Musavi Leila, Malapati Sri Harshini, Hemal Kshipra, Chen Wendy, Broach Robyn, Yost Mark T, Butler Paris D
From the Division of Plastic and Reconstructive Surgery, University of California, Los Angeles, Los Angeles, Calif.
David Geffen School of Medicine, University of California, Los Angeles, Los Angeles, Calif.
Plast Reconstr Surg Glob Open. 2024 Nov 26;12(11):e6282. doi: 10.1097/GOX.0000000000006282. eCollection 2024 Nov.
Although the representation of women and ethnic minority students in the US medical schools has recently increased, discrepancies in representation among plastic surgery residents and faculty continue. The state of sex and ethnic diversity in academic microsurgery remains minimally investigated. We aimed to evaluate the sex, race, and ethnicity demographics among academic microsurgeons and identify underrepresentation along the leadership pathway. The US-based microsurgery fellowship programs provided contact information of fellowship graduates from 2006 to 2020. An anonymous electronic survey was distributed, and demographic, training background, mentorship, and career path data were collected. Program websites were reviewed to collect data on academic microsurgery faculty nationwide. We found that women and non-White surgeons reported similar rates of effective mentorship in training. Compared with White surgeons, non-White surgeons had lower probability of holding an academic position directly after fellowship (odds ratio = 0.28, = 0.023) and reported fewer perceived opportunities for professional advancement (61% versus 91%, = 0.007). The majority of academic leadership positions were held by White surgeons (72%). Overall, women faculty were earlier in their careers than men (mean time out of fellowship 7.2 years for women versus 14.8 years for men, < 0.001), signifying a lack of senior female faculty. Male faculty had higher rates of leadership than female faculty (24.7% versus 8.0%, = 0.01). Our results demonstrate that women and non-White surgeons are not adequately represented in academic microsurgery faculty and leadership positions. Future interventions seeking to increase diversity can help improve the delivery of equitable reconstructive care.
尽管美国医学院校中女性和少数族裔学生的比例最近有所增加，但整形外科住院医师和教职人员在代表性方面的差异依然存在。学术显微外科领域的性别和种族多样性状况仍鲜有研究。我们旨在评估学术显微外科医生的性别、种族和族裔人口统计数据，并确定在领导路径中代表性不足的情况。美国的显微外科 fellowship 项目提供了 2006 年至 2020 年 fellowship 毕业生的联系信息。我们发放了一份匿名电子调查问卷，收集了人口统计学、培训背景、导师指导和职业路径数据。我们查阅了项目网站，以收集全国学术显微外科教职人员的数据。我们发现，女性和非白人外科医生在培训中报告的有效导师指导率相似。与白人外科医生相比，非白人外科医生在 fellowship 结束后直接担任学术职位的可能性较低（优势比 = 0.28，P = 0.023），并且报告的职业晋升机会较少（61% 对 91%，P = 0.007）。大多数学术领导职位由白人外科医生担任（72%）。总体而言，女性教职人员的职业生涯比男性更早（女性 fellowship 结束后的平均时间为 7.2 年，男性为 14.8 年，P < 0.001），这表明缺乏资深女性教职人员。男性教职人员的领导比例高于女性教职人员（24.7% 对 8.0%，P = 0.01）。我们的结果表明，女性和非白人外科医生在学术显微外科教职人员和领导职位中的代表性不足。未来旨在增加多样性的干预措施有助于改善公平重建护理的提供。
