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Shah NR, Ochoa B, Eldredge RS, Hirschl RB, Henry MC, van Leeuwen K. The Only Constant is Change: A Longitudinal Analysis of Women's Representation Across American Pediatric Surgical Association (APSA) Committee Leadership. J Pediatr Surg 2024:161901. [PMID: 39317570 DOI: 10.1016/j.jpedsurg.2024.161901] [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: 08/21/2024] [Accepted: 09/03/2024] [Indexed: 09/26/2024]
Abstract
BACKGROUND Women have historically been underrepresented in surgical leadership and in specialty organizations. This study longitudinally examines representation of women across committee leadership within the American Pediatric Surgical Association (APSA). METHODS Annual APSA committee chair and vice-chair rosters (2003-2023) were obtained. If not self-reported in the membership roster, gender was classified based upon review of publicly available data. Proportions of women who served as chairs and vice-chairs were quantified by committee and by year. RESULTS Overall, the proportion of women serving as APSA committee chairs and vice-chairs increased from 11% to 48% during the study period (p = 0.001). In examining each position, the proportion of women chairs increased from 12% to 40% (p = 0.042), while women vice-chairs increased from 10% to 58% (p = 0.009). The committees with the highest cumulative proportion of women chairs were Benjy Brooks (100%), Diversity Equity & Inclusion (100%), Finance (100%), Global Pediatric Surgery (67%), and Wellness (67%). Four committees- Trauma, Access to Surgery for Kids, Practice, and Professional Development - were not led by a woman chair in the entire study period. Additionally, five committees that traditionally have had significant impact on organizational workflow and agendas all had cumulative proportions of women chairs of less than 50% - Education (33%), Publications (28.6%), Outcomes (19%), Surgical Quality & Safety (18.8%) and Program (9.5%). CONCLUSION These results demonstrate encouraging trends in the gender diversity of APSA leadership. However, this progress does not appear to be evenly distributed; leadership of key committees continues to lack substantial women's representation. LEVEL OF EVIDENCE III.
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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.
| | - Brielle Ochoa
- Phoenix Children's, Department of Pediatric Surgery, 1919 E. Thomas Rd, Phoenix, AZ 85016, USA
| | - R Scott Eldredge
- Phoenix Children's, Department of Pediatric Surgery, 1919 E. Thomas Rd, Phoenix, AZ 85016, USA
| | - Ronald B Hirschl
- 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
| | - Kathleen van Leeuwen
- Phoenix Children's, Department of Pediatric Surgery, 1919 E. Thomas Rd, Phoenix, AZ 85016, USA
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Jin MX, Kidwai AZ, Wu MJ, Frageau J, Tan K, Keir G, Amoateng EJ, Feigin K. Radiology advocacy: Promoting collaboration between trainees and professional societies. Curr Probl Diagn Radiol 2024; 53:445-448. [PMID: 38508976 DOI: 10.1067/j.cpradiol.2024.03.007] [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: 02/02/2024] [Accepted: 03/07/2024] [Indexed: 03/22/2024]
Abstract
From mammographic screening guidelines to resident work hour regulations, public policy affects every aspect of the practice of radiology and ultimately determines how radiological care is delivered to patients. Shaping public policy through advocacy is therefore critical to ensure patient access to equitable, high-quality radiological care. In advocacy, individual practicing radiologists and radiology trainees can increase the scope of their influence by collaborating with professional radiology societies. When radiology trainees participate in organized radiology advocacy, they learn about regulatory and legislative issues that will affect their careers, and they learn how to effect policy change. Radiology societies in turn benefit from trainee involvement, as engaging trainees early in their careers leads to more robust future participation and leadership. To encourage trainee involvement, radiology societies can engage individual residency programs and medical student radiology interest groups, invest in trainee-focused events, and maximize the number of positions of responsibility open to trainees. To circumvent the barriers to participation that many trainees face, radiology societies can make meeting proceedings free and available through virtual mediums. Through active collaboration, trainees and professional societies can help assure a bright future for radiologists and patients in need of radiological care.
