Otolaryngology Department and Society Leadership: Evaluation of Diversity in a Nationwide Study

Uppal, Priya A; Kollu, Tejas; Thomas, Melissa; Mammen, Luke; Mortensen, Melissa

doi:10.1002/lary.29957

Cited by 9 publications

(11 citation statements)

References 20 publications

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“…found that being a man was significantly associated with having a full professorship title (P < .0001) [ 12 ]. Men and women have significantly different h-indexes (P < .0001) across all residency leadership positions [ 12 ]. Only 30% of residency program directors are women, which further supports that women are increasingly under-represented in leadership roles in otolaryngology [ 12 ].…”

Section: Discussionmentioning

confidence: 99%

Gender distribution of Top Doctors in otolaryngology-head and neck surgery

DiNardo,

Reese,

Raghavan

et al. 2024

PLoS ONE

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Introduction Our study seeks to understand the profiles of otolaryngologists selected by Castle Connolly’s Top Doctor list and how this compares to the entire field of otolaryngology. Methods Top Doctor lists published in Castle Connolly affiliated magazines were analyzed for Otolaryngology, Otolaryngology/Facial Plastic Surgery, or Pediatric Otolaryngology physicians. Only lists published in 2021 or representing the 2021 Top Doctor lists were analyzed. Of the total 39 partnered magazines, 27 met our criteria. Information on the physician was analyzed from the Castle Connolly website and included: gender, education, faculty position, years as a Top Doctor, and certifications of each physician. Results 879 doctors, 742 (84%) men and 137 women (16%), were included in our analysis. 509 physicians completed a fellowship, 85 (62%) women and 424 (57%) men. The fellowship type varied significantly between gender (p = .002). 122 (14%) Top Doctors completed facial and plastic reconstructive surgery and 111 (91%) were men. Of the women Top Doctors completing a fellowship, 29 (34%) completed a fellowship in pediatric otolaryngology. A logistic regression found that men have an increased odds of being on the Top Doctors list for more years than females (OR: 1.36, p < .001). Conclusion The percentage of women named as Top Doctors was less than the proportion of women in otolaryngology. This may be attributed to gender differences we found in fellowship type and certification. Further research into the role of otolaryngology subspecialties in selection of Top Doctors is needed to better understand gender differences.

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Section: Discussionmentioning

confidence: 99%

Gender distribution of Top Doctors in otolaryngology-head and neck surgery

DiNardo,

Reese,

Raghavan

et al. 2024

PLoS ONE

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“…[1][2][3][4][5][6] We read with interest the article by Uppal and colleagues on otolaryngology departmental and societal leadership. 7 The authors found that otolaryngology has an underrepresentation of women and specific ethnic-racial group leadership, underscoring the importance of recognizing underrepresented women leaders in medicine. These trailblazers elevate the specialty with their achievements and inspire the next generation through role modeling, mentoring, and sponsorship-contributions often underappreciated.…”

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confidence: 99%

Leadership of Black Women Faculty in Otolaryngology—More than A Rounding Error

et al. 2023

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We commend The Laryngoscope for promoting scholarship around diversity, equity, and inclusion in otolaryngologyhead and neck surgery. [1][2][3][4][5][6] We read with interest the article by Uppal and colleagues on otolaryngology departmental and societal leadership. 7 The authors found that otolaryngology has an underrepresentation of women and specific ethnic-racial group leadership, underscoring the importance of recognizing underrepresented women leaders in medicine. These trailblazers elevate the specialty with their achievements and inspire the next generation through role modeling, mentoring, and sponsorship-contributions often underappreciated. It was, therefore, regrettable that this article did not fully report data on URiM women professors and leaders.Figure 1C, labeled "Full Professor by Race and Gender," omits the categories of Black and Latina women. There is also no mention of these women in the paper's results section. Yet, the AAMC data table of faculty by sex, race/ethnicity, gender, and department from 2020 reports them. Why the exclusion? A similar omission of Black men who were Assistant or Associate Professor occurred. We were also disheartened that these errors were not identified by the peer review process.In addition, the study inferred a person's race, ethnicity, and sex based on "name, image, country of medical school, languages spoken, and other publicly available information." These measures introduce bias into the analysis and constitute a major flaw. We cannot presume someone's identity based on a picture or their given name. More reliable resources, for example, the Harry Barnes Medical Society and the Diversity and Inclusion Committee of the AAO-HNSF, could have been leveraged to ensure proper inclusion of URiM faculty and leaders.URiM women continue to enter the fragile pathway to professorship and leadership, navigating challenges associated with the diversity tax and structural inequities. 8,9 URiM women are department chairs, division chiefs, program directors, and society leaders. Unless we collectively work to accurately measure and report the gap and take action to acknowledge and support those who choose to enter, these individuals will select another pathway.The most meaningful message from the article is that small numbers do not mean a small impact, and partnership matters. Through stakeholder engagement and avoiding assumptions we can build together, brickby-brick, creating a more inclusive and equitable future.

