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Racial differences in cardiothoracic surgery letters of recommendation.

Kaleb Rostmeyer¹, Valeda Yong², Mengying Deng³

¹Lewis Katz School of Medicine at Temple University, Philadelphia, Pa.

The Journal of Thoracic and Cardiovascular Surgery

|September 28, 2024

Summary

This summary is machine-generated.

Recommendation letters for White applicants in cardiothoracic surgery are longer and highlight drive more than those for non-White applicants. Addressing this racial bias in fellowship applications is crucial for diversity.

Keywords:

cardiothoracic training diversity implicit bias letters of recommendation linguistic analysis racial bias recruitment

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Area of Science:

Medical Specialties
Surgical Education
Health Equity

Background:

Cardiothoracic surgery faces significant racial diversity challenges.
Implicit bias in recommendation letters is a key factor contributing to this disparity.
Addressing bias is essential for equitable recruitment and attracting top talent.

Purpose of the Study:

To investigate the impact of applicant race on the language used in cardiothoracic surgery fellowship recommendation letters.
To identify specific linguistic patterns associated with applicant race and author specialty.

Main Methods:

Analysis of 597 recommendation letters for cardiothoracic surgery fellowship applications (2017-2021).
Categorization of authors as cardiothoracic or noncardiothoracic surgeons.
Dichotomization of applicant race (White vs. non-White) and linguistic analysis of letter content.

Main Results:

White applicants received letters highlighting "drive" more often (P=.03).
Non-White applicants' letters emphasized "authenticity" (P=.02) and "past experiences" (P=.05).
Cardiothoracic surgeons wrote longer letters with more "standout adjectives" for White applicants and emphasized "perceptiveness" for non-White applicants.

Conclusions:

Applicant race significantly influences the language and content of recommendation letters.
Bias in letters, particularly from cardiothoracic surgeons, favors White applicants.
Mitigating this bias is vital for fair recruitment and enhancing diversity in cardiothoracic surgery.