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Affiliation(s)
- Michael X Jin
- Department of Radiology, Stony Brook University, 101 Nicolls Rd Level 4, Stony Brook, NY 11794, United States
| | - Ali Z Kidwai
- Department of Radiology, Stony Brook University, 101 Nicolls Rd Level 4, Stony Brook, NY 11794, United States.
| | - Matthew J Wu
- Department of Radiology, Stony Brook University, 101 Nicolls Rd Level 4, Stony Brook, NY 11794, United States
| | - James Frageau
- Department of Radiology, Stony Brook University, 101 Nicolls Rd Level 4, Stony Brook, NY 11794, United States
| | - Kevin Tan
- Department of Radiology, Stony Brook University, 101 Nicolls Rd Level 4, Stony Brook, NY 11794, United States
| | - Graham Keir
- Department of Radiology, Northwell Health System, Manhasset, NY 11030, United States
| | - Emmanuel Jnr Amoateng
- Department of Medicine, SUNY Downstate Health Sciences University, Brooklyn, NY 11203, United States
| | - Kimberly Feigin
- Department of Radiology, Memorial Sloan Kettering Cancer Center, New York, NY 10065, United States
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Gardezi M, Silber E, Levi J. Female leadership representation within otolaryngology specialty societies. Am J Otolaryngol 2024; 45:104270. [PMID: 38581775 DOI: 10.1016/j.amjoto.2024.104270] [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: 09/22/2023] [Revised: 03/24/2024] [Accepted: 03/26/2024] [Indexed: 04/08/2024]
Abstract
OBJECTIVES Determine if women have continued parity in leadership in otolaryngology specialty societies as compared to a paper by Choi and Miller in 2012. Additionally, we wanted insight into obstacles female leaders faced by surveying them directly to better understand their experiences with gender bias. METHODS Chi-squared test evaluation was done using the American Academy of Otolaryngology Head and Neck Surgery (AAOHNS) 2020 membership data and directly from various otolaryngology specialty societies. An anonymous survey to assess different experiences of leaders in various Otolaryngology specialty societies was sent to current and past leaders of specialty societies via email. Survey data was assessed using descriptive statistics and multivariate logistical analyses. STUDY DESIGN Cross-sectional study and survey study. RESULTS Female members comprised 19.3 % of practicing AAOHNS otolaryngologists. All societies had proportionate female leadership representation except for AAOA, which had greater representation. Compared to data from 10 years ago, female representation in all the societies' leadership has not changed significantly. Survey results demonstrated 64.9 % of respondents felt gender bias exists in Otolaryngology. 45.6 % of respondents personally experienced gender bias during their careers. Survey results showed males are less likely to experience gender bias. CONCLUSION There is stability in the proportion of women in otolaryngology leadership positions compared to a decade ago largely due to efforts of leaders in the field. However, women leaders note experiencing gender bias and time away from clinical duties are prospective areas where support can be given. LEVEL OF EVIDENCE: 3
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Affiliation(s)
- Mina Gardezi
- Boston University Chobanian & Avedisian School of Medicine, Boston, MA, United States of America; Otolaryngology Head and Neck Surgery, Boston Medical Center, Boston, MA, United States of America.
| | - Elizabeth Silber
- Otolaryngology Head and Neck Surgery, Boston Medical Center, Boston, MA, United States of America
| | - Jessica Levi
- Otolaryngology Head and Neck Surgery, Boston Medical Center, Boston, MA, United States of America
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Schabort I, Gerven PWMV. Selection of international medical graduates into postgraduate training positions in Canada. Who applies? Who is selected? CANADIAN MEDICAL EDUCATION JOURNAL 2024; 15:49-53. [PMID: 38827906 PMCID: PMC11139780 DOI: 10.36834/cmej.76441] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Indexed: 06/05/2024]
Abstract
Background International medical graduates (IMGs) are an essential part of the Canadian physician workforce. Considering current pressures on the health care system, an update regarding application numbers and match rates for IMGs to postgraduate positions in Canada is needed. Methods We conducted a quantitative cross-sectional study to explore the characteristics of IMGs who are currently applying to the Canadian Residency Matching Service (CaRMS) positions to gain a broad understanding of the composition of this group and the factors associated with successful matching. Results Out of 1,725 applicants in 2019, 14.1% matched on the first attempt and 6.4% after two to three attempts. Only 22.7% matched with a position (57.6% women). Applicants submitted an average 19.6 site/program applications. The percentage of IMGs matched did not statistically differ by gender. The relationship between the year of graduation or geographic area of medical school qualified and matching was significant for the first and second iterations, with current-year graduates and Oceania/Pacific Islands applicants more likely to match. Conclusions This study provided us with accurate numbers and information about the Canadians studying abroad and IMG groups applying, and factors associated with being matched to the IMG positions through CaRMS, which will be instrumental in informing future selection implications for Canada.
