Diversity in the Last Decade of the Association of Program Directors in Surgery: A Descriptive Analysis of Leadership and Future Directions

Arora, Tania K.; Dent, Daniel L.; Morris‐Wiseman, Lilah F.; Nfonsam, Valentine

doi:10.1016/j.jsurg.2019.08.016

Cited by 38 publications

(15 citation statements)

References 5 publications

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“…18,19 The Association of Program Directors in Surgery (APDS) created a Diversity and Inclusion Task Force which demonstrated that between 2008-2018, women comprised only 25% and non-Caucasians 10% of all APDS leadership positions. 20 In our current study, these clinical and educational leadership positions were considered important stepping stones on the path to a chair position. Increasing diversity in surgical leadership needs to start with encouragement, mentorship, sponsorship, education in those areas not traditionally included in medical education, and promotion of minority representation at the trainee and junior faculty levels to improve equity in candidates for progressive leadership roles.…”

Section: Discussionmentioning

confidence: 91%

The road to academic surgical leadership: Characteristics and experiences of surgical chairpersons

Lee

Reyna

Shah

et al. 2020

Surgery

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Introduction:The evolving landscape of academic surgery demands leaders who are not only effective clinicians and researchers, but also administrators able to navigate complex hospital organizations, financial pressures in the era of quality measures, and inclusion of an increasingly diverse workforce. The aim of this study was to characterize achievements and assess perspectives in becoming a surgical chair, in order to guide young surgeons in their career trajectories to surgical leadership. Methods:A survey encompassing demographics, surgical training, non-medical advanced degrees, academic advancement, and leadership experiences was sent via electronic mail to members of the American College of Surgeons Society of Surgical Chairs (SSC) in December 2018.

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Section: Discussionmentioning

confidence: 91%

The road to academic surgical leadership: Characteristics and experiences of surgical chairpersons

Lee

Reyna

Shah

et al. 2020

Surgery

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“…All studies retrieved were written in English. All included studies were comprised of national audits (n = 6), 22‐27 organisational audits (n = 4), 28‐31 consensus methodology (n = 1), 32 narrative reviews (n = 7), 8,30,33‐37 university audits (n = 3), 34,37,38 project audits (n = 7), 33,37,39‐43 viewpoints (n = 8), 2,3,18,44‐48 simulation experiments (n = 3), 49‐51 case surveys (n = 5) 52‐56 and a position paper (n = 1) 15 . Studies centred on ethnic minorities in the United States of America, 2,3,15,22,24‐28,30‐34,36,37,41‐59 China, 24 Switzerland 60 and United Kingdom 18 ; women who identified as an ethnic minority 25,28,38 ; Indigenous peoples 14,35,40,61 ; both ethnic minorities and Indigenous peoples 2,57 ; and people with low socio‐economic status 23,48 …”

Section: Resultsmentioning

confidence: 99%

“…Review of all medical and surgical specialties demonstrates that there is under‐representation of ethnic minorities worldwide 2,22,25,27,38 . This is particularly true in all surgical specialties, 22 academic medical appointments 31 and academic surgical appointments 28 . Minimal progress has been made in increasing ethnic minority and Indigenous health workforce representation in the last 20 years 22 .…”

Section: Resultsmentioning

confidence: 99%

Affirmative action programmes in postgraduate medical and surgical training—A narrative review

2020

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Objective This review aims to identify and summarise the literature pertaining to the implementation of affirmative action programmes (AAP) for selection of ethnic minorities and Indigenous peoples into selective specialist medical and surgical training programmes. Methods A systematic literature search was conducted to identify relevant studies reporting on the background, implementation and results of AAP for ethnic minorities and Indigenous peoples into medical and surgical training. MEDLINE, EMBASE, PubMed, Scopus and Google Scholar databases were queried from inception through to 1 February 2020. All included studies were subjected to inductive thematic analysis in order to systematically collate study findings. Articles were read through several times in an iterative manner to allow the identification of themes across the included studies. The themes were cross‐compared among the authors to establish their interconnectedness. Results Forty‐five articles described AAP pertaining to ethnic minorities in the United States of America (African‐Americans and Hispanic Americans), women and ethnic minorities, Indigenous peoples (New Zealand Māori) and people with low socio‐economic status. Four themes were identified. These included the need for social responsiveness in clinical training organisations, justification and criticism of AAP, how clinical training agencies should participate in AAP and what constitutes an effective AAP for specialist medical and surgical training. Conclusions Affirmative action programmes have been effective at increasing numbers of ethnic minority medical school graduates but have not been used for specialist medical or surgical training selection. AAP achieve the best results when they are associated with a comprehensive programme of candidate preparation, support and mentorship beginning prior to application, and support and mentorship extending through training and subsequently into the post‐training period as an independent professional. The overall aim of any AAP in medical or surgical training must be graduation of significant numbers of minority and Indigenous trainees into successful practice with appointment to faculty member and leadership positions.

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“… 42 , 62 , 63 Over a 10-year period, the probabilities of promotion were lower and probabilities of attrition were higher for UIM faculty and women. 41 UIM physicians are less likely to hold administrative leadership positions in various departments, 3 , 64 – 66 serve as program directors, 67 , 68 receive NIH research awards, 3 grants, 26 and receive tenure 69 than their non-UIM peers. Even after adjusting for tenure status, degree, gender, and NIH award status, UIM faculty have significantly longer time to promotion when compared to their White counterparts.…”

Section: Retention Strategiesmentioning

confidence: 99%

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Davenport

Alvarez

Natesan

et al. 2022

WestJEM

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Improving the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine is a priority at many academic institutions to ensure excellence in patient care, research, and health equity. Here we provide a critical review of the literature and offer evidence-based guidelines for faculty recruitment, retention, and representation in leadership. Recommendations for recruitment include targeted recruitment to expand the candidate pool with diverse candidates, holistic review of applications, and incentivizing stakeholders for success with diversity efforts. Retention efforts should establish a culture of inclusivity, promote faculty develop-ment, and evaluate for biases in the promotion and tenure process. We believe this guide will be valuable for all leaders and faculty members seeking to advance diversity, equity, and inclusion in their institutions.

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Diversity in the Last Decade of the Association of Program Directors in Surgery: A Descriptive Analysis of Leadership and Future Directions

Cited by 38 publications

References 5 publications

The road to academic surgical leadership: Characteristics and experiences of surgical chairpersons

The road to academic surgical leadership: Characteristics and experiences of surgical chairpersons

Affirmative action programmes in postgraduate medical and surgical training—A narrative review

Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

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