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Stereotypes, Prejudice, and Discrimination02:55

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Psychosurgery, the surgical alteration or permanent removal of brain tissue to alleviate severe psychological conditions, stands as one of the most radical and controversial treatments in the history of mental health care. Its development and application have evolved significantly, marked by dramatic shifts in scientific understanding and ethical perspectives.
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Related Experiment Video

Updated: Jan 12, 2026

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The Missing Perspective: Understanding the Plastic Surgery Applicant's Diversity Experience.

Meagan Wu1, Anyun Chatterjee2, Jessica D Blum1

  • 1Division of Plastic, Reconstructive, and Oral Surgery, Children's Hospital of Philadelphia, Philadelphia, Pennsylvania.

The Journal of Surgical Research
|October 30, 2025
PubMed
Summary

Minority applicants in plastic and reconstructive surgery (PRS) value diversity and mentorship. Addressing financial barriers and the hidden curriculum can improve minority entry and advancement in PRS programs.

Keywords:
DiversityFinancial barriersHidden curriculumIntegrated plastic surgeryMentorshipMinorityResidency

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Area of Science:

  • Medical Education
  • Surgical Training
  • Diversity and Inclusion

Background:

  • Significant barriers hinder minority entry and advancement in plastic and reconstructive surgery (PRS).
  • Understanding applicant perspectives on diversity is crucial for pipeline development.
  • Existing diversity resources may not be fully utilized or effective for all applicants.

Purpose of the Study:

  • To describe attitudes toward diversity among integrated PRS applicants.
  • To characterize the utilization of diversity resources by applicants.
  • To assess the diversity experiences of minority applicants in PRS.

Main Methods:

  • Prospective cohort study of integrated PRS residency applicants (2022-2024).
  • Online survey distributed to minority and nonminority applicants.
  • Semistructured phone interviews with a subgroup of minority applicants.
  • Inclusion of diverse minority statuses: race/ethnicity, gender, sexual orientation, first-generation low-income.

Main Results:

  • Applicants moderately value faculty and residency diversity, especially gender and race/ethnicity.
  • Key facilitators for minority applicants include mentorship from similar demographic backgrounds.
  • Familiarity with the hidden curriculum and reduced financial barriers are critical for success.

Conclusions:

  • Connect minority PRS applicants with mentors from similar backgrounds.
  • Educate applicants on the 'hidden curriculum' of residency programs.
  • Reduce financial obstacles (fellowships, rotations, interviews) to enhance minority participation in PRS.