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Mishra K, Kovoor JG, Gupta AK, Bacchi S, Lai CS, Stain SC, Maddern GJ. Evolving challenges of leadership in surgery to improve inclusivity, representation, and well-being. Br J Surg 2023; 110:1723-1729. [PMID: 37758505 DOI: 10.1093/bjs/znad274] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2023] [Revised: 06/18/2023] [Accepted: 08/08/2023] [Indexed: 10/03/2023]
Abstract
BACKGROUND Leadership is a complex and demanding process crucial to maintaining quality in surgical systems of care. Once an autocratic practice, modern-day surgical leaders must demonstrate inclusivity, flexibility, emotional competence, team-building, and a multidisciplinary approach. The complex healthcare environment challenges those in leadership positions. The aim of this narrative review was to consolidate the major challenges facing surgeons today and to suggest evidence-based strategies to support surgical leaders. METHODS Google Scholar, PubMed, MEDLINE, and Ovid databases were searched to review literature on the challenges faced by surgical leaders. The commonly identified areas that compromise inclusivity and productive leadership practices were consolidated into 10 main subheadings. Further research was conducted using the aforementioned databases to outline the importance of addressing such challenges, and to consolidate evidence-based strategies to resolve them. RESULTS The importance of increasing representation of marginalized groups in leadership positions, including women, ethnic groups, the queer community, and ageing professionals, has been identified by surgical colleges in many countries. Leaders must create a collegial environment with proactive, honest communication and robust reporting pathways for victims of workplace harassment. The retention of diverse, empowering, and educating leaders relies on equitable opportunities, salaries, recognition, and support. Thus, it is important to implement formal training and mentorship, burnout prevention, conflict management, and well-being advocacy. CONCLUSION There are two aspects to addressing challenges facing surgical leadership; improving advocacy by and for leaders. Systems must be designed to support surgical leaders through formal education and training, meaningful mentorship programmes, and well-being advocacy, thus enabling them to proactively and productively advocate and care for their patients, colleagues, and professional communities.
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Affiliation(s)
- Kritika Mishra
- Flinders University, Adelaide, South Australia, Australia
- Royal Adelaide Hospital, Adelaide, South Australia, Australia
| | - Joshua G Kovoor
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Royal Australasian College of Surgeons, Adelaide, South Australia, Australia
| | - Aashray K Gupta
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Gold Coast University Hospital, Gold Coast, Queensland, Australia
| | - Stephen Bacchi
- Royal Adelaide Hospital, Adelaide, South Australia, Australia
- University of Adelaide, Adelaide, South Australia, Australia
- Flinders Medical Centre, Adelaide, South Australia, Australia
| | - Christine S Lai
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Royal Australasian College of Surgeons, Adelaide, South Australia, Australia
| | - Steven C Stain
- Department of Surgery, Lahey Hospital and Medical Center, Burlington, Massachusetts, USA
| | - Guy J Maddern
- Discipline of Surgery, University of Adelaide, Queen Elizabeth Hospital, Adelaide, South Australia, Australia
- Royal Australasian College of Surgeons, Adelaide, South Australia, Australia
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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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Smith SM, Parkash V. Normalized "medical inferiority bias" and cultural racism against international medical graduate physicians in academic medicine. Acad Pathol 2023; 10:100095. [PMID: 37767366 PMCID: PMC10520300 DOI: 10.1016/j.acpath.2023.100095] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2023] [Revised: 06/28/2023] [Accepted: 08/05/2023] [Indexed: 09/29/2023] Open
Abstract
Socio-historical barriers remain a concern in Academic Medicine. Regrettably, despite the modern cultural era defined by increased recognition and response to such issues, widespread covert barriers and misperceptions continue to limit the advancement of many, in particular, international medical graduate physicians (IMGs) who represent a significant proportion of the US physician workforce. Adversity is experienced in the form of cultural racism, affinity bias, and underrepresentation in distinct specialties as well as in leadership roles. Often, these unnecessary hardships exacerbate pre-existing discrimination in Academic Medicine, further marginalizing IMGs. In this article, we discuss the prevalence of "medical inferiority bias" and the resulting impact on US healthcare, specifying considerations to be made from a policy perspective.
