Department of Surgery, New York-Presbyterian, Weill Cornell Medicine, 525 E 68th Street, New York, NY, 10065, USA.
Department of Surgery, New York-Presbyterian, Queens, 56-45 Main Street, Flushing, NY, 11355, USA.
Am J Surg. 2022 Oct;224(4):1046-1048. doi: 10.1016/j.amjsurg.2022.06.021. Epub 2022 Jun 25.
Disparities in surgical outcomes are well documented. Racial/ethnic minorities are also disproportionately underrepresentated in surgery; however, most surgeons do not acknowledge the existence of disparities. Diversity, equity, and inclusion (DEI) education in surgery is needed, yet DEI education is often confined to designated diversity lectures, limiting depth of content. Underrepresented minorities (URMs) are also more likely to be tasked with leading DEI initiatives, perpetuating the minority tax and limiting non-URM engagement.
A DEI curriculum was implemented in a general surgery department, inclusive of programming at morbidity and mortality (M&M) and grand rounds (GR).
RESULTS/LESSONS LEARNED: After implementing a DEI curriculum there was a significant increase in DEI topics at M&M (0% versus 27.3%; p < 0.01) and GR (0% versus 18.4%; p < 0.001). The majority of DEI M&Ms were presented by non-URMs (88.89%). Most DEI GR were presented by URMs (55%).
Structured integration of DEI initiatives into surgery department conferences may serve as a practical approach to increasing departmental awareness of disparities, expanding DEI engagement, and increasing academic recognition for DEI initiatives.
手术结果的差异有充分的记录。少数民族和种族群体在外科手术中也不成比例地代表性不足；然而，大多数外科医生并不承认存在差异。需要对外科手术中的多样性、公平性和包容性（DEI）进行教育，但 DEI 教育通常仅限于指定的多样性讲座，限制了内容的深度。代表性不足的少数群体（URM）也更有可能负责领导 DEI 计划，从而延续少数群体税，并限制非 URM 的参与。
在普通外科部门实施了 DEI 课程，包括发病率和死亡率（M&M）和大查房（GR）的课程。
结果/经验教训：实施 DEI 课程后，M&M（0%对 27.3%；p<0.01）和 GR（0%对 18.4%；p<0.001）的 DEI 主题显著增加。大多数 DEI M&M 由非 URM 提出（88.89%）。大多数 DEI GR 由 URM 提出（55%）。
将 DEI 计划有组织地纳入外科部门会议可能是一种切实可行的方法，可以提高部门对差异的认识，扩大 DEI 参与度，并提高 DEI 计划的学术认可度。
