Escobar-Domingo Maria J, Rahmani Benjamin, Fanning James E, Hernandez Alvarez Angelica, Xun Helen, Taritsa Iulianna C, Lee Daniela, Foppiani Jose, Lin Samuel J, Lee Bernard T
Division of Plastic and Reconstructive Surgery, Beth Israel Deaconess Medical Center, Harvard Medical School, Boston, MA.
Division of Plastic and Reconstructive Surgery, Beth Israel Deaconess Medical Center, Harvard Medical School, Boston, MA.
J Surg Educ. 2025 Feb;82(2):103388. doi: 10.1016/j.jsurg.2024.103388. Epub 2024 Dec 24.
Improving diversity within plastic and reconstructive surgery (PRS) trainees is a crucial step to reduce inequities at the provider level. Trends in minority representation among independent program match applicants are understudied. We analyzed gender, racial, and ethnic demographic trends among independent PRS match applicants.
With the approval of the American Council of Educators in Plastic Surgery, the San Francisco Match provided data for the independent PRS match from 2013 to 2023. Trends in the independent PRS match were reviewed, and a Cochran-Armitage test was conducted to evaluate the significance of match trends in minority applicants (Female, Black, Asian, Other Race, Hispanic ethnicity) over time.
A total of 1000 applicants participated in the independent plastic surgery match during the study period, of whom 735 matched. A 31% decrease in the number of independent PRS programs was observed. The match rate decreased from 86% to 60%. Statistical analysis by race (White, Black, Asian, Other) and match outcomes revealed significant differences in racial distributions between applicants and matched participants in 2014 (p = 0.002) and 2018 (p = 0.042). The proportion of female applicants and Hispanic applicants correlated yearly to the number of matched females and Hispanics, respectively (p > 0.05). Cochran-Armitage tests showed a significant increase in match trends among female participants over time (p = 0.004).
We show a significant increase in female representation in the independent PRS match in the last decade. However, representation of racial and ethnic minorities has shown minimal change over the years. Ongoing efforts are needed to identify barriers and reduce inequities.
提高整形与重建外科（PRS）受训人员的多样性是减少医疗服务提供者层面不平等现象的关键一步。对于独立项目匹配申请者中少数族裔代表的趋势研究不足。我们分析了独立PRS匹配申请者的性别、种族和族裔人口趋势。
经美国整形外科学会教育委员会批准，旧金山匹配项目提供了2013年至2023年独立PRS匹配的数据。回顾了独立PRS匹配的趋势，并进行了 Cochr an - Armitage检验，以评估少数族裔申请者（女性、黑人、亚洲人、其他种族、西班牙裔）随时间的匹配趋势的显著性。
在研究期间，共有1000名申请者参加了独立整形手术匹配，其中735人匹配成功。观察到独立PRS项目数量减少了31%。匹配率从86%降至60%。按种族（白人、黑人、亚洲人、其他）和匹配结果进行的统计分析显示，2014年（p = 0.002）和2018年（p = 0.042）申请者与匹配参与者之间的种族分布存在显著差异。女性申请者和西班牙裔申请者的比例分别与匹配的女性和西班牙裔人数逐年相关（p > 0.05）。 Cochr an - Armitage检验显示，女性参与者的匹配趋势随时间显著增加（p = 0.004）。
我们发现，在过去十年中，独立PRS匹配中女性代表比例显著增加。然而，多年来种族和族裔少数群体的代表比例变化极小。需要持续努力以识别障碍并减少不平等现象。