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Affiliation(s)
- Stephen M. Smith
- Department of Laboratory Medicine & Pathobiology at Toronto General Hospital, University Health Network, Toronto, Ontario, Canada
- Laboratory Medicine and Pathobiology at the University of Toronto, Toronto, Ontario, Canada
| | - Vinita Parkash
- Yale University School of Medicine, New Haven, CT, USA
- Yale New Haven Hospital, New Haven, CT, USA
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Amaya S, Andrade López MJ, Bernal Salazar TA, Reyes LP, Gaiser R. Anesthesiology Interest Groups: An Opportunity for International Medical Graduate Professional Growth. Anesth Analg 2023; 137:794-799. [PMID: 37712472 DOI: 10.1213/ane.0000000000006659] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 09/16/2023]
Affiliation(s)
- Sebastian Amaya
- From the Anesthesiology and Critical Care Interest Group UEB, Universidad El Bosque Colombian School of Medicine, Bogotá, Colombia
| | - María J Andrade López
- From the Anesthesiology and Critical Care Interest Group UEB, Universidad El Bosque Colombian School of Medicine, Bogotá, Colombia
| | - Tatiana A Bernal Salazar
- From the Anesthesiology and Critical Care Interest Group UEB, Universidad El Bosque Colombian School of Medicine, Bogotá, Colombia
| | - Lina P Reyes
- From the Anesthesiology and Critical Care Interest Group UEB, Universidad El Bosque Colombian School of Medicine, Bogotá, Colombia
| | - Robert Gaiser
- Department of Anesthesiology, Yale New Haven Hospital, New Haven, Connecticut
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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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Steele M, Gianakos AL, Stamm MA, Mulcahey MK. Diversity in Orthopaedic Sports Medicine Societies. Arthrosc Sports Med Rehabil 2023; 5:100752. [PMID: 37645393 PMCID: PMC10461193 DOI: 10.1016/j.asmr.2023.06.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/07/2022] [Revised: 06/01/2023] [Accepted: 06/02/2023] [Indexed: 08/31/2023] Open
Abstract
Purpose The purpose of this study was to report demographic trends in terms of ethnicity/race and gender among the membership and leadership positions of the Arthroscopy Association of North America (AANA) and the American Orthopaedic Society of Sports Medicine (AOSSM). Over the years both AANA and AOSSM will increase in diversity through their committee membership and leadership positions. Methods AANA and AOSSM membership and leadership were reviewed for the years 2010, 2015, and 2020. Race/ethnicity was divided into Caucasian, Asian, African American (AA), Hispanic/Latin/South American (HLSA), and Middle Eastern (ME). Gender was limited to male or female, based on name and photographic depiction. Results Diversity in AANA and AOSSM committee and leadership positions is summarized in Table 1 and Table 2, respectively. In 2010, 166/191 (87%) AANA committee members were Caucasian, as compared with 125/186 (67%) in 2020. Asian committee members were similar in 2010 (13/191, 7%) and 2015 (13/216, 6%) but increased to 17/186 (10%) in 2020. HLSA committee members increased from 5/191 (3%) 2010 to 11/186 (6%) in 2020. AA committee membership increased from 2/191 (1%) in 2010 to 5/186 (3%) in 2020. The diversity of AANA Board of Director leadership positions increased, with Caucasian representation decreasing from 14/14 (100%) 2010 to 11/12 (92%) in 2020 and Asian representation increasing from 0% in 2010 to 1/12 (8%) in 2020, with HLSA, AA and ME remaining the same with 0/12 (0%). In AANA, men comprised 181/191 (95%) committee members in 2010 and 166/186 (89%) in 2020. The percentage of female