Diversity in the Plastic Surgery Match: The Effect of Program Chair, Program Director, and Faculties' Race and Sex on Matched Applicants.

Abstract

Prior studies have identified the lack of diversity within the field of plastic surgery (PS) and associated residency matches. In this study, the authors aimed to examine the effect of PS program chairs (PCs), program directors (PD), and faculty members' race and sex on PS applicants and matriculants within the same program. Deidentified applicant data from 2017 to 2021 submitted to the University of Wisconsin-Madison's integrated PS program were analyzed. Applicants' self-reported sex and race were collected. Integrated PS program websites were assessed to determine whether applicants matched the program. Race and sex of PCs, PDs, and faculty members were collected from each program's website. Overall, 79 integrated PS programs' websites and 1470 applicants were reviewed. The majority of PCs, PDs, and faculty members were male (87.3%, 81.0%, and 69.6%, respectively) and white (74.7%, 70.9%, and 68.8%, respectively). Most applicants were male (54.0%) and white (60.8%). For a given program, white PCs and PDs have 5 and 6 times the odds of matching an applicant of the same race ( P <0.001 for both). Having male PCs and PDs did not significantly increase the odds of matching an applicant of the same sex ( P =0.198 and 0.905, respectively). Although the field of PS has made great strides to close the sex gap within the residency match process, this study highlights ongoing racial disparities among nonwhite applicants.