Proportion Of Female Faculty Research Articles

Otolaryngology residency program factors associated with female resident representation.

Female representation in the field of otolaryngology is lacking. Residency is the first point at which medical school graduates specialize in a chosen field and thus represents an opportunity to recruit and train more female otolaryngologists. This study sought to identify program factors associated with greater female representation among resident physicians. Departmental websites of all 124 otolaryngology residency programs in the United States and Puerto Rico were examined for a list of residents. For programs with a resident roster available, the genders of residents, faculty, program directors, and chairpersons were recorded. Location and city population for each program was also recorded, as was female resident representation. Programs were compared using Pearson Chi-squared univariate tests. 1,632 residents and 2,605 faculty were included in the analysis of 109 programs. The median female resident representation was 40%. Programs with larger faculty sizes, more female faculty, and urban location were associated with an above-median female resident representation. Programs with a larger residency cohort approached significance regarding above-median female resident representation. Higher female faculty representation, program director gender, chairperson gender, and US region were not associated with variation in female resident representation. Greater female otolaryngology residency representation was associated with programs having an urban location and greater numbers of female and total faculty. It was also likely that a larger resident cohort size may affect female resident representation. The proportions of female faculty, program director, and chairperson gender, as well as theUS region, were not associated with variation in female resident gender representation.

The Significance of Female Faculty and Department Leadership to the Gender Balance of Ophthalmology Residents

To examine the gender balance of academic ophthalmology departments by determining the association between the rates of female residents in ophthalmology programs and department chair/residency program director (PD) gender and rate of female faculty within the department. Retrospective cross-sectional study. Demographic information on ophthalmology programs, including size, location, and gender distribution of leadership, faculty, and residents was collected from public online resources. Departments with residency programs were included for analyses if they were both Accreditation Council Graduate Medical Education accredited and available for application through the San Francisco Match for the 2020-2021 application cycle. For analyses, a binomial regression was fitted to identify factors associated with the female faculty and resident proportions. In 117 total programs, 16.7% of chairs and 37.7% of PDs were female. There were more female residents at programs with female PDs (P=.02), with more female faculty (P < .001), and at larger departments (P=.001) and residency programs (P=.04). In multivariate analysis, more female faculty members increased the odds of having more female residents (P < .001). Chair gender did not correlate with the proportion of female faculty or residents. There were the most female residents in the Northeast and the fewest in the Southwest (P=.003). Although gender of department chair did not correlate with proportion of female faculty or residents, programs with more female faculty members had more female residents. Deans and programs should strive for departmental diversity and the recruitment and success of female residents to ensure the use of their full academic capital.

Gender Distribution of Faculty Is Strongly Correlated With Resident Gender at Canadian Radiology Residency Programs

Objective: Women are underrepresented in radiology overall, in radiology subspecialties, and in radiology leadership and academic positions. It is unclear why this disparity persists despite greater gender diversification in medicine. We sought to determine if a correlation exists between the proportion of female faculty at an institution, and the proportion of female residents in the associated residency program across Canada. Methods: Faculty gender for each Canadian Diagnostic Imaging Residency Program was obtained through publicly available sources (departmental websites and provincial physician registries) in the fall of 2020. Resident gender data was obtained through a survey emailed to programs following the April 2021 CaRMS match. Data was analyzed using Pearson's correlation coefficient. Research ethics approval was obtained. Results: Faculty information was available for 15 of the 16 Canadian radiology residency programs (94%) and resident information was obtained for 16 programs (100% response rate). Overall, women accounted for 31.4% of radiologist faculty and 31.9% of radiology residents, with a wide range between institutions (19.5-47.8% for faculty and 13.3%-47.1% for residents). There was a strong positive correlation between the proportion of female faculty and the proportion of female residents within individual programs (r=0.73; R2=0.54; p=0.002). Conclusion: Approximately one third of faculty and residents at Canadian Diagnostic Radiology residency programs were female but there was a wide range across the country with a strong correlation between faculty and resident gender distribution. Further exploration is warranted to determine causes of this correlation including the possible influence of role modeling, mentoring, female-friendly culture, and bias.

