Recent Trends in Female and Racial/Ethnic Minority Groups in U.S. Otolaryngology Residency Programs

Abstract

Objectives Our objectives were to analyze the recent trends in applicants of otolaryngology‐head and neck surgery (Oto‐HNS) residency programs, including evolutions in sex and racial/ethnic distribution within the applicant pool and subsequent residency cohort. Methods Retrospective database and literature review. Data regarding applicants to Oto‐HNS programs as well as Oto‐HNS residents in the United States from 2008 to 2017 were analyzed from the Electronic Residency Application Service, National Resident Matching Program, and Journal of the American Medical Association. Results Between 2008 and 2018, the number of Oto‐HNS residency programs and residency positions offered increased from 105 to 112 and from 273 to 315, respectively. There was no statistically significant difference between applicant sex in 2008 to 2012 compared to 2013 to 2018 (P > .05), but significantly more females made up the residency workforce from 2013 to 2018 compared to 2008 to 2012 (P < .001). However, the percentage increase in female residents from 2008 to 2017 was only 6.1% (29.8% to 35.9%). No statistically significant difference was present between applicant race in 2008 to 2012 compared to 2013 to 2018 (P > .05), but significantly more minority residents made up the residency workforce from 2013 to 2018 compared to 2008 to 2012 (P < .0001). However, the percentage increase in minority residents from 2008 to 2017 was only 4.9% (35.1% to 40%). Conclusion Women and minority racial and ethnic groups continue to be underrepresented among Oto‐HNS applicants. However, the presence of these groups among current residents has increased. Understanding and tracking these national trends yearly is critical for training a diverse future otolaryngology workforce. Level of Evidence VI Laryngoscope, 131:277–281, 2021

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“…4,47 Though women continue to be underrepresented in otolaryngology, recent trends in the residency match show improving diversity in our field. 48 Burnout and anxiety were also higher in PGY-2 residents in our study, both in frequency and intensity. For many programs, the junior years of residency are often accompanied by an increased workload, more time on call, and less involvement in surgical cases, which may engender burnout.…”

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“…Though beyond the scope of this study to identify reasons for this disparity, women are still underrepresented in the OTO-HNS work force. 12 These data emphasize that efforts to present OTO-HNS as a welcoming specialty to all genders remains important in fostering continued interest in the field.…”

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

“…Our findings are consistent with previous studies of individual surgical specialties that found no statistically significant increase in the number of individuals who identified as URM in plastic and orthopedic surgery and among otolaryngology applicants. [19][20][21] Future analysis should consider what happens to applicants who identified as URM who do not matriculate into a surgical program (eg, 2.7% of applicants in 2018) and the implication of these findings.…”