Racial and ethnic disparities in promotion and retention of academic surgeons

Abelson, Jonathan S.; Wong, Natalie Z.; Symer, Matthew M.; Eckenrode, Gregory; Watkins, Anthony C.; Yeo, Heather

doi:10.1016/j.amjsurg.2018.07.020

Cited by 108 publications

(87 citation statements)

References 18 publications

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“…Retention rates over 10 years, the ability to keep a faculty member at one's institution, was also disparate across racial/ethnic groups. White assistant professors in surgery and internal medicine and White associate professors in internal medicine had statistically higher retention rates over other racial/ethnic groups, and Black assistant professors in pediatrics had the lowest statistical retention rates compared to other racial/ethnic groups (11).…”

Section: Diversity Of the Biomedical Workforcementioning

confidence: 83%

“…While there are challenges with the pipeline of diverse faculty, there are observed disparities with promotion and retention of diverse faculty. Based on the Association of American Medical Colleges (AAMC) Faculty Roster from 2003 to 2006 for four specialties (surgery, internal medicine, pediatrics, and obstetrics/gynecology), the 10-year promotion rates for Black assistant professors to associate professor were statistically markedly lower compared to Whites, Asians, and Hispanics for all four specialties (11). Promotion from associate to full professor was equivalent across all racial/ethnic groups in the four specialties (11), suggesting that once a faculty member was more senior and invested in, their promotion to full professor is on equal footing.…”

Section: Diversity Of the Biomedical Workforcementioning

confidence: 99%

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Diversification in the medical sciences fuels growth of physician-scientists

Carethers¹

2019

Journal of Clinical Investigation

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Section: Diversity Of the Biomedical Workforcementioning

confidence: 83%

Section: Diversity Of the Biomedical Workforcementioning

confidence: 99%

Diversification in the medical sciences fuels growth of physician-scientists

Carethers¹

2019

Journal of Clinical Investigation

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“…This finding is consistent with previous reports, which have outlined deficiencies in URM surgeons in academic settings. 10,11 West and colleagues' 12 2018 report on behalf of the American Surgical Association included formal recommendations to ensure equity, diversity, and inclusion in academic surgery.…”

Section: Discussionmentioning

confidence: 99%

Underrepresented Minorities in General Surgery Residency: Analysis of Interviewed Applicants, Residents, and Core Teaching Faculty

Jarman

Borgert

Kallies

et al. 2020

Journal of the American College of Surgeons

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BACKGROUND: The Accreditation Council for Graduate Medical Education (ACGME) requires diversity in residency. The self-identified race/ethnicities of general surgery applicants, residents, and core teaching faculty were assessed to evaluate underrepresented minority (URM) representation in surgery residency programs and to determine the impact of URM faculty and residents on URM applicants' selection for interview or match. STUDY DESIGN: Data from the 2018 application cycle were collated for 10 general surgery programs. Applicants without a self-identified race/ethnicity were excluded. URMs were defined as those identifying as black/African American, Hispanic/Latino/of Spanish origin, and American Indian/Alaskan Native/Native Hawaiian/Pacific Islander-Samoan. Statistical analyses included chi-square tests and a multivariate model. RESULTS: Ten surgery residency programs received 9,143 applications from 3,067 unique applicants. Applications from white, Asian, Hispanic/Latino, black/African American, and American Indian applicants constituted 66%, 19%, 8%, 7% and 1%, respectively, of those applications selected to interview and 66%, 13%, 11%, 8%, and 2%, respectively, of applications resulting in a match. Among programs' 272 core faculty and 318 current residents, 10% and 21%, respectively, were identified as URMs. As faculty diversity increased, there was no difference in selection to interview for URM (odds ratio [OR] 0.83; 95% CI 0.54 to 1.28, per 10% increase in faculty diversity) or non-URM applicants (OR 0.68; 95% CI 0.57 to 0.81). Similarly, greater URM representation among current residents did not affect the likelihood of being selected for an interview for URM (OR 1.20; 95%CI 0.90 to 1.61) vs non-URM applicants (OR 1.28; 95% CI 1.13 to 1.45). Current resident and faculty URM representation was correlated (r ¼ 0.8; p ¼ 0.005). CONCLUSIONS: Programs with a greater proportion of URM core faculty or residents did not select a greater proportion of URM applicants for interview. However, core faculty and resident racial diversity were correlated. Recruitment of racially/ethnically diverse trainees and faculty will require ongoing analysis to develop effective recruitment strategies.

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“…Previous literature has described a leaky pipeline, whereby women and underrepresented groups do not receive su cient support to advance professionally. [27][28][29][30][31][32][33][34] The marginally successful systems created to foster diversity, equity, and inclusion are fragile, and in the midst of a pandemic, these mechanisms of support may not receive the attention that is needed. Utilizing a multi-methods approach, leaders across our department sought to understand and characterize the personal and professional experience of faculty and staff during the COVID-19 pandemic, and to formulate solutions to address the issues faced.…”

Section: Introductionmentioning

confidence: 99%

The Personal and Professional Impact of COVID-19 on Faculty and Staff at an Academic Institution and a Blueprint for the Future: A Multi-Methods Study

Gottenborg

Naderi

et al. 2020

Preprint

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Background: The Coronavirus Disease 2019 (COVID-19) caused unprecedented challenges within medical centers, revealing inequities embedded in the medical community and exposing fragile social support systems. While faculty and staff faced extraordinary demands in workplace duties, personal responsibilities also increased. The goal of this study was to understand the impact of the COVID-19 pandemic on personal and professional activities of faculty and staff in order to illuminate current challenges and explore solutions. Methods:This is a multi-methods, prospective, observational study of faculty and staff within the Department of Medicine at the University of Colorado, School of Medicine, comprised of four separate sites. Participants received a preliminary department-wide survey followed by an invitation to participate in focus groups addressing: (1) the impact on personal and professional activities, on (2) career advancement and promotion, and (3) potential strategies to assist faculty and staff. Qualitative analysis was performed for thematic content of the focus groups.Results: One hundred and fifty-one faculty and staff responded to the initial survey (11%), 28 faculty and staff participated in focus groups. Prior to the pandemic, male respondents spent 20.5 hours (+/- 18.2) on home responsibilities while women spent 28.8 hours (+/-17.9), and since, time spent on these responsibilities rose to 32.4 hours (+/- 18.4) and 49.6 hours (+/-29.0), respectively. Qualitative analysis of focus group transcripts revealed thematic domains: (1) changing domestic responsibilities, (2) changing workplace expectations, (3) the untenable nature of a return to “normal,” (4) an opportunity to address pre-existing inequities and (5) internal conflict and guilt. Solutions were offered and included an emphasis on the importance of community.Conclusions: The COVID-19 pandemic created burdens for already challenged faculty and staff in both their personal and professional lives, and for women in particular. Swift action and advocacy by academic institutions is needed to support the lives and careers of our colleagues.

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Racial and ethnic disparities in promotion and retention of academic surgeons

Cited by 108 publications

References 18 publications

Diversification in the medical sciences fuels growth of physician-scientists

Diversification in the medical sciences fuels growth of physician-scientists

Underrepresented Minorities in General Surgery Residency: Analysis of Interviewed Applicants, Residents, and Core Teaching Faculty

The Personal and Professional Impact of COVID-19 on Faculty and Staff at an Academic Institution and a Blueprint for the Future: A Multi-Methods Study

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