Department of Surgery, Stanford University, 300 Pasteur Drive, Stanford, CA, 94305, USA.
Department of Surgery, Stanford University, 300 Pasteur Drive, Stanford, CA, 94305, USA.
Am J Surg. 2022 Oct;224(4):1028-1031. doi: 10.1016/j.amjsurg.2022.03.028. Epub 2022 Mar 25.
Our aim was to identify gender and racial disparities in presidential leadership for national medical and surgical organizations.
We located publicly sourced information on national medical organizations. Years between or since the first diverse presidents were analyzed using descriptive statistics and Mann Whitney U tests.
Sixty-seven national medical and surgical organizations were surveyed. 70.8% (n = 34) diversified via gender first (White-female), whereas 26.1% (n = 14) had racial diversity first. Organizations with gender diversity first followed with an African American male president sooner than organizations who first diversified by race (14.7 ± 11.8 v. 27.6 ± 11.3 years, p = 0.018). No significant difference was observed for the third tier of diversification.
Significant gender and racial leadership disparities in national medical organizations are still present. It is notable that organizations with female leaders had a shorter timeline to racial diversity. These findings help to inform strategies to promote and increase diversity, equity, and inclusion in national leadership.
我们的目的是确定国家医学和外科组织的领导层中存在的性别和种族差异。
我们找到了国家医学组织的公开来源信息。使用描述性统计和曼-惠特尼 U 检验分析了首次出现多元化的总统的年份。
调查了 67 个国家医学和外科组织。70.8%（n=34）首先通过性别实现多元化（白人女性），而 26.1%（n=14）首先实现种族多元化。首先实现性别多元化的组织比首先实现种族多元化的组织更快地迎来了非裔美国男性总统（14.7±11.8 年与 27.6±11.3 年，p=0.018）。第三层次的多元化没有观察到显著差异。
国家医学组织中仍然存在显著的性别和种族领导差异。值得注意的是，有女性领导人的组织实现种族多元化的时间更短。这些发现有助于制定策略，以促进和增加国家领导层的多样性、公平性和包容性。
