Factors in Residency Decision Making for Female Neurosurgery Applicants

McNutt, Sarah; Goss, Madison; Hallan, David R; Bible, Jesse E.

doi:10.1016/j.wneu.2020.04.166

Cited by 26 publications

(23 citation statements)

References 18 publications

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“…The number of female residents increased steadily from 10.6% in 2007 to 19.3% in 2019; with an absolute increase of 8.74%, a relative increase of 63.9%, and a simultaneous decrease in male residents. These findings are consistent with previous studies, both for neurosurgery and other surgical specialties [9,16,18].…”

Section: Gender Disparitysupporting

confidence: 93%

“…Isolation, lack of camaraderie among current residents, poor quality of relationship with attending, decrease research opportunities, work-life imbalances, pregnancy, and parental leaves, unconscious bias and harassment, and lack of mentorship due to inadequate representation of females at higher academic tiers are some factors that can lead to racial and gender disparity [18,26]. Pregnancy and parental leave are among the most important issues to address.…”

Section: Gender Disparitymentioning

confidence: 99%

See 1 more Smart Citation

Sticky Floor, Broken Ladder, and Glass Ceiling: Gender and Racial Trends Among Neurosurgery Residents

Maqsood¹,

Younus²,

Sattar³

et al. 2021

Cureus

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IntroductionDiversity and equity in academic medicine are critically important in improving healthcare standards and patient-related outcomes. Gender and racial disparities are some major challenges faced by the health system. This article reviews the gender and racial trends among residents of neurosurgery in the United States (US). MethodsWe retrospectively analyzed the data extracted from the Accreditation Council for Graduate Medical Education (ACGME)'s annual Data Resource Books from 2007 to 2019. ACGME cataloged gender as men and women and race/ethnicity was categorized as White/non-Hispanic, Asian or Pacific Island, Hispanic, Black/non-Hispanic, Native American/Alaskan, others, and unknown. Counts, proportions, relative, and absolute percentage changes were calculated to highlight trends in resident appointments over time and across the specialty of neurosurgery. ResultsThe number of female residents increased steadily from 10.6% in 2007 to 19.3% in 2019; with an absolute increase of 8.74%, a relative increase of 63.9%, and a simultaneous decrease in male residents. When averaged across the nine-year study period, 51% of the study sample was White (non-Hispanic), followed by Asian/Pacific Islanders at 15.2%. The representation of Hispanics was 4.3%, Black/African Americans were 4.5%, Native Americans/Alaskans were 0.2%, and others were 8% of the total study population. ConclusionOur study concludes that gender and racial disparity persist within the neurosurgery residency training programs in the US. Concrete efforts at all academic levels are needed to provide greater support for the females and for the careers of underrepresented minority (URM) trainees to ensure their increased representation in neurosurgery.

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Section: Gender Disparitysupporting

confidence: 93%

Section: Gender Disparitymentioning

confidence: 99%

Sticky Floor, Broken Ladder, and Glass Ceiling: Gender and Racial Trends Among Neurosurgery Residents

Maqsood¹,

Younus²,

Sattar³

et al. 2021

Cureus

View full text Add to dashboard Cite

show abstract

“…37 , 38 Diversity within a program has been shown to play some role in program selection by applicants, among multiple other factors, as has been shown in studies evaluating residency program choices by women and individuals who identify as URM. 39 , 40 Some strategies that have been successful in increasing the representation of women and, to a certain extent, groups who identify as URM include meaningful mentorship experiences, changes in the culture of surgical departments, and shifts in the focus of residency interviews. 41 …”

Section: Discussionmentioning

confidence: 99%

“…7,[33][34][35][36] Although large disparities in gender among surgical trainees remain, the strategies used to increase representation from 15% in 2000 to 25% by 2013 may provide some insight for improving in studies evaluating residency program choices by women and individuals who identify as URM. 39,40 Some strategies that have been successful in increasing the representation of women and, to a certain extent, groups who identify as URM include meaningful mentorship experiences, changes in the culture of surgical departments, and shifts in the focus of residency interviews. 41 Directed exposure and longitudinal relationship-building efforts, such as the Diverse Surgeon's Initiative and The Harold Amos Medical Faculty Development Program through the Robert Wood…”

Section: Differences In Representation Among Matriculants Compared With Applicantsmentioning

confidence: 99%

Trends in Race/Ethnicity Among Applicants and Matriculants to US Surgical Specialties, 2010-2018

et al. 2020

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“…McNutt. et al described some important factors for both men and women: friendly training environment, communication level among fellows, variety, number of cases, and the quality of relationships with the mentor [ 22 ]. Similarly, Auriemma and Whitehair conducted a study on trainees of physical medicine and rehabilitation and determined the highest-ranked factors including the perceived happiness of current trainees, opportunities for hands-on training, and perceived camaraderie [ 23 ].…”

Section: Discussionmentioning

confidence: 99%

Gender and Racial Trends Among Vascular Neurology Fellowship Programs: By Design or By Default

Maqsood

Sattar

Younus

et al. 2021

Cureus

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IntroductionBenefits of increasing diversity in teams include the addition of different perspectives leading to increased innovation and creativity, faster problem solving, improved workforce morale, and reduced burnout leading to improved patient outcomes. This article reviewed the trend of gender and racial disparity in vascular neurology fellowship programs. MethodsWe retrospectively analyzed the data extracted from the Accreditation Council for Graduate Medical Education (ACGME)'s annual Data Resource Books from 2007 to 2019. ACGME cataloged gender as men and women and race/ethnicity was categorized as White/Non-Hispanic, Asian or Pacific Island, Hispanic, Black/Non-Hispanic, Native American/Alaskan, others, and unknown. Counts, proportions, relative, and absolute percentage changes were calculated to highlight trends in resident appointments over time and across the specialty of vascular neurology. ResultsThe representation of females increased steadily; with a relative increase of 11.78% from the year 2007 to 2019. Race/ethnicity was reported starting from the year 2011. When averaged across the nine-year study period, 35% of the study sample was White (Non-Hispanic), followed by Asian/Pacific Islanders at 25%. The representation of Hispanics was 4.8%, Black/African Americans were 3%, Native Americans/ Alaskans were 0.23% and Others were 13% of the total study population. For 17.7% of the fellows, racial data were not known and was categorized as Unknown racial distribution. ConclusionOur study concludes that gender and racial disparity persists within the fellowship programs of vascular neurology. Effective strategies at individual, administrative, and national levels are needed to engage women and under-represented minorities in vascular neurology as a career choice.

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Factors in Residency Decision Making for Female Neurosurgery Applicants

Cited by 26 publications

References 18 publications

Sticky Floor, Broken Ladder, and Glass Ceiling: Gender and Racial Trends Among Neurosurgery Residents

Sticky Floor, Broken Ladder, and Glass Ceiling: Gender and Racial Trends Among Neurosurgery Residents

Trends in Race/Ethnicity Among Applicants and Matriculants to US Surgical Specialties, 2010-2018

Gender and Racial Trends Among Vascular Neurology Fellowship Programs: By Design or By Default

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