Formal Mentorship as an Opportunity to Expand the Urology Pipeline: Under Represented Trainees Entering Residency (UReTER) Program Evaluation 2020–2021

Zheng, Micha Y.; Overland, Maya; Escobar, Domenique; Fakunle, Mary; Li, Yang; Chu, Carissa; Balakrishnan, Ashwin; Shee, Kevin; Washington, Samuel L.; Hampson, Lindsay A.

doi:10.1016/j.urology.2021.06.052

Cited by 22 publications

(8 citation statements)

References 23 publications

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“…Moreover, 76% of graduates from the program matched into the specialty . Other pathway programs (eg, Leadership Exposure for the Advancement of Gender and Underrepresented Minority Equity in Surgery, Bringing Orthopaedics to New England Students Initiative, and the Underrepresented Trainees Entering Residency program) have demonstrated measurable success on recruitment of women and UMGs for surgical residencies . Although some efforts exist within OTO, such as the American Academy of Otolaryngology−Head and Neck Surgery “mENTor” program, they lack a robust structure and fail to demonstrate measurable effects on recruitment or retention.…”

Section: Discussionmentioning

confidence: 99%

Assessment of Demographic Changes of Workforce Diversity in Otolaryngology, 2013 to 2022

Fenton

Hamzat

Dimitroyannis

et al. 2023

JAMA Otolaryngol Head Neck Surg

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ImportanceGiven the growth of minoritized groups in the US and the widening racial and ethnic health disparities, improving diversity remains a proposed solution in the field of otolaryngology. Evaluating current trends in workforce diversity may highlight potential areas for improvement.ObjectiveTo understand the changes in gender, racial, and ethnic diversity in the otolaryngology workforce in comparison with changes in the general surgery and neurosurgery workforces from 2013 to 2022.Design, Setting, and ParticipantsThis cross-sectional study used publicly available data from the Accreditation Council for Graduate Medical Education and the Association of American Medical Colleges for 2013 to 2022, and included medical students and trainees in all US medical residency programs and allopathic medical schools.Main Outcomes and MeasuresAverage percentages of women, Black, and Latino trainees during 2 intervals of 5 years (2013-2017 and 2018-2022). Pearson χ2 tests compared demographic information. Normalized ratios were calculated for each demographic group in medical school and residency. Piecewise linear regression assessed linear fit for representation across time periods and compared rates of change.ResultsThe study population comprised 59 865 medical residents (43 931 [73.4%] women; 6203 [10.4%] Black and 9731 [16.2%] Latino individuals; age was not reported). The comparison between the 2 study intervals showed that the proportions of women, Black, and Latino trainees increased in otolaryngology (2.9%, 0.7%, and 1.6%, respectively), and decreased for Black trainees in both general surgery and neurosurgery (−0.4% and −1.0%, respectively). In comparison with their proportions in medical school, Latino trainees were well represented in general surgery, neurosurgery, and otolaryngology (normalized ratios [NRs]: 1.25, 1.06, and 0.96, respectively); however, women and Black trainees remained underrepresented in general surgery, neurosurgery, and otolaryngology (women NRs, 0.76, 0.33, and 0.68; Black NRs, 0.63, 0.61, and 0.29, respectively). The percentage of women, Black, and Latino trainees in otolaryngology all increased from 2020 to 2022 (2.5%, 1.1%, and 1.1%, respectively). Piecewise regression showed positive trends across all 3 specialties.Conclusions and RelevanceThe findings of this cross-sectional study indicate a positive direction but only a modest increase of diversity in otolaryngology, particularly in the context of national demographic data. Novel strategies should be pursued to supplement existing efforts to increase diversity in otolaryngology.

