Malhotra Ajay, Futela Dheeman, Payabvash Seyedmehdi, Wintermark Max, Gandhi Dheeraj, Duszak Richard
Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, Connecticut; Chair, Health Equity Committee, American College of Radiology; Chair, Evidence-Based Committee, American Society of Neuroradiology.
Department of Radiology and Biomedical Imaging, Yale School of Medicine, New Haven, Connecticut.
J Am Coll Radiol. 2025 Aug;22(8):946-952. doi: 10.1016/j.jacr.2025.04.003. Epub 2025 Apr 7.
Faculty promotion is important for retention in academic medicine and has implications for diversity.
We aimed to assess faculty promotion trends in academic radiology in US medical schools over time and assess variations based on gender and race or ethnicity.
Using the Association of American Medical Colleges faculty roster, full-time faculty appointed between January 1, 2020, and December 31, 2009 (primary cohort), were followed for 14 years till January 1, 2024. Promotion rates and average time to promotion were compared by faculty track, gender, and race or ethnicity using bivariate analyses. Recent trends in promotions were assessed by comparing 7-year promotion end points between the primary cohort and a secondary cohort appointed between January 1, 2010, and December 31, 2016.
The primary cohort included 2,497 faculty (182 instructors, 1,589 assistant professors, and 726 associate professors) from academic radiology departments, appointed between January 1, 2020, and December 31, 2009. Clinical educator-track faculty had a marginally higher promotion rate (39.6% versus 36.4%, P = .116) but a significantly longer time to promotion (8.25 versus 7.4 years, P < .0001) versus those on traditional track. For clinical educator-track faculty, promotion rates over 14 years tended to be greater for women (42.3%) than men (38.3%, P = .12) across all ranks. The average time to promotion was significantly greater for women (8.9 years) assistant professors compared with men (8.2 years) (mean difference of 0.65 years, P = .013). For the more recent faculty cohort, rates of promotion over a 7-year period were higher (26% versus 15% for assistant professors, P < .001), and average time to promotion was shorter (5.7 versus 6.0 years for assistant professors, P = .002) across all ranks and for both men and women.
Over time, promotion rates in US academic radiology departments have gone up and time to promotion has declined. Promotion rates for men and women are similar.
教师晋升对于学术医学领域的人才留存很重要，并且对多样性有影响。
我们旨在评估美国医学院校放射学学术领域教师晋升趋势随时间的变化情况，并评估基于性别、种族或族裔的差异。
利用美国医学院协会的教师名册，对2009年1月1日至2020年12月31日期间任命的全职教师（主要队列）进行了为期14年的跟踪，直至2024年1月1日。使用双变量分析按教师类别、性别和种族或族裔比较晋升率和平均晋升时间。通过比较主要队列与2010年1月1日至2016年12月31日期间任命的次要队列的7年晋升终点来评估近期的晋升趋势。
主要队列包括来自放射学学术部门的2497名教师（182名讲师、1589名助理教授和726名副教授），他们于2009年1月1日至2020年12月31日期间被任命。与传统类别的教师相比，临床教育工作者类别的教师晋升率略高（39.6%对36.4%，P = 0.116），但晋升所需时间显著更长（8.25年对7.4年，P < 0.0001）。对于临床教育工作者类别的教师，在所有职级中，女性14年的晋升率（42.3%）往往高于男性（38.3%，P = 0.12）。女性助理教授的平均晋升时间（8.9年）显著长于男性（8.2年）（平均差异为0.65年，P = 0.013）。对于更近一批的教师队列，在7年期间，所有职级以及男性和女性的晋升率都更高（助理教授为26%对15%，P < 0.001），平均晋升时间更短（助理教授为5.7年对6.0年，P = 0.002）。
随着时间的推移，美国放射学学术部门的晋升率有所上升，晋升所需时间有所下降。男性和女性的晋升率相似。