A 45-year Retrospective Content Analysis ofJVMEArticles

To study changes in Journal of Veterinary Medical Education (JVME) content, this article presents the results of an analysis of a purposeful sample (n = 537) and demographic analysis of all 1,072 articles published from 2005 to 2019. The findings were compared to a prior analysis of articles from 1974 to 2004. Article length increased, as did the number of authors and institutions per article. Female first author numbers grew at a greater rate than the proportion of female faculty at AAVMC-accredited colleges. Close to 85% of articles were by authors in the US, UK, Canada and Australia, while 40 other countries contributed the remainder. The primary topics of papers published from 2005 to 2019 were student affairs (17.3%), professional skills (15.1%), courses and curricula (12.7%), specialty/disciplinary training (12.5%), and technology/information resources (11.5%). The prevalence of articles with an identified research methodology grew from 14.2% in 1974-2004, to 55.9% (n = 300) in 2005-2019. Among research articles, 54.7% reported an intervention and 70.3% included a comparison. Random assignment to experimental or control conditions occurred in 32 articles (15.2%). Qualitative inquiry expanded, with 16.3% of research articles using this methodology alone. The most cited article was a review paper discussing the human-animal bond. Descriptions of courses and curricula constituted the majority of articles over the journal's lifespan, while no pattern was discerned between major reports in veterinary education and subsequent publications on that topic. Over the last 45 years, JVME has transitioned from a newsletter to a scholarly publication, with ongoing evolution.

The Future is Female: The Influence of Female Faculty and Resident Representation on Female Applicant Match Rate Amongst Urology Residency Programs Over 3 Years

ObjectiveTo investigate whether there is a correlation between the proportion of female faculty and residents at urology residency programs and the proportion of females matched to those programs. Materials and MethodsWe utilized official results from 3 consecutive AUA match cycles from 2018 – 2020 to obtain the number of females matched to each program. The number of female residents and faculty members in each program was acquired through querying program websites and contact with residency program coordinators. The correlation between the proportion of females in the newly matched class of residents and the proportion of current female faculty members and residents in that program was calculated for each match cycle. ResultsThere was a positive correlation between the proportion of matched female applicants and the proportion of female residents in each program for the 2018, 2019, and 2020 match cycles (R = 0.23, P = .01; R = 0.21, P = .02, R = 0.11, p <.001, respectively). There was a positive correlation between the proportion of matched female applicants and the proportion of female faculty at their matched program in the 2018 and 2020 match cycles (R = 0.22, P = .02; R = 0.06, P < .01, respectively). There was no significant predilection of females matching to programs with a female program director or chairperson, and geographic location of program (based on AUA section) did not appear to influence female applicant match rates. ConclusionThere has been a consistent trend in the proportion of matched female applicants to urology programs correlating positively with the proportion of female residents at those programs over the past three years. This is indicative of the increased potential for female mentorship and leadership opportunities. Further research is needed to investigate the factors that draw female applicants to urology programs with increased female representation.

Academic Workforce Diversity Trends by Sex and Underrepresented in Medicine Status Among US Radiation Oncology & Medical Oncology Faculty Over Five Decades

<h3>Purpose/Objective(s)</h3> A healthcare workforce that better reflects the demographics of those it serves can lead to improved patient trust, compliance and outcomes. It is unclear if the growing imperative to address disparities in racial/ethnic and gender representation in the medical field has resulted in corresponding progress in the composition of academic radiation and medical oncology (RO, MO) departments. Herein we report trends in RO and MO faculty diversity, overall and by academic rank, over the past 5 decades. <h3>Materials/Methods</h3> Data were acquired from the Association of American Medical Colleges (AAMC) Faculty Roster between 1970 and 2019 for academic RO and MO departments to determine sex and race/ethnicity trends over five decades. Underrepresented in Medicine (URM) was defined as individuals identifying as Black, Hispanic, and Native American. Linear regression models were used to estimate slopes and associated <i>P</i>-values. <h3>Results</h3> Total faculty complements grew over time in both RO and MO. The number of URM female faculty increased by 0.85/year in RO and 0.79/year in MO (P-trend < 0.001), compared to non-URM female faculty, which increased by 11.3/year in RO and 7.9 in MO (P-trend < 0.001). URM male faculty increased by 1.4/year in RO and 1.1/year in MO (P-trend < 0.001), compared to non-URM male faculty, which increased by 25.5/year for RO and 12.2/year for MO (P-trend < 0.001). Males represented the majority of URM and non-URM faculty for both RO and MO. The proportion of females grew more than that of URM faculty over the study period for both RO and MO. There were also significant differences in diversity by faculty rank. Female faculty members had a lower academic rank than their male counterparts in both specialties. At every rank, the number of URM faculty represented among both MO and RO was low (Table). <h3>Conclusion</h3> Gender and racial/ethnic diversity of academic RO and MO faculty has increased over time but has not kept pace with that of the US population, particularly with respect to URM status. The proportion of female faculty in both specialties demonstrates more promising growth, and may inform measures to achieve similar progress in recruiting and retaining URM faculty in MO and RO. Rank among RO and MO faculty through the decades.

