Intersection of gender, race, and academic rank in anesthesiology

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success

“…A change in the proportions of race and gender representation from one level to the next reflects inequity, highlighting the “leak,” so to speak. This gap further stratifies at the faculty level, where most URiM physicians in academic medicine, including anesthesiology, are at the instructor or assistant professor rank, and are underrepresented at higher ranks, including associate professor, professor, chair, associate dean, or dean 31,66,69–71…”

“…Women and other URiM groups remain underrepresented in leadership and senior academic ranks in academic anesthesiology, notably in full professor, department chair, and journal editor roles. 31,34,70 Biases may sometimes influence the promotion and tenure process unduly. Individuals who have systematically experienced bias throughout their earlier careers may be passed over for promotion, or be less likely to be nominated for leadership positions or awards due to not belonging to the same demographic or social circles as those in positions of power.…”

“…Support URiM faculty in seeking promotion or tenure. Women and other URiM groups remain underrepresented in leadership and senior academic ranks in academic anesthesiology, notably in full professor, department chair, and journal editor roles 31,34,70. Biases may sometimes influence the promotion and tenure process unduly.…”

“…This gap further stratifies at the faculty level, where most URiM physicians in academic medicine, including anesthesiology, are at the instructor or assistant professor rank, and are underrepresented at higher ranks, including associate professor, professor, chair, associate dean, or dean. 31,66,[69][70][71] As stated previously, the driving factors for workforce and advancement inequities are historical injustices as well as ongoing systemic barriers to the success of URiM individuals, which may be modifiable or mitigated. These challenges include implicit biases in the advancement process, 31,[72][73][74] micro-and macroaggressions, 37,[75][76][77] deficiency of optimal mentors, 31,78,79 disparate access and information regarding opportunities for advancement, 74,79 disparate expectations (e.g., the "minority tax," the "glass ceiling," and the "glass cliff"), 45,74,[80][81][82] and other insidious factors.…”