Eloy Jean Anderson, Bobian Michael, Svider Peter F, Culver Ashley, Siegel Bianca, Gray Stacey T, Baredes Soly, Chandrasekhar Sujana S, Folbe Adam J
Department of Otolaryngology-Head and Neck Surgery, Rutgers New Jersey Medical School, Newark.
Center for Skull Base and Pituitary Surgery, Neurological Institute of New Jersey, Rutgers New Jersey Medical School, Newark.
JAMA Otolaryngol Head Neck Surg. 2017 Aug 1;143(8):796-802. doi: 10.1001/jamaoto.2017.0276.
Gender disparities continue to exist in the medical profession, including potential disparities in industry-supported financial contributions. Although there are potential drawbacks to industry relationships, such industry ties have the potential to promote scholarly discourse and increase understanding and accessibility of novel technologies and drugs.
To evaluate whether gender disparities exist in relationships between pharmaceutical and/or medical device industries and academic otolaryngologists.
DESIGN, SETTING, AND PARTICIPANTS: An analysis of bibliometric data and industry funding of academic otolaryngologists.
Industry payments as reported within the CMS Open Payment Database.
Online faculty listings were used to determine academic rank, fellowship training, and gender of full-time faculty otolaryngologists in the 100 civilian training programs in the United States. Industry contributions to these individuals were evaluated using the CMS Open Payment Database, which was created by the Physician Payments Sunshine Act in response to increasing public and regulatory interest in industry relationships and aimed to increase the transparency of such relationships. The Scopus database was used to determine bibliometric indices and publication experience (in years) for all academic otolaryngologists.
Of 1514 academic otolaryngologists included in this analysis, 1202 (79.4%) were men and 312 (20.6%) were women. In 2014, industry contributed a total of $4.9 million to academic otolaryngologists. $4.3 million (88.5%) of that went to men, in a population in which 79.4% are male. Male otolaryngologists received greater median contributions than did female otolaryngologists (median [interquartile range (IQR)], $211 [$86-$1245] vs $133 [$51-$316]). Median contributions were greater to men than women at assistant and associate professor academic ranks (median [IQR], $168 [$77-$492] vs $114 [$55-$290] and $240 [$87-$1314] vs $166 [$58-$328], respectively). Overall, a greater proportion of men received industry contributions than women (68.0% vs 56.1%,). By subspecialty, men had greater median contribution levels among otologists and rhinologists (median [IQR], $609 [$166-$6015] vs $153 [$56-$336] and $1134 [$286-$5276] vs $425 [$188-$721], respectively).
A greater proportion of male vs female academic otolaryngologists receive contributions from industry. These differences persist after controlling for academic rank and experience. The gender disparities we have identified may be owing to men publishing earlier in their careers, with women often surpassing men later in their academic lives, or as a result of previously described gender disparities in scholarly impact and academic advancement.
医学领域的性别差异依然存在，包括行业资助的资金贡献方面可能存在的差异。尽管与行业的关系存在潜在弊端，但这种行业联系有促进学术交流、增进对新技术和药物的理解与获取的潜力。
评估制药和/或医疗器械行业与学术性耳鼻喉科医生之间的关系是否存在性别差异。
设计、背景和参与者：对学术性耳鼻喉科医生的文献计量数据和行业资助进行分析。
医疗保险和医疗补助服务中心（CMS）公开支付数据库中报告的行业支付情况。
利用在线教师名录确定美国100个民用培训项目中全职耳鼻喉科教师的学术职称、专科培训经历和性别。使用CMS公开支付数据库评估行业对这些人员的贡献，该数据库由《医生支付阳光法案》创建，以回应公众和监管机构对行业关系日益增长的关注，旨在提高此类关系的透明度。使用Scopus数据库确定所有学术性耳鼻喉科医生的文献计量指标和发表经验（以年计）。
本分析纳入的1514名学术性耳鼻喉科医生中，1202名（79.4%）为男性，312名（20.6%）为女性。2014年，行业向学术性耳鼻喉科医生总共贡献了490万美元。其中430万美元（88.5%）流向了男性，而该群体中男性占79.4%。男性耳鼻喉科医生获得的贡献中位数高于女性耳鼻喉科医生（中位数[四分位间距（IQR）]，211美元[86 - 1245美元]对133美元[51 - 316美元]）。在助理教授和副教授学术职称级别，男性获得的贡献中位数高于女性（中位数[IQR]，分别为168美元[77 - 492美元]对114美元[55 - 290美元]以及240美元[87 - 1314美元]对166美元[58 - 328美元]）。总体而言，获得行业贡献的男性比例高于女性（68.0%对56.1%）。按亚专业划分，耳科医生和鼻科医生中男性的贡献中位数水平更高（中位数[IQR]，分别为609美元[166 - 6015美元]对153美元[56 - 336美元]以及1134美元[286 - 5276美元]对425美元[188 - 721美元]）。
与女性学术性耳鼻喉科医生相比，男性获得行业贡献的比例更高。在控制学术职称和经验后，这些差异依然存在。我们所发现的性别差异可能是由于男性在职业生涯早期发表成果，而女性往往在学术生涯后期超过男性，或者是由于先前描述的学术影响力和学术晋升方面的性别差异。
