Identifying US Plastic Surgery Training Programs that Effectively Establish Gender and Ethnically Diverse Faculty

Abstract

Background: Successful strategies to improve the representation of female and ethnically underrepresented in medicine (UIM) physicians among US plastic and reconstructive surgery (PRS) faculty have not been adequately explored. Accordingly, we aimed to identify programs that have had success, and in parallel gather PRS program directors’ and chiefs/chairs’ perspectives on diversity recruitment intentionality and strategies. Methods: We conducted a cross-sectional analysis of the demographic composition of female and UIM faculty of PRS residency training programs. Separate lists of programs in the top quartile for female and UIM faculty representation were collated. Additionally, a 14-question survey was administered to program directors and chiefs/chairs of all 99 Accreditation Council for Graduate Medical Education-accredited PRS residency programs. The questions comprised three domains: (1) demographic information; (2) perceptions about diversity; and (3) recruitment strategies utilized to diversify faculty. Results: Female and UIM faculty representation ranged from 0% to 63% and 0% to 50%, respectively. Survey responses were received from program directors and chiefs/chairs of 55 institutions (55% response rate). Twenty-five (43%) respondents felt their program was diverse. Fifty-one (80%) respondents felt diversity was important to the composition of PRS faculty. Active recruitment of diverse faculty and the implementation of a diversity, equity, and inclusion committee were among the most frequently cited strategies to establish a culturally sensitive and inclusive environment. Conclusions: These findings reveal that female and UIM representation among US PRS faculty remains insufficient; however, some programs have had success through deliberate and intentional implementation of diversity, equity, and inclusion strategies.

Racial/Ethnic and Gender Disparities Over the Last Decade Within Microsurgery and Craniofacial Fellowship Training

“…Among UiM groups, women comprise the majority of assistant professors and instructors, which suggests that the intersectionality of sex and race/ethnicity may further disadvantage this group relative to their male counterparts, particularly with regard to attaining higher rank and leadership positions 24 . Further investigation is warranted into the role of intersectionality as well as potential bias at the level of hiring, socioeconomic influences in career choice, lack of mentorship or sponsorship, National Institutes of Health funding disparities, systemic racism or bias, the culture of microsurgery and craniofacial surgery, and other potential causes 25–28 …”

“…24 Further investigation is warranted into the role of intersectionality as well as potential bias at the level of hiring, socioeconomic influences in career choice, lack of mentorship or sponsorship, National Institutes of Health funding disparities, systemic racism or bias, the culture of microsurgery and craniofacial surgery, and other potential causes. [25][26][27][28] There were a few important limitations to this study. Hand fellowship data were not collected because of the varied representation by orthopedic surgery residents, plastic surgery residents, and general surgery residents.…”

Ethnic and Sex Diversity in Academic Plastic Surgery: A Cross-sectional Study

“…17 Studies have shown that effective mentorship broadens residency diversity, where females and underrepresented minorities place significant importance on the race and ethnicity and sex of academic faculty members. 18 One example of a mentorship program that has been established is PREPPED, which is directed toward those who are underrepresented, come from socioeconomically disadvantaged backgrounds, or do not have a home plastic surgery residency program. 19 Additionally, distance mentorship has been trialed previously, which may be able to reach those interested in plastic surgery that do not have an established network nearby.…”

Is Plastic Surgery Training Equitable? An Analysis of Health Equity across US Plastic Surgery Residency Programs

“…12,13 Recognizing the lack of diversity among medical providers, much emphasis has been made to increase efforts to address disparities in graduate medical education (GME). [14][15][16] Within plastic surgery, health disparities research has recommended interventions relating to legislation, care coordination, physician training, or patient education. 4,5 Robust analyses are still needed to both fully understand causes of disparities and effectively produce interventional efforts.…”