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Section: Discussionmentioning

confidence: 99%

Assessment of Demographic Changes of Workforce Diversity in Otolaryngology, 2013 to 2022

Fenton

Hamzat

Dimitroyannis

et al. 2023

JAMA Otolaryngol Head Neck Surg

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“…A similar program has been shown to be successful in the field of urology, where 94% of participating students successfully matched. 28 …”

Section: Discussionmentioning

confidence: 99%

Identifying Barriers Faced by Applicants without a Home Residency Program when Matching into Plastic Surgery

Zeng,

Zhang,

Porras

et al. 2023

Arch Plast Surg

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BACKGROUND Applying into plastic surgery is competitive. Lacking a home residency program (HRP) is another barrier. Our goal is to characterize challenges faced by plastic surgery (PS) applicants without HRPs and identify solutions. METHODS Surveys were designed for current integrated PS residents and applicants in the 2022 Match without HRPs. Surveys were distributed electronically. Only U.S. allopathic graduate responses were included. RESULTS Of 182 individuals surveyed, 74 responded (39%, 33-residents, 41-applicants). Sixty-six percent reported feeling disadvantaged due to lacking an HRP. 76% of applicants successfully matched. Of these, 48% felt they required academic time off (research year) vs 10% of unmatched applicants. 97% of matched applicants identified a mentor vs 40% of unmatched applicants (p<0.05). Matched applicants identified mentors through research (29%) and cold calling/emailing (25%). Matched vs unmatched applicants utilized the following resources: senior students (74vs10%), (p<0.05) and social media (52vs10%), (p<0.05). Among residents, sixteen had PS divisions (48%). Thirty-six percent with divisions felt they had opportunities to explore PS, compared to 12% without divisions. Residents without divisions felt disadvantaged in finding research (94vs65%, p<0.05), delayed in deciding on PS (50vs28%), and obtaining mentors (44vs35%) and letters of recommendation (LOR) (31vs24%). CONCLUSIONS PS residents and applicants without HRPs reported feeling disadvantaged when matching. The data suggest access to departments or divisions assists in matching. We identified external outreach and research were successful strategies to obtain mentorship. To increase awareness for unaffiliated applicants, we should increase networking opportunities during local, regional, and national meetings.

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“…In urology, there have been several programs trying to establish formal mentorship programs for URiM medical students, such as the UReTER (Under Represented Trainees Entering Residency) program developed by the urology residents at the University of California, San Francisco in June 2020, 10 Urology Unbound 11 and #UroStream 101, launched in May of 2020. 12 The UReTER mentees had a very high Match rate in 2021 (94%), suggesting the program was largely successful.…”

Section: Discussionmentioning

confidence: 99%

Gender and Racial Diversity among U.S. Urology Residency Programs and Efforts to Improve It: You Can’t Be What You Can’t See

et al. 2022

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Introduction: The U.S. urology workforce lacks ethnic and gender diversity. Few programs exist to increase diversity, and little is known on their effectiveness. We assessed the landscape of specific programs designed to increase underrepresented in medicine (URiM) and female student participation in the U.S. Urology Match, and understand the concerns and attitudes of those students.Methods: To better understand urology-specific programs, we sent an 11-item survey to all 143 urology residency programs. To better understand the concerns and attitudes of URiM and female students participating in the U.S. Urology Match, we sent a 12-item survey to the students who participated in the Match from 2017 to 2021. Lastly, we evaluated trends in match rate using Match data from 2019 to 2021.Results: Among programs, 43% responded to our survey. Most residency programs offer a wide array of initiatives to increase their diversity, with unconscious bias training being the most frequent (78.7%). Programs with at least 1 female faculty member were associated with increased recruitment of female residents over time (p¼0.047). A similar trend was seen in programs with URiM faculty. Among students, 10.5% responded to our survey, of whom 79.2% were unaware of any programs at their institution geared toward URiM or female students. Match data revealed that women were more likely to match (p¼0.002), and URiM students were less likely to match (p <0.001) compared to the overall Match rate.Conclusions: Urology programs are making substantial efforts to improve diversity, but the message is lacking reach. Having a diverse faculty did make a difference in programs' ability to diversify.

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Formal Mentorship as an Opportunity to Expand the Urology Pipeline: Under Represented Trainees Entering Residency (UReTER) Program Evaluation 2020–2021

Cited by 22 publications

References 23 publications

Assessment of Demographic Changes of Workforce Diversity in Otolaryngology, 2013 to 2022

Assessment of Demographic Changes of Workforce Diversity in Otolaryngology, 2013 to 2022

Identifying Barriers Faced by Applicants without a Home Residency Program when Matching into Plastic Surgery

Gender and Racial Diversity among U.S. Urology Residency Programs and Efforts to Improve It: You Can’t Be What You Can’t See

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