Shah Kalpit N, Ruddell Jack H, Scott Brandon, Reid Daniel B C, Sobel Andrew D, Katarincic Julia A, Akelman Edward
Department of Orthopaedic Surgery, Warren Alpert School of Medicine, Brown University, Providence, Rhode Island.
JB JS Open Access. 2020 Jun 26;5(3). doi: 10.2106/JBJS.OA.20.00009. eCollection 2020 Jul-Sep.
The American Academy of Orthopaedic Surgeons has adopted the strategic goal of evolving its culture and governance to become more strategic, innovative, and diverse. Given the charge to increase diversity, a focus on assessing and increasing diversity at the faculty level may help this cause. However, an analysis of gender and racial diversity among orthopaedic faculty has not been performed. The purpose of this study was to evaluate faculty appointments for underrepresented minority (URM) and female orthopaedic surgeons. We also aim to draw comparisons between orthopaedic surgery and other specialties.
Data on gender, race, and faculty rank (clinical instructor, assistant professor, associate professor, and professor) of academic faculty for 18 specialties from 1997 to 2017 were obtained from the Association of American Medical Colleges (AAMC) Faculty Roster. Assistant professors were designated as junior faculty, whereas associate professor and professor were considered senior faculty. URMs were defined using the AAMC definition-groups having lower representation than in the general population. Regression analysis was used to evaluate and compare the change over time and to compare the change across different specialties.
Over the 20-year study period, the number of female faculty increased (8.8% pts) but represents a lower proportion than other specialties (13.9% pts) (p = 0.029). Female orthopaedic senior faculty grew slower (7.3% pts) than other specialties (14.7% pts) (p < 0.001). There was no difference in the growth of URM faculty positions (2.0% pts) compared with all other specialties (2.4% pts) (p = 0.165). The proportion of orthopaedic URM senior faculty increased less (0.5% pts) than other specialties (2.5% pts) (p < 0.001), whereas more orthopaedic URM junior faculty were added than other specialties (2.2% pts) (p = 0.012).
Although orthopaedic surgery has increased the representation of female and URM faculty members, it continues to lag behind other specialties. In addition, fewer female and URM orthopaedic faculty members obtained senior faculty status than other specialties. To address the differences seen in faculty diversity, a concerted effort should be made to recruit and promote more diverse faculty, given similar qualifications and capabilities.
Prognostic Level IV.
美国矫形外科医师学会已制定战略目标，要使其文化和治理方式更加具有战略性、创新性和多元化。鉴于要增加多样性的要求，关注评估和增加教职员工层面的多样性可能有助于实现这一目标。然而，尚未对矫形外科教职员工中的性别和种族多样性进行分析。本研究的目的是评估少数族裔（URM）和女性矫形外科医生的教职任命情况。我们还旨在对矫形外科与其他专科进行比较。
从美国医学院协会（AAMC）教职员工名册中获取了1997年至2017年18个专科的学术教职员工的性别、种族和教职等级（临床教员、助理教授、副教授和教授）数据。助理教授被指定为初级教职员工，而副教授和教授被视为高级教职员工。URM的定义采用AAMC的定义——代表性低于普通人群的群体。采用回归分析来评估和比较随时间的变化，并比较不同专科之间的变化。
在20年的研究期间，女性教职员工数量有所增加（增加了8.8个百分点），但占比低于其他专科（13.9个百分点）（p = 0.029）。女性矫形外科高级教职员工的增长速度（7.3个百分点）低于其他专科（14.7个百分点）（p < 0.001）。URM教职岗位的增长（2.0个百分点）与所有其他专科（2.4个百分点）相比没有差异（p = 0.165）。矫形外科URM高级教职员工的占比增加幅度（0.5个百分点）低于其他专科（2.5个百分点）（p < 0.001），而与其他专科相比，新增的矫形外科URM初级教职员工更多（2.2个百分点）（p = 0.012）。
尽管矫形外科增加了女性和URM教职员工的占比，但仍落后于其他专科。此外，获得高级教职身份的女性和URM矫形外科教职员工比其他专科更少。为解决教职员工多样性方面存在的差异，在具备相似资质和能力的情况下，应共同努力招聘和晋升更多样化的教职员工。
预后水平IV。
