<< Back to the abstract archive
A Report on the Representation of Women in Academic Plastic Surgery Leadership
Wendy Chen, MD, MS; Marissa Baron, MPH; Deborah Bourne, MD; Justine Kim, MD; Kia M. Washington, MD; Carolyn De La Cruz, MD
University of Pittsburgh Medical Center, Department of Plastic Surgery, Pittsburgh, PA
2019-02-12
Presenter: Wendy Chen, MD, MS
Affidavit:
Vu Nguyen
Director Name: Vu Nguyen
Author Category: Resident Plastic Surgery
Presentation Category: Clinical
Abstract Category: General Reconstruction
Purpose: We aim to report the current representation of women in academic plastic surgery, progressing from trainees to chairwomen and national leadership positions.
Methods: ERAS, SF match, NRMP, AAMC, ACAPS, PSEN, and websites for journals and national societies were accessed or contacted for demographic information (2006-2016).
Results: In the integrated pathway, proportion of female applicants has remained relatively stable (30%), but the proportion of female residents has increased, from 30% to 40%. In the independent pathway, proportion of female applicants and residents has remained relatively stable, with three men to every woman.
From 2006 to 2016, female faculty members increased from 14.6% to 22.0% (<1% per year). 12% of program directors and 8.7% of department heads are currently female,
Nationally, major professional societies and boards were evaluated (ASPS, ABPS, residency accreditation committee, etc). For all committees, the proportion of female members ranged from 19% to 55% (ave 27.6%). For committee leaders, the proportion of women ranged from 0% to 50% (ave 21.5%). Presidents of societies were historically led by men, with only six having a history of female presidents.
Major journals were evaluated for composition of editorial boards. No journals had a female Editor-in-Chief. The proportion of female editorial board members ranged from 1% to 33% (ave 15.3%),
Conclusions:
Our study shows a leak in the pipeline at all levels, from trainees to faculty, to leadership on the national stage. These results may guide programs to focus on recruitment, retention, and more research is needed to understand reasons for attrition.