committee members increased from 10/191 (5%) in 2010 to 20/186 (11%) in 2020. In 2010, 73/79 (92%) AOSSM committee members were Caucasian compared to 62/81 (77%) in 2020 with AA having the largest increase in committee members from 0% in 2010 to 6/81 (7%) in 2020 (Table 2). Within AOSSM, men comprised 73/79 (92%) committee members in 2010 and 70/81 (86%) in 2020. The percentage of female committee members in AOSSM increased from 6/79 (8%) in 2010 to 11/81 (14%) in 2020. Conclusion There has been a progressive trend toward increasing diversity in both committee membership and leadership positions in AANA and AOSSM from 2010 to 2020. Within AANA, there has been a decrease in the Caucasian representation from 87% in 2010 to 67% in 2020 and an increase in the female representation from 5% in 2010 to 11% in 2020. AOSSM demonstrated a similar trend, with Caucasian representation decreasing from 92% in 2010 to 77% in 2020, in addition to female percentage increasing from 8% in 2010 to 14% in 2020. Although there has been an increase in representation of minority and female orthopaedic surgeons within both societies, there is still room for more diversity and inclusion within committee membership and leadership. It is important to progress toward the understanding of the changes that need to be made and work to implement opening the field of orthopaedic sports medicine.
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Affiliation(s)
- Malia Steele
- Tulane University, New Orleans, Louisiana, U.S.A
| | | | - Michaela A. Stamm
- Harvard-Massachusetts General Hospital, Boston, Massachusetts, U.S.A
| | - Mary K. Mulcahey
- Harvard-Massachusetts General Hospital, Boston, Massachusetts, U.S.A
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Patel H, Breeding T, Inouye M, Hoops H, Elkbuli A. Breaking barriers and advancing diversity, equity, and inclusion in trauma and acute care surgery: A current perspective. J Trauma Acute Care Surg 2023; 94:e42-e45. [PMID: 36941230 DOI: 10.1097/ta.0000000000003966] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/23/2023]
Abstract
ABSTRACT The importance of diversity, equity, and inclusion (DEI) in trauma and acute care surgery (ACS) has become increasingly apparent in the field of medicine. Despite the growing diversity of the patient population, the surgical specialty has traditionally been dominated by White males. This involves increasing the representation of diverse individuals in leadership positions, professional societies, scholarships, graduate education, and practicing physicians. This opinion piece aims to address the gaps in the literature regarding DEI in trauma and acute care surgery and highlight the issues related to the workforce, gender gap, patient outcomes, and health services. To effectively guide DEI interventions, it is essential to capture patient-reported experience data and stratify outcomes by factors including race, ethnicity, ancestry, language, sexual orientation, and gender identity. Only then can generalizable findings effectively inform DEI strategies. Using validated measurement tools, it is essential to conduct these assessments with methodological rigor. Collaboration between health care institutions can also provide valuable insights into effective and ineffective intervention practices through information exchange and constructive feedback. These recommendations aim to address the multifactorial nature of health care inequities in trauma and ACS. However, successful DEI interventions require a deeper understanding of the underlying mechanisms driving observed disparities, necessitating further research. LEVEL OF EVIDENCE Level V.
