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Identifying US Plastic Surgery Training Programs that Effectively Establish Gender and Ethnically Diverse Faculty.

Ginikanwa Onyekaba1,2, Jaclyn T Mauch3, Phoebe B McAuliffe1,4

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Summary

Improving diversity in plastic and reconstructive surgery (PRS) faculty requires intentional strategies. Active recruitment and diversity committees are key to increasing representation of female and underrepresented minority physicians.

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Area of Science:

  • Medical Education
  • Surgical Specialties
  • Diversity and Inclusion

Background:

  • Representation of female and ethnically underrepresented in medicine (UIM) physicians in US plastic and reconstructive surgery (PRS) faculty is not well-studied.
  • Successful diversity recruitment strategies for PRS faculty need further exploration.

Purpose of the Study:

  • Identify PRS programs with successful female and UIM faculty representation.
  • Gather insights from PRS program directors and chiefs/chairs on diversity recruitment intentionality and strategies.

Main Methods:

  • Cross-sectional analysis of demographic composition of female and UIM faculty in PRS residency programs.
  • Survey of program directors and chiefs/chairs at 99 ACGME-accredited PRS residency programs regarding diversity perceptions and recruitment strategies.

Main Results:

  • Female and UIM faculty representation varied widely (0-63% and 0-50%, respectively).
  • 55% of program directors/chiefs responded to the survey.
  • Active recruitment and diversity, equity, and inclusion (DEI) committees were frequently cited strategies for faculty diversification.

Conclusions:

  • Female and UIM faculty representation in US PRS remains insufficient.
  • Intentional DEI strategies are crucial for successful faculty diversification in PRS programs.