Faculty diversity and inclusion program outcomes at an academic otolaryngology department

Sandra Y. Lin · Howard W. Francis · Lloyd B. Minor · David W. Eisele

57 citations0/0 files storedThe Laryngoscope

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Diversity and Career in Medicine Career Development and Diversity Gender Diversity and Inequality

Abstract

OBJECTIVES/HYPOTHESIS: To describe a 10-year diversity initiative to increase the number of women and underrepresented minorities in an academic department of otolaryngology-head and neck surgery. STUDY DESIGN: Retrospective review. METHODS: A multifaceted approach was undertaken to recruit and retain women and underrepresented minority (URM) faculty: creation of a climate of diversity, aggressive recruitment, achievement of parity of salary at rank regardless of gender or minority status, provision of mentorship to women and URM faculty, and increasing the pipeline of qualified candidates. Primary outcomes measures included number of women and URM faculty, academic rank, and salary. RESULTS: From 2004 to 2014, the percentage of women clinical faculty increased from 5.8% to 23.7%; women basic science faculty increased from 11.1% to 37.5%. The number of women at associate professor rank increased from 0 to eight. During this period, underrepresented minority faculty increased in number from two to four; URM full professors increased in number from 0 to 1. In 2004, women earned 4% to 12% less than their male counterparts; there were no salary differences for URM. In 2014, salary was equal by rank and subspecialty training independent of gender or minority status. CONCLUSION: A comprehensive diversity and inclusion initiative has increased representation of women and URM faculty in an academic department of otolaryngology-head and neck surgery. However, there continue to be opportunities to further increase diversity. LEVEL OF EVIDENCE: N/A.

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2002The Case For Diversity In The Health Care Workforce 1998Relation of Family Responsibilities and Gender to the Productivity and Career Satisfaction of Medical Faculty 2013Mentoring Programs for Underrepresented Minority Faculty in Academic Medical Centers 2011Women in Academic Surgery: The Pipeline Is Busted 2011The $16,819 Pay Gap For Newly Trained Physicians: The Unexplained Trend Of Men Earning More Than Women 2007Exploring Obstacles to and Opportunities for Professional Success Among Ethnic Minority Medical Students 2008Minority Faculty Voices on Diversity in Academic Medicine: Perspectives From One School 2013Minority Faculty Development Programs and Underrepresented Minority Faculty Representation at US Medical Schools

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2020Diversity in Academic Otolaryngology: An Update and Recommendations for Moving From Words to Action 2022Strategies to Increase Racial and Ethnic Diversity in the Surgical Workforce: A State of the Art Review 2023How Do Academic Medicine Pathways Differ for Underrepresented Trainees and Physicians? A Critical Scoping Review 2019Gender disparities are present in academic rank and leadership positions despite overall equivalence in research productivity indices among senior members of American Head and Neck Society (AHNS) Fellowship Faculty

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