U.S. radiation oncology and medical oncology department faculty diversity trends by sex and underrepresented in medicine status over five decades.

11010 Background: Academic faculty are critical in training future generations of oncologists to care for our increasingly diverse cancer patient population. It is unclear if the growing imperative to address disparities in racial/ethnic and gender representation in the medical field has resulted in corresponding progress in the composition of academic radiation and medical oncology (RO, MO) departments. Herein we report trends in faculty diversity, overall and by academic rank, among US radiation and medical oncologists over the past 5 decades. Methods: Data were acquired from the Association of American Medical Colleges (AAMC) Faculty Roster between 1970-2019 for academic RO and MO departments to determine sex and race/ethnicity trends over five decades. Underrepresented in Medicine (URM) was defined as individuals identifying as Black, Hispanic, and Native American. Linear regression models were used to estimate slopes and associated p-values. Results: Total faculty complements grew over time in both RO and MO departments. The number of URM female faculty increased by 0.85/year in RO and 0.79/year in MO (P-trend&lt;0.001), compared to non-URM female faculty, which increased by 11.3/year in RO and 7.9 in MO (P-trend&lt;0.001). URM male faculty increased by 1.4/year in RO and 1.1/year in MO (P-trend&lt;0.001), compared to non-URM male faculty, which increased by 25.5/year for RO and 12.2/year for MO (P-trend&lt;0.001). Males represented the majority of URM and non-URM faculty for both RO and MO. The proportion of females grew more than the proportion of URM faculty over the study period for both RO and MO. There were also significant differences in diversity by faculty rank. Although MO outperformed RO in terms of the proportion of female faculty members with more advanced rank, female faculty members had a lower academic rank than their male counterparts in both specialties. At every rank, there was a low number of URM faculty represented among both MO and RO (Table). Conclusions: Gender and racial/ethnic diversity of academic RO and MO faculty has increased over time but has not kept pace with the diversity of the US population served, particularly with respect to URM status. The proportion of female faculty in both specialties demonstrates more promising growth, and may inform measures to achieve similar progress in recruiting and retaining URM faculty in both MO and RO.[Table: see text]

Diversity by Race, Ethnicity, and Sex within the US Psychiatry Physician Workforce.

This study assessed the distribution of race, ethnicity, and sex within the US psychiatry physician workforce and trends from 1987 to 2016. The authors used physician workforce data to assess differences in race, ethnicity, and sex among psychiatric practicing physicians, faculty, fellows, residents, residency applicants, and medical graduate cohorts. Binomial tests were used for comparison between individual cohorts and to US population statistics. A simple linear regression model was used to assess trends among psychiatric residents and faculty over years 1987-2016. Within psychiatry, historically underrepresented minorities in medicine (URMs) had less representation as residents (16.2%), faculty (8.7%), and practicing physicians (10.4%) compared with the US population (32.6%), Ps < 0.0001. Females were underrepresented as psychiatric practicing physicians (38.5%, P < .0001). There was greater URM representation among residents (16.2%) compared with that of Psychiatry faculty and practicing physicians (Ps < .0001). Racial/ethnic representation did not differ significantly compared with subspecialty fellows; however, the addiction subspecialty contained the least URM and female diversity. Historical trends indicated the proportion of female faculty (0.9%/yr) increased nearly 1.5 times faster than that of female trainees (0.6%/year). Conversely, the proportion of URM residents (0.26%/year) increased over 4 times faster than that of URM faculty (0.06%/year), with black faculty actually decreasing in proportion. Female and URM representation within the psychiatry physician workforce is significantly lower than US population demographics; however, trends indicate diminishing underrepresentation. While psychiatry residency remains more diverse than other specialties, specific trends identify poor minority representation among psychiatry faculty and fellows as areas needing attention.

THE ROLE OF SUB-DISCIPLINE CHOICE IN WOMEN’S ENROLLMENT AND SUCCESS WITHIN CANADIAN UNDERGRADUATE ENGINEERING PROGRAMS.

