The Evolving Presence of Women in Academic Plastic Surgery: A Study of the Past 40 Years

Plana, Natalie M.; Khouri, Kimberly S.; Motosko, Catherine C.; Stern, Marleigh J.; Anzai, Lavinia; Poudrier, Grace; Massie, Jonathan P.; Diaz-Siso, J. Rodrigo; Flores, Roberto L.; Hazen, Alexes

doi:10.1097/prs.0000000000004337

Cited by 54 publications

(58 citation statements)

References 17 publications

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“…7 In Plastic and Reconstructive Surgery (PRS) specifically, females comprise 23% of staff surgeons and 40% of trainees in the United States. 5 , 9 These data suggest that female representation in PRS will ostensibly increase in the future. Despite the increasing number of females, it is unknown if there are adequate policies within Canadian PRS divisions and residency training programs to support gender equity.…”

Section: Introductionmentioning

confidence: 82%

State of Gender Diversity and Equity Policies within Plastic and Reconstructive Surgery in Canada

Retrouvey

Jakubowski

Lipa

et al. 2020

Plastic and Reconstructive Surgery - Global Open

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Background: Given the growing number of women in plastic and reconstructive surgery (PRS), it is imperative to evaluate the extent of gender diversity and equity policies among Canadian PRS programs to support female trainees and staff surgeons. Methods: A modified version of the United Nations Women’s Empowerment Principles (WEPs) Gender Gap Analysis tool was delivered to Canadian PRS Division Chairs (n = 11) and Residency Program Directors (n = 11). The survey assessed gender discrimination and equity policies, paid parental leave policies, and support for work/life balance. Results: Six Program Directors (55% response rate) and ten Division Chairs (91% response rate) completed the survey. Fifty percent of respondents reported having a formal gender non-discrimination and equal opportunity policy in their program or division. Eighty-three percent of PRS residency programs offered paid maternity/paternity/caregiver leave; however, only 29% offered financial or non-financial support to its staff surgeons. Only 33% of programs had approaches to support residents as parents and/or caregivers upon return to work. Work/life balance was supported for most trainees (67%) but only few faculty members (14%). Conclusions: The majority of Canadian PRS programs have approaches rather than formal policies to ensure gender non-discrimination and equal opportunity among residents and faculty. Although residency programs support wellness, few have approaches for trainees as parents and/or caregivers upon return to work. At the faculty level, approaches and policies lack support for maternity/paternity/caregiver leave or work/life balance. This information can be used to develop policy for support of plastic surgery trainees and faculty.

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Section: Introductionmentioning

confidence: 82%

State of Gender Diversity and Equity Policies within Plastic and Reconstructive Surgery in Canada

Retrouvey

Jakubowski

Lipa

et al. 2020

Plastic and Reconstructive Surgery - Global Open

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“…Based on the exclusion criteria, 316 academic plastic surgeons were identified. The cohort was predominately male (88%), more academically productive (median H-index: 16 [IQR: 10-23]) and been in practice for 18 years [IQR: [11][12][13][14][15][16][17][18][19][20][21][22][23][24][25]. Nine percent of the cohort (n = 28) were of full professor rank but did not hold an additional departmental leadership role (Table 1).…”

Section: Resultsmentioning

confidence: 99%

“…Modern plastic surgery is in the midst of a gender revolution. There is an increased female presence at all academic ranks [20,21], greater female authorship [22,23], and narrowing of income disparities [24]. Gender parity in industry payments among senior academics and departmental leaders in plastic surgery adds to this growing wave of change.…”

Section: Discussionmentioning

confidence: 99%

Follow the money: Investigating gender disparity in industry payments among senior academics and leaders in plastic surgery

et al. 2020

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Introduction Differences in academic qualifications are cited as the reason behind the documented gender gap in industry sponsorship to academic plastic surgeons. Gendered imbalances in academic metrics narrow among senior academic plastic surgeons. However, it is unknown whether this gender parity translates to industry payments. Methods We conducted a cross-sectional analysis of industry payments disbursed to plastic surgeons in 2018. Inclusion criteria encompassed (i) faculty with the rank of professor or a departmental leadership position. Exclusion criteria included faculty (i) who belonged to a speciality besides plastic surgery; (ii) whose gender could not be determined; or (iii) whose name could not be located on the Open Payment Database. Faculty and title were identified using departmental listings of ACGME plastic surgery residency programs. We extracted industry payment data through the Open Payment Database. We also collected details on H-index and time in practice. Statistical analysis included odds ratios (OR) and Pearson’s correlation coefficient (R). Results We identified 316 senior academic plastic surgeons. The cohort was predominately male (88%) and 91% held a leadership role. Among departmental leaders, women were more likely to be an assistant professor (OR 3.9, p = 0.0003) and heads of subdivision (OR 2.1, p = 0.0382) than men. Industry payments were distributed equally to male and female senior plastic surgeons except for speakerships where women received smaller amounts compared to their male counterparts (median payments of $3,675 vs $7,134 for women and men respectively, p<0.0001). Career length and H-index were positively associated with dollar value of total industry payments (R = 0.17, p = 0.0291, and R = 0.14, p = 0.0405, respectively). Conclusion Disparity in industry funding narrows at senior levels in academic plastic surgery. At higher academic levels, industry sponsorship may preferentially fund individuals based on academic productivity and career length. Increased transparency in selection criteria for speakerships is warranted.

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“…En Estados Unidos el porcentaje de mujeres que ingresan a los programas de Cirugía Plástica va también en ascenso: del 22% en 2007 al 32.5% en 2015. (7) La Sociedad de Cirugía Plástica del Uruguay cuenta con una gran adhesión por parte de los cirujanos plásticos del país y está formada en el momento de redactar este trabajo por 152 socios, de los que el 41% son mujeres y el 59% hombres. Aún siendo menor que el porcentaje de mujeres que ingresaron a la especialidad en los últimos 15 años, esta proporción de cirujanas es notoriamente elevada si se compara con otras sociedades de Cirugía Plástica.…”

Section: Discussionunclassified

“…A pesar del aumento de mujeres en la Medicina, queda mucho por hacer en materia de equidad entre hombres y mujeres. (1)(2)(3)(4)(5)(6)(7)(8) Esta desigualdad entre ambos sexos se acentúa en las especialidades quirúrgicas. No es una problemática local ni regional, sino que es un fenómeno que se repite también en países del primer mundo; lo mencionan en su trabajo Bickel y col. en Estado Unidos (9) y Santamaría y col. en España, (10) entre otros (1,6,11) .…”

Section: Introductionunclassified

Situación de las mujeres en la Cirugía Plástica en Uruguay

Pazos¹,

Corbellini²,

García³

et al. 2021

Cir. plást. iberolatinoam.

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The Evolving Presence of Women in Academic Plastic Surgery: A Study of the Past 40 Years

Abstract: The academic contribution of female plastic surgeons has substantially increased in number and has become more evenly distributed across subspecialty topics.

Cited by 54 publications

References 17 publications

State of Gender Diversity and Equity Policies within Plastic and Reconstructive Surgery in Canada

State of Gender Diversity and Equity Policies within Plastic and Reconstructive Surgery in Canada

Follow the money: Investigating gender disparity in industry payments among senior academics and leaders in plastic surgery

Situación de las mujeres en la Cirugía Plástica en Uruguay

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