, Florida, USA
| | - Jeffrey Ding
- Faculty of Medicine, The University of British Columbia, Vancouver, British Columbia, Canada
| | - Faisal Khosa
- Department of Radiology, The University of British Columbia, Vancouver, British Columbia, Canada
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34
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Fraher EP. The evolving sex, race, and ethnic composition of the surgical workforce: North Carolina is a bellwether of national change. Surgery 2021; 170:1285-1287. [PMID: 33757647 DOI: 10.1016/j.surg.2021.02.012] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/02/2021] [Accepted: 02/04/2021] [Indexed: 10/21/2022]
Abstract
BACKGROUND North Carolina, as a state with a significant Black population and fast-growing Hispanic population, serves as bellwether of demographic changes nationally and the challenges facing the nation to recruit and retain a general surgery workforce that mirrors the population. METHODS Annual licensure data from the North Carolina Medical Board were analyzed between 2004 and 2019. Physicians self-reporting a specialty of abdominal surgery, critical care surgery, colon and rectal surgery, general surgery, trauma surgery, proctology, and surgical oncology were categorized as general surgeons. RESULTS Female surgeons made the most gains from 2004, at just 8% of the workforce in 2004 to 26% of the workforce in 2019. Over the same period, Black surgeons increased from just 5% to 6% of the workforce, with those gains largely represented by Black female surgeons. Almost half of North Carolina's Black physicians are aged 46 and 55 and will be nearing retirement in the coming decade. Nearly two-thirds (64%) of Hispanic general surgeons were 45 or younger, and one-third of these young surgeons were international medical graduates. CONCLUSION Although the general surgery workforce in North Carolina is slowly diversifying, growth in the Black surgeon workforce has stagnated in the last 15 years at levels much lower than their representation in the population. More research is needed on the individual and life course phenomena that drive this underrepresentation.
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Affiliation(s)
- Erin P Fraher
- Departments of Family Medicine and Surgery, Cecil G. Sheps Center for Health Services Research, University of North Carolina at Chapel Hill, NC.
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