(A1020) Parental Leave Policies in Otolaryngology Residency Programs: Influence of Department Chair Gender and Program Size

Introduction: Over the years, the personal and professional lives of medical residents have evolved, including an increase in their average age. This study examines parental leave policies, the specific benefits offered, and the potential influence of department chair gender and program size.

Methods: We identified 125 Otolaryngology–Head and Neck Surgery residency programs from the AAMC ERAS Directory. A comprehensive review of each program’s website was conducted to determine the presence of any advertised parental or family leave policies and the gender of the department chair. Information on leave duration, eligibility, program size, and other relevant details were recorded. Categorical variables were analyzed using frequency counts, percentages, Fisher’s exact tests, and independent samples t-tests.

Results: Among the 125 programs, 40 (32%) described parental or family leave policies on their websites. Of these, 17 (42.5%) offered six weeks of paid leave. Leave durations ranged from 2 to 12 weeks, and 7 programs (17.5%) advertised leave for non-birthing parents. Female department chairs accounted for 12.8% (N=16), while male department chairs represented 87.2% (N=109). There was no significant association between department chair gender and the availability of leave policies (p=.266). Additionally, there was no significant difference in the mean number of residents per year between programs with and without leave policies (3.1 vs. 2.9, p=.526).

Conclusions: Only a minority of otolaryngology programs publicly advertise parental leave policies on their websites, and policies vary widely. The limited transparency, coupled with the underrepresentation of female department chairs in the field, highlights areas in need of improvement. Enhancing the visibility of parental leave policies could help prospective residents make more informed decisions.