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“…5 Addressing the cost burden of away rotations could improve the pathway for URiM applicants in otolaryngology, which has significant race-and sex-based disparities in resident selection and faculty promotion. [6][7][8][9] Although virtual away rotations cannot replace the experience gained from in-person clinical rotations, they can allow applicants to build their knowledge base, showcase their skills, and evaluate their fit with a residency program without incurring the expenses of inperson away rotations. Given the potential role of virtual away rotations in future residency recruitment and selection cycles, further investigation into their effectiveness is warranted.…”

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confidence: 99%

“…Applicant‐reported data from the 2018 to 2020 match years in otolaryngology suggest an average spending of about $2437 for away rotations per applicant over the course of an application cycle 5 . Addressing the cost burden of away rotations could improve the pathway for URiM applicants in otolaryngology, which has significant race‐ and sex‐based disparities in resident selection and faculty promotion 6‐9 …”

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confidence: 99%

Association of Virtual Away Rotations With Residency Applicant Outcomes in Otolaryngology

Lenze,

Benjamin,

Bohm

et al. 2023

OTO Open

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ObjectiveTo examine how virtual away rotations might influence interview and match outcomes in otolaryngology.Study DesignCross‐sectional retrospective analysis of survey‐based study.SettingUnited States medical students applying to otolaryngology residency in the 2020 to 2021 cycle.MethodsThe Texas Seeking Transparency in Application to Residency database was queried to identify otolaryngology applicants during the 2020 to 2021 cycle. The primary outcome was mean number of interview offers. χ2 tests, 2‐sided t tests, logistic regression models, and ordinary least squares regression models were used to examine associations with virtual away rotations.ResultsAmong 115 otolaryngology applicants identified, 35 (30.4%) applicants reported completing 1 or more virtual away rotations. Applicants who completed at least 1 virtual away rotation received significantly more interview offers than their counterparts who did not participate in virtual away rotations (mean [SD], 14.9 [8.2] vs 11.6 [7.9]; P < .03). Each virtual away rotation completed was associated with an incremental increase of 2 additional interview offers (β coefficient: 2.29 [95% confidence interval, CI: 0.8‐3.7; P < .01]). Applicants who completed a virtual away rotation were more likely to receive an interview from that program (62.7% vs 16.8%, P < .01) and to match there (odds ratio 7.7 [95% CI: 2.7‐21.7]; P < .01) when compared to applicants who had not done the away rotation. Participation in virtual away rotations was not associated with significant improvement in match success (82.9% vs 67.5%; P = .09).ConclusionVirtual away rotations were associated with improved program‐specific interview and match outcomes, as well as a higher overall number of interview offers.

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Otolaryngology Department and Society Leadership: Evaluation of Diversity in a Nationwide Study

Cited by 9 publications

References 20 publications

Gender distribution of Top Doctors in otolaryngology-head and neck surgery

Gender distribution of Top Doctors in otolaryngology-head and neck surgery

Leadership of Black Women Faculty in Otolaryngology—More than A Rounding Error

Association of Virtual Away Rotations With Residency Applicant Outcomes in Otolaryngology

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