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Affiliation(s)
- Heli Patel
- From the NOVA Southeastern University, Kiran Patel College of Allopathic Medicine (H.P., T.B.), Fort Lauderdale, Florida; John A. Burns School of Medicine (M.I.), Honolulu, Hawaii; Division of Trauma, Critical Care, Department of Surgery, (H.H.), and Acute Care Surgery, Oregon Health & Sciences University, Portland, Oregon; Division of Trauma and Surgical Critical Care, Department of Surgery, (A.E.), Orlando Regional Medical Center, Orlando, Florida; Department of Surgical Education (A.E.), Orlando Regional Medical Center, Orlando, Florida
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Sharif-Askary B, Abdou SA, Charipova K, Sears ED, Giladi AM. Evaluating the Role of Mentorship in Career Advancement: A Survey of Women in Academic Hand Surgery. J Hand Surg Am 2023:S0363-5023(23)00024-2. [PMID: 36841663 DOI: 10.1016/j.jhsa.2022.12.015] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/28/2022] [Revised: 12/07/2022] [Accepted: 12/20/2022] [Indexed: 02/27/2023]
Abstract
PURPOSE Despite the increasing percentage of women within the American Society for Surgery of the Hand, women remain underrepresented within leadership in academic hand surgery. Although this disparity in leadership representation may be improving, we aimed to investigate the role mentorship plays in advancing women in academic hand surgery. METHODS This is a survey-based, mixed-methods study. A written survey assessing themes in personal and professional experiences with mentorship was sent to hand fellowship-trained women. Inclusion criteria were the completion of a hand fellowship and current affiliation with an academic institution. An evolved grounded theory framework was used to evaluate the responses. Themes were identified based on common responses. RESULTS Of 186 eligible participants, 144 (85.2%) received the survey. The response rate was 48.6%. Respondents indicated that residency was the stage at which mentorship was most impactful (n = 25, 37%), and half of the respondents identified their desire to work in academic hand surgery during residency (n = 35, 50%). Obstacles to finding a mentor included lack of availability (n = 46, 67.7%), hesitance in searching for a mentor (n = 16, 23.5%), and searching for a mentor within an environment that was not conducive to success for trainees (n = 7, 10.3%). Most (84%) cited instances were the ones having the advice of a woman mentor was more impactful than that of a mentor who is a man. The reported need for same-sex mentorship fell into three categories: (1) insight into shared experiences, (2) assistance with conflict/bias management, and (3) support during career navigation. CONCLUSIONS The findings of this study demonstrate the need for high-quality mentorship during the residency with a specific emphasis on same-sex mentorship. CLINICAL RELEVANCE Our findings provide clear objectives related to improving access to and quality of mentorship. This foundational understanding will enrich mentor-mentee relationships, allowing for greater personal and professional success and satisfaction for both parties.
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Affiliation(s)
- Banafsheh Sharif-Askary
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD; Department of Plastic Surgery, MedStar Georgetown University Hospital, Washington, DC
| | - Salma A Abdou
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD; Department of Plastic Surgery, MedStar Georgetown University Hospital, Washington, DC
| | - Karina Charipova
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD; Department of Plastic Surgery, MedStar Georgetown University Hospital, Washington, DC
| | - Erika D Sears
- Section of Plastic Surgery, The University of Michigan, Ann Arbor, MI; VA Center for Clinical Management Research, Ann Arbor, MI
| | - Aviram M Giladi
- The Curtis National Hand Center, MedStar Union Memorial Hospital, Baltimore, MD.
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Saffari TM, Huayllani MT, Moore AM. Diverse Leadership in Hand Surgery: Foundation on the Shoulder of Giants. Hand Clin 2023; 39:1-8. [PMID: 36402519 DOI: 10.1016/j.hcl.2022.08.023] [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] [Indexed: 11/17/2022]
Abstract
Surgical leaders exhibit unique characteristics that allow them to impact and innovate their respective fields. In Hand Surgery, we recognize areas of leadership success, including leadership of position, leadership of innovation, and academic leadership. This article aims to define the term "success" and provide examples of how a diverse climate can lead to leadership success by highlighting a few stories of diverse giants in the field of Hand Surgery.
