Mohan Anita T, Banuelos Joseph, Cespedes-Gomez Omar, Kapoor Trishul, Moran Steven L, Heller Stephanie F, Dozois Eric J, Nelson Heidi, Stulak John M, Martinez-Jorge Jorys
Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MN.
Department of Surgery, Division of Trauma, Critical Care, and General Surgery, Mayo Clinic, Rochester, MN.
Ann Surg Open. 2021 Oct 12;2(4):e100. doi: 10.1097/AS9.0000000000000100. eCollection 2021 Dec.
Diversity within the healthcare workforce is essential to improve quality of care, although evaluation of diversity within surgical training remains limited. This study analyzed diversity in recruitment of residents into surgical subspecialties at a large academic medical institution and national trends.
A 21-year cross-sectional study of medical school graduates accepted into all surgical subspecialty training programs was performed. The institutional cohort was divided into two groups (1997-2006, 2007-2017). Subspecialty acceptance rates were determined between 2011 and 2018. Data on candidate demographics including gender, race, ethnicity, citizenship, and origin of medical education at a single institution and nationally were extracted.
Two thousand found hundred seventy-two residents were included in this study. From 1997 to 2018, female acceptances increased from 21.1% to 29.7% ( < 0.01), non-White increased from 27.9% to 31.8% ( = 0.01), and international medical graduates decreased from 28.8% to 25.5% ( = 0.02). There was no significant change in accepted Hispanic and Non-US candidates. Female subspecialty rates for subspecialties increased nationally and was comparable to our cohort, except in general surgery. Hispanic subspecialty acceptance rates were less than 10% and Black/African American acceptance rates remained less than 5% across subspecialties nationally and at our institution.
Diversity in surgical training has modestly progressed over the last two decades, but the degree of positive change has not been universal and highlights the critical need for improvement and action. Continued institution driven and collaborative strategies are essential to promote diversity in recruitment across all surgical specialties that has implications on our future workforce and surgical leadership.
医疗保健劳动力的多样性对于提高护理质量至关重要，尽管对外科培训中的多样性评估仍然有限。本研究分析了一所大型学术医疗机构住院医师进入外科亚专业的招聘多样性及全国趋势。
对被所有外科亚专业培训项目录取的医学院毕业生进行了一项为期21年的横断面研究。机构队列分为两组（1997 - 2006年，2007 - 2017年）。确定了2011年至2018年期间亚专业录取率。提取了包括性别、种族、民族、公民身份以及在单一机构和全国范围内医学教育来源的候选人人口统计学数据。
本研究纳入了2872名住院医师。从1997年到2018年，女性录取率从21.1%增至29.7%（P < 0.01），非白人录取率从27.9%增至31.8%（P = 0.01），国际医学毕业生录取率从28.8%降至25.5%（P = 0.02）。西班牙裔和非美国候选人的录取情况无显著变化。除普通外科外，女性在各亚专业的录取率在全国范围内有所上升且与我们的队列相当。在全国和我们机构中，西班牙裔在各亚专业的录取率均低于10%，黑人/非裔美国人的录取率均低于5%。
在过去二十年中，外科培训的多样性有一定进展，但积极变化程度并不普遍，凸显了改进和采取行动的迫切需求。持续的机构驱动和合作策略对于促进所有外科专业招聘的多样性至关重要，这对我们未来的劳动力和外科领导层具有影响。
