Gender and Racial Diversity Within Academic Otolaryngology: An Update

Introduction: Prior studies have demonstrated minimal increase in underrepresented minorities in surgical residency and academic careers over the past thirty years. This study sought to analyze demographic differences among academic otolaryngologists and potential associations with research productivity, academic rank, and departmental leadership positions.

Methods: A comprehensive review of all Accreditation Council for Graduate Medical Education (ACGME) otolaryngology residency programs within the United States was conducted to characterize demographic variables, professional experience, academic metrics and leadership roles among faculty members. Chi-square and Mann-Whitney U tests were performed using SPSS.

Results: Among 713 otolaryngologists meeting the study’s inclusion criteria, 69.8% were male, 65.6% were White and 33.0% were full professors. Academic rank differed across race (White professors 72.3% vs non-White 27.7%, P =.03). White surgeons had significantly more years in practice (13 vs 9, P <.001). A greater proportion of non-White surgeons were fellowship program directors (53.1% vs 46.9%, P =.027).

Male surgeons were more likely to be full professors (82.6% vs 17.4% for females, P <.001), while female surgeons were more likely to be assistant professors (61.7% vs 38.3% for males, P <.001). Years in practice differed significantly across gender (male median years in practice: 14 vs 7 for females, P <.001), as did H-indices (male median 12 vs 8, P <.001). Males were also more likely to be fellowship program directors (84.4% vs 15.6%, P =.008). When stratified by gender, there were no significant differences in subspecialty choices, residency program directors, race, or departmental leadership positions.

Conclusions: Our findings suggest enduring gender and racial disparities in rank, years in practice, and research productivity within academic otolaryngology. Diversity, equity and inclusion initiatives at the institutional, departmental and subspecialty levels may improve female and minority recruitment, retention and advancement within academic otolaryngology.