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Affiliation(s)
- Tiam M Saffari
- Department of Plastic and Reconstructive Surgery, The Ohio State University Wexner Medical Center, Columbus, OH, USA
| | - Maria T Huayllani
- Department of Plastic and Reconstructive Surgery, The Ohio State University Wexner Medical Center, Columbus, OH, USA
| | - Amy M Moore
- Department of Plastic and Reconstructive Surgery, The Ohio State University Wexner Medical Center, 915 Olentangy River Road, Suite 2100, Columbus, IL 43212, USA.
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Morris-Wiseman LF, Dent D, Nfonsam VN, Arora TK. Leadership Diversity in the Association of Program Directors in Surgery: A Report of Progress. JOURNAL OF SURGICAL EDUCATION 2022; 79:e109-e115. [PMID: 36216769 DOI: 10.1016/j.jsurg.2022.08.004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/25/2022] [Revised: 06/23/2022] [Accepted: 08/07/2022] [Indexed: 06/16/2023]
Abstract
BACKGROUND Across the last several years, numerous surgical departments and societies have focused on addressing the lack of diversity, equity, and inclusion (DEI) in the field. Since the Association of Program Directors in Surgery (APDS) Diversity and Inclusion Taskforce was created in 2017 (and solidified as a formal committee in 2018, herein referred to as the APDS-DIC), it has sought to address gaps in diversity at various phases of training and development from medical student to surgical leader. OBJECTIVE In follow-up to a 2018 study that benchmarked leadership demographics of the APDS, this study analyzed how the APDS' efforts have aligned with recommended DEI strategies and whether this produced demographic changes in organizational leadership. METHODS Fifteen years (2008-2022) of publicly available APDS annual meeting program data and APDS membership lists were analyzed. Leadership positions in the organization were examined by officer, program/vice chair, executive committee, and board of directors. A 2-tailed T-test compared differences in the average proportion of leaders from specific demographic groups before and after the APDS-DIC inception (2008-2016 vs. 2017-2022). RESULTS APDS has 724 unique faculty and 140 resident members. The majority of both groups identified as White (68% of faculty and 58% of residents). Over 15 years, there have been 307 available leadership positions held by 67 individuals. All presidents and president-elect positions have been held by White surgeons; nearly 80% have been men. The average proportion of female leaders and the average proportion of racial/ethnic minority leaders were both significantly higher after implementation of the APDS-DIC in 2017 (p=0.0009 for gender and p=0.036 for racial/ethnic minorities). CONCLUSIONS The APDS' commitment to DEI efforts and establishment of the APDS-DIC in 2017 was associated with a significant increase in women and non-White minorities in organizational leadership positions. The specific role of the APDS-DIC in propelling surgeons from underrepresented groups into leadership and promoting key DEI efforts is broadly applicable to other surgical organizations.
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Affiliation(s)
| | - Daniel Dent
- University of Texas Health San Antonio Joe R. and Teresa Lozano Long School of Medicine, San Antonio, Texas
| | | | - Tania K Arora
- The Medical College of Georgia at Augusta University, Augusta, Georgia.
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Malek R, Shibli-Rahhal A, Correa R, Szmuilowicz ED, Morgan F, Luthra P, Sirisena I, Gianoukakis A, Praw SS, Lieb DC, Haw JS, Mayson SE. An Assessment of Diversity, Inclusion, and Health Equity Training in Endocrinology Fellowship Programs in the United States. Endocr Pract 2022; 28:1159-1165. [PMID: 35985561 DOI: 10.1016/j.eprac.2022.08.010] [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: 06/08/2022] [Revised: 08/01/2022] [Accepted: 08/10/2022] [Indexed: 11/26/2022]
Abstract
CONTEXT The ACGME has instituted common program requirements related to diversity, equity, and inclusion (DEI) for post-graduate trainees in the United States; however, the extent to which DEI training is being incorporated across endocrinology fellowship programs is unknown. OBJECTIVES Describe the socio-demographic representation, and DEI training experiences within endocrinology fellowship programs. DESIGN, SETTING AND PARTICIPANTS National cross-sectional survey study of fellows and fellowship program leaders in the United States whose fellowships were members of the Association of Program Directors in Endocrinology and Metabolism (APDEM). MAIN OUTCOME MEASURES 1) Demographics of fellows and program leaders. 2) Programs' experience, confidence, and interest in formal DEI training. RESULTS A total of 108 and 106 fellow and faculty respectively responded to the survey, respectively. The majority of fellows and faculty are female. Less than 3% of fellows and 3.7% of faculty identify as Black. More than 90% of fellows/faculty are heterosexual and no respondents identified as transgender/non-binary; however, 5% and 2% of all respondents preferred not to disclose their sexual orientation and gender identity, respectively. While 85% of faculty received institutional diversity and inclusion training, 67.6% of fellows did. Fellows are more likely to have received training in health equity than program leaders. Both fellows and program leaders express a high interest in health equity curriculum. CONCLUSIONS Within the diversity of endocrinology training programs, Black physicians are under-represented in medicine, which persists in endocrinology fellowships. Fellowship programs express enthusiasm for national diversity and health equity curricula with the majority of programs reporting institutional DEI training.