In Canada, the proportion of female students in engineering is considerably lower than the proportion of female students in higher education. Using Tinto’s (1993) theories concerning social and academic integration, this study investigated the relationships between the proportion of female undergraduate engineering students, and the proportion of female faculty, and departmental lead faculty. Using descriptive statistics, the study established that distinct and persistent differences exist in the proportions of female enrolment among schools and among sub-disciplines. This paper addresses a gap in the literature concerning the impact of sub-discipline choice on women's engagement and success within undergraduate engineering programs in Canada. The proportion of female students was found to vary considerably across the sub-disciplines, from 48% in biosystems to 15% in software engineering [14]. The paper will present female sub-discipline enrolment trends over time and discuss the impact of sub-discipline choice and institutional factors on female students' successful academic and social integration within Canadian engineering schools.

US Dermatology Department Faculty Diversity Trends by Sex and Underrepresented-in-Medicine Status, 1970 to 2018

Faculty diversity has important implications for improving the cultural competency and diversity of medical students and residents. However, dermatology is one of the least diverse fields in medicine. To measure faculty diversity by sex, race, and ethnicity in academic dermatology departments in US medical schools and to evaluate how this representation compares with the diversity of the US population, medical students, department chairs, and faculty in other clinical departments. In this cross-sectional study, data from the Association of American Medical Colleges Faculty Roster were evaluated to differentiate full-time faculty by sex and designation as a minority underrepresented in medicine (URM; currently including black, Hispanic, American Indian/Alaska Native, Native Hawaiian, and Pacific Islander individuals). Trends in female and URM representation among academic dermatology departments were analyzed from 1970 to 2018. The numbers and proportions of US dermatology department faculty by sex, race, and ethnicity. The number of full-time US dermatology department faculty increased from 167 in 1970 to 1464 in 2018. The number of female faculty increased from 18 (10.8%) in 1970 to 749 (51.2%) in 2018; the number of URM faculty grew from 8 (4.8%) in 1970 to 109 (7.4%) in 2018. Proportions of female and white dermatology department faculty were similar to the US population in 2018; however, like other clinical departments, the proportion of URM faculty was lower than in the general population. There was an inverse association between increasing faculty rank and the proportion of female faculty overall, but this was not the case among URM faculty. At every rank, there was a proportionately low number of URM faculty represented. Across all specialties, department chairs were least diverse, with white individuals representing 79.7% (n = 2856 of 3585) of all chairs in 2018 and women representing 19.4% (n = 694 of 3585) of all chairs. Expansion of faculty in US dermatology departments over the past half century has led to greater female representation, now similar to that in the general population. Higher-ranking faculty is associated with lower diversity. Although dermatology department faculty diversity by sex, race, and ethnicity has partially improved over the past 49 years, continued attention to the lagging representation of URM faculty should be a priority for the field of academic dermatology.

Representation of Women in Pain Medicine Fellowships in the United States, 2017-2018.

To quantify the representation of women trainees and faculty and to explore associations between them at Pain Medicine (PM) fellowship programs in the United States. PM fellowship programs accredited by the Accreditation Council for Graduate Medical Education. All PM programs approved for at least four fellows as of December 2017 were identified. Websites of these programs were reviewed to determine the number and gender of current fellows and faculty, and programs were contacted to verify the information. A total of 56 PM programs were eligible; of these, 48 PM programs (86%) provided information about the gender distribution of fellows. Women comprised ∼25% of PM fellows. PM programs with a female rather than male fellowship program director (PD) had 2.40 times increased odds of a female trainee. Proportion of female faculty and division chief gender were not significantly associated with trainee gender composition. The adjusted odds of a faculty member being female was 1.99 times greater for PM programs with a female vs male PD and 3.13 times greater for programs with a female vs male division chief. Women are underrepresented throughout all levels of academic pain medicine. The presence of women in leadership roles is associated with higher proportions of female trainees and faculty, highlighting the need for more female role models in academic pain medicine.

