Limitations in Faculty Advancement for Underrepresented Groups in Academic Otolaryngology.
Rank Equity Index
academic Otolaryngology
diversity
promotion
retention
Journal
The Laryngoscope
ISSN: 1531-4995
Titre abrégé: Laryngoscope
Pays: United States
ID NLM: 8607378
Informations de publication
Date de publication:
Apr 2024
Apr 2024
Historique:
revised:
21
09
2023
received:
01
05
2023
accepted:
29
09
2023
medline:
18
3
2024
pubmed:
17
10
2023
entrez:
17
10
2023
Statut:
ppublish
Résumé
Despite the increasing racial diversity of the United States, representation in academic medicine faculty does not reach concordance with the general population and worsens with higher rank. Few studies have examined this within academic Otolaryngology and surgical subspecialties. This project aims to compare rank equity in academic Otolaryngology on self-reported gender and race/ethnicity between the years 2000 and 2020. Publicly available data were obtained from the Association of American Medical Colleges under the "Data & Reports" section for the years 2000 and 2020. The report comprised of full-time faculty from all U.S. medical schools. To determine parity between faculty ranks across gender and race/ethnicity, rank equity index (REI) was calculated for associate/assistant, professor/associate, and professor/assistant professor comparisons. The percentage of women faculty in Otolaryngology has increased from 21% in 2000 to 37% in 2020; however, they did not achieve parity at all rank comparisons for both years. On the contrary, men were above parity at all rank comparisons. Improvements in rank equity occurred for Black/African American (Black) and Hispanic Latino/Spanish Origin (Latine) faculty between the years 2000 and 2020; however, when accounting for gender, benefits were concentrated among men. Advancement along the academic ladder is limited for women of all racial groups in academic Otolaryngology. While improved rank equity was seen for Black and Latine faculty, these improvements were largely among men. Future directions should aim to identify barriers to recruitment, retention, and promotion for women and underrepresented in medicine (URiM) academic otolaryngologists and create interventions that diversify Otolaryngology faculty at all ranks. NA Laryngoscope, 134:1625-1632, 2024.
Types de publication
Journal Article
Langues
eng
Sous-ensembles de citation
IM
Pagination
1625-1632Subventions
Organisme : NIDCD NIH HHS
ID : T32 DC005360
Pays : United States
Organisme : NIDCD NIH HHS
ID : T32 DC005360
Pays : United States
Informations de copyright
© 2023 The American Laryngological, Rhinological and Otological Society, Inc.
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