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Affiliation(s)
- Rana Malek
- Division of Endocrinology, Diabetes, and Nutrition. University of Maryland School of Medicine, Baltimore, MD.
| | - Amal Shibli-Rahhal
- Division of Endocrinology, Diabetes and Metabolism, University of Iowa Carver College of Medicine, Iowa City, IA
| | - Ricardo Correa
- Division of Endocrinology, Metabolism and Diabetes, University of Arizona College of Medicine, Phoenix, AZ
| | - Emily D Szmuilowicz
- Division of Endocrinology, Metabolism and Molecular Medicine, Northwestern University Feinberg School of Medicine, Chicago, IL
| | - Farah Morgan
- Division of Endocrinology, Cooper University Hospital, Cooper Medical School of Rowan University, Camden, NJ
| | - Pooja Luthra
- Division of Endocrinology, Diabetes and Metabolism, UConn Health, Farmington, CT
| | - Imali Sirisena
- Division of Endocrinology, Diabetes and Metabolism, Lewis Katz School of Medicine at Temple University, Philadelphia, PA
| | - Andrew Gianoukakis
- The Lundquist Research Institute at Harbor-UCLA Medical Center, Torrance, CA, USA; David Geffen School of Medicine, University of California - Los Angeles, Los Angeles, CA
| | - Stephanie Smooke Praw
- Division of Endocrinology, Diabetes & Metabolism, David Geffen School of Medicine at UCLA, Los Angeles, California
| | - David C Lieb
- Division of Endocrine and Metabolic Conditions, Department of Internal Medicine, Eastern Virginia Medical School Norfolk, VA
| | - J Sonya Haw
- Division of Endocrinology, Metabolism and Lipids, Emory University School of Medicine, Atlanta, GA
| | - Sarah E Mayson
- Division of Endocrinology, Metabolism and Diabetes, University of Colorado School of Medicine, Aurora, CO
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Abouljoud MS, Simpson DC, Dick AA. Diversity in transplantation surgery and the American Society of Transplant Surgeons: Opportunity for a bold vision and positive change. Am J Surg 2022; 224:160-161. [DOI: 10.1016/j.amjsurg.2022.02.068] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/26/2022] [Accepted: 02/28/2022] [Indexed: 11/16/2022]
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Lozada-Martinez ID, La Hoz SXGD, Montaño-Socarras D, Ovalle-Mulford FJ. Training the trainers: The fundamental basis for guaranteeing the evolution of academic surgery in third world countries. Int J Surg 2022; 99:106257. [PMID: 35181555 DOI: 10.1016/j.ijsu.2022.106257] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/04/2022] [Accepted: 02/07/2022] [Indexed: 11/27/2022]
Affiliation(s)
- Ivan David Lozada-Martinez
- Medical and Surgical Research Center, Future Surgeons Chapter, Colombian Surgery Association, Bogotá, Colombia Department of Critical Care, Hospital Clínico Doctor Félix Bulnes Cerda, Santiago de Chile, Chile Department of Medicine, Clínica Colonial, Santiago de Chile, Chile
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