University of Cincinnati College of Medicine, Cincinnati, Ohio.
Department of Otolaryngology-Head and Neck Surgery, Kaiser Permanente, Santa Clara, California.
Laryngoscope. 2020 Jul;130(7):1664-1669. doi: 10.1002/lary.28308. Epub 2019 Sep 18.
OBJECTIVES/HYPOTHESIS: Characterization of leadership within otolaryngology is key to evaluating trends and promoting program advancement. This study evaluates representation of women in otolaryngology holding residency and fellowship directorships, or chair positions, comparing sex differences in academic rank, years in practice, and scholarly activity.
Cross sectional analysis.
A comprehensive list of otolaryngology residency and fellowship directors from Accreditation Council for Graduate Medical Education-accredited programs in 2017 to 2018 was compiled. Academic rank and years in practice were determined from departmental websites, with online search tools used as secondary resources. The h-index was utilized as a measure of research productivity. Regression analysis was performed to analyze these variables.
Among the 306 directorships, women held 57 (18.6%) of these positions, 27 (26.5%) residency and 30 (14.7%) fellowship directorships. Of the 99 chair positions, five (5.1%) were held by women. The majority (53.6%) of male directors were full professors, whereas only 26.3% of females were full professors (P = .04). Mean years in practice for female directors (13.9 ± 6.8) was less than that of male directors (20.3 ± 9.4, P < .0001). Similarly, mean h-index for female directors (11 ± 7.2) was lower than for males (17.5 ± 12.5, P = .0001). After controlling for academic rank and years of practice in a multivariable regression, the h-index remained lower for women than for men (P = .03).
Women are disproportionately underrepresented in positions of residency and fellowship directorships, and chair positions, consistent with other specialties. Women in leadership had lower academic ranks, fewer years of practice, and lower h-indices than their male counterparts. This may represent a shift in academic otolaryngology as female otolaryngologists seek early involvement in leadership.
4 Laryngoscope, 130:1664-1669, 2020.
目的/假设：耳鼻喉科的领导力特征对于评估趋势和促进项目发展至关重要。本研究评估了在住院医师和研究员指导职位或主席职位任职的女性耳鼻喉科医生的代表性，比较了性别在学术职称、实践年限和学术活动方面的差异。
横断面分析。
编制了一份 2017 年至 2018 年由研究生医学教育认证委员会（Accreditation Council for Graduate Medical Education）认证的耳鼻喉科住院医师和研究员指导课程的综合名单。学术职称和从业年限是从系网站上确定的，在线搜索工具被用作辅助资源。h 指数被用作研究成果的衡量标准。回归分析用于分析这些变量。
在 306 个指导职位中，有 57 个（18.6%）由女性担任，其中 27 个为住院医师指导职位，30 个为研究员指导职位。在 99 个主席职位中，有 5 个（5.1%）由女性担任。大多数（53.6%）男性主任是正教授，而只有 26.3%的女性是正教授（P=0.04）。女性主任的平均从业年限（13.9±6.8）少于男性主任（20.3±9.4，P<0.0001）。同样，女性主任的平均 h 指数（11±7.2）也低于男性主任（17.5±12.5，P=0.0001）。在多元回归中控制学术职称和从业年限后，女性的 h 指数仍低于男性（P=0.03）。
女性在住院医师和研究员指导职位以及主席职位的任职比例不成比例地偏低，与其他专业一致。担任领导职务的女性的学术职称较低，从业年限较短，h 指数也低于男性同行。这可能代表着耳鼻喉科的学术地位发生了转变，因为女性耳鼻喉科医生寻求更早地参与领导工作。
4 级喉镜，130：1664-1669，2020。
