Division of Vascular Surgery and Endovascular Therapy, University of California- San Diego, San Diego, CA.
Division of Vascular and Endovascular Surgery, Massachusetts General Hospital, Boston, MA.
J Vasc Surg. 2022 Aug;76(2):572-578.e2. doi: 10.1016/j.jvs.2022.03.871. Epub 2022 Apr 2.
Vascular surgery training programs face multiple pressures, including attracting and retaining trainees. Current knowledge of trainees' views with respect to diversity and equity in vascular training programs is limited. We sought to understand United States vascular surgery trainees' perceptions and expectations regarding diversity, equity, and inclusion (DEI).
The Association of Program Directors in Vascular Surgery designed and administered the Annual Training Survey to specifically address DEI and administered it to all trainees (Integrated Residents/Fellows; n = 637) at 122 institutions in August 2020.
Of the 637 vascular trainees, 227 (35%) responded. The respondents included 115 male and 62 female trainees, with 50 not disclosing or not answering the question. The majority of respondents (96.9%) believed their programs incorporated a diverse background of trainees. Of the trainees, 89.8% felt that the faculty were similarly comprised of a diverse background. The majority of respondents (63.6%) felt that their training program was both more diverse and focused on inclusion compared with other training programs at their institution. However, 20% of respondents had experienced discrimination. Seventy-three percent (n = 143) of trainees felt empowered to disagree or engage in a discussion should they observe a faculty member make a disparaging remark about a patient's background/race/gender, although 27% (n = 35) trainees expressed fear of retaliation as a reason to not engage. Trainees view their program director (82.6%), faculty mentor (60.9%), and Graduate Medical Education office (52.7%) as potential resources for support. Overall, 83.7% (n = 160) of trainees believe that their program has been open to discussion of race relations within the medical community.
Trainees are committed to multifaceted diversity and inclusion. The perception of trainees regarding DEI issues within vascular surgery training programs appears to be positive; however, trainees did describe discrimination and gender biases in their institutions. This data has the potential to improve institutional education of faculty and trainees about the multidimensional levels of diversity and increased awareness and incorporation of this philosophy can assist in the recruitment of diverse vascular surgeons.
血管外科学培训项目面临多种压力，包括吸引和留住学员。目前，关于血管外科学培训项目中多样性、公平性和包容性（DEI）的学员观点的知识有限。我们旨在了解美国血管外科学学员对 DEI 的看法和期望。
血管外科学项目主任协会设计并管理年度培训调查，专门针对 DEI，并于 2020 年 8 月向 122 个机构的所有学员（综合住院医师/研究员；n=637）进行了管理。
在 637 名血管外科学员中，有 227 名（35%）做出了回应。受访者包括 115 名男性和 62 名女性学员，其中 50 名未披露或未回答该问题。大多数受访者（96.9%）认为他们的项目包含了不同背景的学员。在学员中，89.8%的人认为教师的背景也同样多样化。大多数受访者（63.6%）认为他们的培训计划与所在机构的其他培训计划相比，更加多样化且注重包容性。然而，20%的受访者经历过歧视。73%（n=143）的学员表示，如果他们观察到一名教师对患者的背景/种族/性别发表贬低言论，他们有能力表示不同意或参与讨论，尽管 27%（n=35）的学员表示担心报复是他们不参与的原因。学员将他们的项目主任（82.6%）、教师导师（60.9%）和研究生医学教育办公室（52.7%）视为支持的潜在资源。总体而言，83.7%（n=160）的学员认为他们的项目已经开放讨论医疗社区内的种族关系。
学员致力于多方面的多样性和包容性。血管外科学培训项目中学员对 DEI 问题的看法似乎是积极的；然而，学员确实在他们的机构中描述了歧视和性别偏见。这些数据有可能改善机构对教师和学员的多元化多层次教育，并提高对这一理念的认识和实施，从而有助于招募多元化的血管外科医生。
