Closing the Gap: Training Experiences and Career Outcomes for Underrepresented Minorities in Plastic Surgery

Abstract

Background: The present study assesses training characteristics, scholastic achievements, and traditional career accomplishments of ethnically underrepresented in medicine (UIM) plastic and reconstructive surgery (PRS) faculty relative to non-UIM PRS faculty. Method: A cross-sectional analysis of core PRS faculty appointed to accredited United States residency training programs (n = 99) was performed. Results: Of the 949 US PRS faculty, a total of 51 (5.4%) were identified as UIM. Compared with non-UIM faculty, there were few differences when evaluating medical education, residency training, pursuit of advanced degrees, and attainment of subspecialty fellowship training. UIM faculty were more likely than non-UIM faculty to have graduated from a medical school outside the United States (25% versus 13%, P = 0.014). In addition, UIM faculty did not differ from non-UIM counterparts in traditional career accomplishments, including promotion to full professor, obtaining NIH funding, serving as program director, receiving an endowed professorship, appointment to a peer-reviewed editorial board, scholarly contributions (H-index and number of publications), and appointment to chief/ chair of their division/department. Conclusions: The historical lack of ethnic diversity that comprise US academic PRS faculty persists. This study reveals that those UIM faculty who are able to obtain faculty appointments are equally successful in achieving scholastic success and traditional career accomplishments as their non-UIM counterparts. As we strive toward increasing representation of UIM physicians in academic plastic surgery, the field will benefit from efforts that promote a pipeline for underrepresented groups who traditionally face barriers to entry.

Gender and Racial Representation of Invited Speakers From The Aesthetic Society Annual Meetings Over a 5-Year Period

“…35,36 To ensure a more diverse group of plastic surgeons in the future, we must provide those who are underrepresented with equal opportunities to attain a residency and excel academically in plastic surgery. 10,13 One of the greatest barriers to initial entrance into plastic surgery and future promotion for underrepresented groups is poor confidence, stemming from a lack of visual confirmation from those with similar demographic backgrounds in positions of leadership or prestige. 1,24 Invited speakers at national conferences embody an opportunity to provide this visual representation of diversity and equal opportunity within the field.…”

“…2,3,8,10 African Americans and Hispanic or Latino Americans each make up less than 5% of plastic surgery residents and faculty in the United States, with no significant increases in representation over the last decade. 3,10,11 Diversifying the field of academic plastic surgery can provide immeasurable benefits to a healthcare system with long-standing gender and racial disparities. 2,3,[12][13][14][15][16] More diverse teams of physicians demonstrate better patient outcomes and superior patient-rated clinical care, whereas physicians of a non-White ethnicity are more likely to address existing health disparities and attend to the underserved community.…”

“…1,8 This phenomenon also applies to ethnicities underrepresented in medicine, facing similar difficulties in attrition and academic promotion in plastic surgery. 2,3,8,10 African Americans and Hispanic or Latino Americans each make up less than 5% of plastic surgery residents and faculty in the United States, with no significant increases in representation over the last decade. 3,10,11 Diversifying the field of academic plastic surgery can provide immeasurable benefits to a healthcare system with long-standing gender and racial disparities.…”

“…This has been described as the “leaky pipeline effect,” in which there are fewer proportions of women as you move up the academic ladder 1,8 . This phenomenon also applies to ethnicities underrepresented in medicine, facing similar difficulties in attrition and academic promotion in plastic surgery 2,3,8,10 . African Americans and Hispanic or Latino Americans each make up less than 5% of plastic surgery residents and faculty in the United States, with no significant increases in representation over the last decade 3,10,11 …”

Diversity, Equity, and Inclusion in Plastic Surgery

“…Chawla et al 60 reported that citations and h-indices of White and non-White academic plastic surgeons were comparable. Diatta et al 79 found that underrepresented academic faculty have fewer years in practice than their nonunderrepresented counterparts (8 vs 12 years), reflecting a significant increase in their representation in recent years. Smith et al 22 reported that non-White plastic surgeons were less likely than Whites to hold a full professor position.…”