Racial and Ethnic Diversity of U.S. Residency Programs, 2011–2019

Hucko, Lauren; Al-Khersan, Hasenin; Dominguez, Johanny Lopez; Cavuoto, Kara M.; Scott, Nathan L.; Williams, Basil K.; Fountain, Tamara R.; Sridhar, Jayanth

doi:10.1056/nejmc2200107

Cited by 6 publications

(7 citation statements)

References 4 publications

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“…8,9 ObGyn has consistently had a proportion of URiM residents (18%) that is highest in the surgical specialties and comparable to family medicine and pediatrics. 10 When examining physician workforce diversity, it is important to "drill down" to individual specialties to obtain a clearer understanding of trends. The continued need for increased resident and faculty diversity prompted us to examine ObGyn departments.…”

Section: Why Diversity In Medicine Mattersmentioning

confidence: 99%

“…Racial and ethnic representation in surgical and nonsurgical residency programs has not substantially improved in the past decade and continues to lag the changing demographics of the US population. 10 More students than residents and faculty are Hispanic, which represents a much-needed opportunity for recruitment. By contrast, junior ObGyn faculty are more likely to be Black than residents and students.…”

Section: Growth Of Urim Physicians In Obgynmentioning

confidence: 99%

“…16 The ACGME followed suit with similar guidelines in 2019. 10 Diversity is one of the foundational strengths of the ObGyn specialty. Important aspects of the specialty are built upon the contributions of women of color, some voluntary and some not.…”

Section: Looking Backmentioning

confidence: 99%

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ObGyn: A leader in academic medicine, with progress still to be made in diversity

Rayburn¹

2022

OBGM

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Section: Why Diversity In Medicine Mattersmentioning

confidence: 99%

Section: Growth Of Urim Physicians In Obgynmentioning

confidence: 99%

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ObGyn: A leader in academic medicine, with progress still to be made in diversity

Rayburn¹

2022

OBGM

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“…This lack of URiM diversity within Oto-HNS has not improved in recent years [1], even after controlling for sociodemographic factors (income, education status, geographic location) [2–4]. According to a report by the Association of American Medical Colleges (AAMC), the 2021 racial/ethnic distribution of otolaryngology residents was 24.2% Asian, 3.4% black, 5.8% Hispanic, and 63.2% white [20].…”

Section: Introductionmentioning

confidence: 99%

“…The lack of racial and ethnic diversity within otolaryngologyhead and neck surgery (Oto-HNS) has not improved in recent years [1], necessitating the evaluation of potential barriers and bias within the medical education system. A poorly diverse physician workforce negatively impacts the health of individuals from underrepresented backgrounds, with race-based health disparities prevalent throughout the USA [2][3][4][5][6][7][8][9][10].…”

Section: Introductionmentioning

confidence: 99%

Racial and Ethnic Bias in Letters of Recommendation and Personal Statements for Application to Otolaryngology Residency

Stack

Berk

et al. 2023

ORL

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Introduction: The persistent lack of racial and ethnic diversity within the field of otolaryngology calls for an analysis of potential bias within the residency application system. Letters of recommendation (LORs) and personal statements (PSs) are the most important subjective application constituents. This subjectivity predisposes these components to implicit bias. In applications to various surgical subspecialties, prior linguistic studies assessing bias in reviews of LOR show race-based differences. Thus far, racial and ethnic linguistic differences in LORs for otolaryngology applicants have not been analyzed in the literature. Methods: LORs and PSs were abstracted from otolaryngology – head and neck surgery applications in the Electronic Residency Application Service for the 2019–20 and 2020–21 application cycles. Linguistic Inquiry and Word Count 2015 was used for quantitative analysis of emotional, cognitive, and structural components of written text. Results: Race-pair analysis of the 2019–2021 application cycles revealed higher mean “teaching” scores for LORs for Asian, black, Hispanic, and white applicants when compared to applicants who self-identified as Other. White applicants had lower scores for the terms “research” and “analytic” when compared to Asian and black applicants, respectively. Analysis of PSs revealed greater scores for an “authentic” writing style for white versus Asian applicants. White applicants were found to have higher scores for “tone” compared to black applicants. Conclusion: Minor racial and ethnic language differences exist in both LORs and PSs. A statistically significant difference was observed among LORs, with the “teaching” term used more frequently for Asian, black, Hispanic, and white applicants compared to self-identified Other individuals. For PSs, statistically significant differences were observed among white applicants, who wrote about themselves using more “authentic” language when compared with Asian applicants and who also had higher scores for “tone” compared to black applicants. Although these differences were statistically significant, the practical impact of the variances is likely small.

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Incorporation of social determinants of health into health care practice: A strategy to address health disparities

Carter

Jafry

Siddiqi

et al. 2024

Comprehensive Precision Medicine

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Racial and Ethnic Diversity of U.S. Residency Programs, 2011–2019

Cited by 6 publications

References 4 publications

ObGyn: A leader in academic medicine, with progress still to be made in diversity

ObGyn: A leader in academic medicine, with progress still to be made in diversity

Racial and Ethnic Bias in Letters of Recommendation and Personal Statements for Application to Otolaryngology Residency

Incorporation of social determinants of health into health care practice: A strategy to address health disparities

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