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Quantifying the Pipeline of Under-Represented In Medicine (UIM) Minorities in Academic Plastic Surgery Leadership
Phoebe L Lee, Jennifer A Hall, Wendy Chen, Paris Butler, Kovid Bhayana, Carolyn Delacruz
University of Pittsburgh
2021-01-31
Presenter: Phoebe L Lee
Affidavit:
The project represents the original work of the presenter.
Director Name: Vu T Nguyen
Author Category: Medical Student
Presentation Category: Clinical
Abstract Category: General Reconstruction
Background
The past twelve years has seen a total +0.3% Black and +1.7% LatinX representation in plastic surgery faculty. It would take over 8,013 and 863 years respectively for Black and LatinX Americans to attain parity in academic plastic surgery. We report the current status of UIM minorities in plastic surgery.
Methods
The SF Match, ERAS, National Resident Matching Program, AAMC, ACAPS, ASPS, and journal and national society websites for were accessed for racial demographic information from 2008 to 2019.
Results
In past decade, there has been no change or slight decrease in Black or LatinX-American representation at half or less than expected compared to U.S. Census data in residency applicants, resident physicians, and academic faculty. Black representation experiences attrition at the resident (3.8% integrated, 5.6% independent residents) to faculty level (<2.8%); almost half are lost at this point. Only 2% of PDs and DHs are Black. There has never been a Black ASPS or PSF president, and there are no Black journal Editors-in-Chiefs. For LatinX-Americans, the first attrition point occurs at the faculty (4.8%) to leadership level (0% of PDs and DHs) where there is no representation. LatinX members comprise 1.54% on editorial boards, there has never been a LatinX ASPS or PSF president, and there are no LatinX Editors-in-Chiefs.
Conclusions
Academic plastic surgery is in need of a paradigm shift. Attrition of UIM minorities in plastic surgery persists through medical school, surgical training, faculty appointments, and leadership positions. Creative and innovative commitment to diversity and inclusion is necessary.