Characteristics and Diversity of ACGME Accredited Emergency Medical Services Fellowship Programs

Introduction: There is a minimal amount of published data regarding to Emergency Medical Services (EMS) fellowship programs. The purpose of this study was to obtain program characteristics and diversity data regarding EMS fellowship programs. Methods: A survey was sent to program directors at all EMS fellowship programs accredited by the Accreditation Council of Graduate Medical Education (ACGME). Data collected included: year program started, year program accredited, unfilled fellow positions, number of EMS faculty, gender, and race/ethnicity. Gender and race/ethnicity data from EMS fellowships were compared to emergency medicine (EM) residencies using data from the American Association of Medical Colleges. Data were analyzed using IBM SPSS with descriptive statistics, and Chi-square tests. Results: The response rate for the survey was 88% (45/51) of all EMS fellowship programs that were accredited at the time of this survey. Most programs (71%) offer a one-year EMS fellowship, with the remaining offering an optional second year. The median number of physician response vehicles per program was 1.0 (IQR 0.0–2.0), with 24% (11/45) not having a dedicated physician response vehicle. This survey identified that 118 EMS fellows have graduated since inception of the accreditation process, while 34 positions went unfilled. The median number of EMS fellow positions per program was 2.0 (IQR 1.0–2.0), with a range of 1 to 4. It was noted that 31% of programs had no female EMS faculty, and 48% of programs had no under-represented minority EMS faculty. There was a significantly larger proportion of female faculty in EM residency programs (30.5%; 949/3,107) compared to EMS fellowships (19%; 53/274), OR = 1.8, 95% CI:1.3–2.5, p < 0.0001. There was a significantly larger proportion of female fellows in EMS (56%; 66/118) vs. female residents in EM (38%; 2,193/5,777), OR" = 2.1, 95% CI:1.4–3.0, p < 0.0001. There was a significantly larger proportion of under-represented minority faculty in EM residency programs (19.7%; 786/3,978) vs. EMS fellowships (12.0%, 33/274), OR = 1.8, 95% CI:1.2–2.6, p < 0.002. Conclusion: A significant number of EMS fellowship positions have remained unfilled since implementation of an accreditation process for EMS fellowships. The percentage of females and under-represented minority faculty in EMS programs was much lower than for EM residency programs.

Gender Characteristics Among Academic Ophthalmology Leadership, Faculty, and Residents: Results from a Cross-Sectional Survey

Purpose: To determine if there is any association in ophthalmology between the gender of the chairperson and residency program director and the gender of faculty and residents.Methods: An anonymous electronic survey was sent to 121 ophthalmology residency program directors. Demographic information pertaining to size, location, academic or community affiliation, and gender distribution of the faculty, residents, residency program directors and chairs was obtained.Results: The response rate was 45.45% with 55 residency program directors responding to the survey. Academic programs comprised 53 (96%) of the programs studied. Male department chairs led all 53 (96%) programs. In terms of the residency program director gender, 37 (67%) were male, whereas 18 (34%) were female. Female faculty and residents comprised 313 (28%) and 270 (45%), respectively. Compared to departments with male chairs, departments with a female chair had a higher crude proportion of female faculty (35% vs. 28%; P = 0.300) and female residents (50% vs. 45%; P = 0.660), although there was no statistical difference. Departments with either a male or female residency program director had similar number of female faculty (28% vs. 28%; P = 0.991) and residents (44% vs. 46%; P = 0.689).Conclusions: We found no significant association between the gender of the residency program director and chairperson with the proportion of female faculty and residents. Given a higher ratio of female residents relative to female faculty, it is probable that graduating female residents are choosing not to pursue academic medicine, shrinking the potential pool of female candidates for positions of departmental leadership.

Gender Equity in Teachers’ Salaries: A Multilevel Approach

This study investigates the possibility of differences in the salaries of male and female teachers in America’s secondary schools, once differences in their qualifications are taken into account. The random sample of 8,894 teachers in 377 high schools is from the Administrator and Teacher Survey, which collected data in 1983–1984 from a random subset of the schools originally sampled in the High School and Beyond study (Moles, 1988). In examining salary differences in public, Catholic, and other private schools, the study uses two techniques: ordinary least-squares (OLS) regression and hierarchical linear modeling (HLM). HLM allows for adjustment of differing labor market conditions between schools and districts, a factor identified in the literature as important but not systematically controlled heretofore. Qualification differences considered include training (education and courses taken in major teaching area), type of teaching (mathematics, science, coaching), and experience (years of experience and new teacher status). Other school factors that might justifiably affect salary levels are considered, including market conditions, the proportion of female faculty, school sector, whether the school offers extra pay for extra responsibilities, and whether the school participates in a merit pay program. Unadjusted salary differences of about $2,600 favoring males are reduced to about $1,100, $1,700, and $2,600 for public, Catholic, and other private schools, respectively, by statistical adjustment for qualifications, market, and responsibility differences. We must conclude, however, that significant salary discrimination against female teachers exists in all high school sectors.