Underrepresented Minorities In Medicine Research Articles

Gender and Racial Disparity Among US Forensic Psychiatry Fellows: Broken System by Default.

Diversity enhances the performance of the healthcare system by providing better patient outcomes and reducing physician burnout. In this study, we explored the gender and racial trends in the recruitment of women and racial minorities into forensic psychiatry fellowship programs in the US. Retrospective data analysis was performed by utilizing the data from the Accreditation Council for Graduate Medical Education (ACGME)'s annual Data Resource Books from the year 2007 to 2021. Demographic data, including gender and race, were extracted for forensic psychiatry fellows. The number of female trainees increased significantly to become a majority, i.e., 58.8% of all forensic psychiatry trainees in 2020-2021 were female compared to 27.78% of women forensic psychiatry fellows in 2007-08. Between 2011-12 and 2020-2021, there was a relative increase in White (Non-Hispanic), Asian/Pacific Islander and Black (Non-Hispanic) forensic psychiatry fellows, by 54.75%, 114.4%, and 0.36% respectively. Despite the overall increase in the numbers of ethnic minorities in US psychiatry residency and fellowship programs, racial minorities remain significantly under-represented in forensic psychiatry fellowship programs. We need to revise policies to promote underrepresented minorities in medicine (URMM) in forensic psychiatry.

Effect of Application Screening Methods on Racial and Ethnic Diversity in Otolaryngology.

Otolaryngology-head and neck surgery (OHNS) lags behind other surgical subspecialties in the representation of underrepresented minorities in medicine (URMs). Given the recently announced changes to Step 1 scoring, we aimed to assess the effect of alternative application screening methods-Step 2 Clinical Knowledge scores and Alpha Omega Alpha membership-on the racial/ethnic diversity of the OHNS applicant pool. After reviewing OHNS residency applications submitted to our institution for the 2015-2020 matches (N = 2177), we determined that a significantly greater proportion of URM vs non-URM applicants would be screened out from interview consideration if any the following were used as an initial screening method: Step 2 cutoff score of 240, Step 2 cutoff score of 253 or non-Alpha Omega Alpha membership (P < .01 for each). Given that using these metrics to screen applications disproportionately affects URMs, programs should consider implementing alternative application review methods, such as holistic evaluation, which may promote more equitable distribution of interviews.

Underrepresented Minority Family Physicians More Likely to Care for Vulnerable Populations.

Using data from 2016 to 2020, we found that family physicians who identify as underrepresented minorities in medicine were more likely to have a larger percentage of vulnerable patients in their panels. Increasing access to care for vulnerable patient populations will require a combination of advocating for policies to diversify the physician pipeline and those that encourage all primary care physicians to care for vulnerable patients.

Gender and Racial Profile of the Academic Pediatric Faculty Workforce in the United States.

BackgroundEquity, diversity, and inclusion remain a challenge in the healthcare workforce. This study explored the current gender and racial/ethnic trends in academic pediatric positions across the United States.MethodologyThe pediatric faculty self-reported data by the American Association of Medical Colleges (AAMC) Faculty Roster from 2007 to 2020 were analyzed. The races were classified as White (non-Hispanic), Asian, Hispanic, Black (non-Hispanic), Multiple races (including both non-Hispanic and Hispanic), Others, and Unknown. Gender was categorized as male and female.ResultsThe results showed that Asian, Black (non-Hispanic), and Hispanic academic pediatricians increased in full professor, associate professor, and assistant professor positions and decreased in instructor positions from 2007 to 2020. Black (non-Hispanic) academic pediatricians relatively decreased 5.5% in chairperson positions. Women increased in full professor, associate professor, instructor, and chairperson positions; however, relatively decreased 1.8% in assistant professor positions. Men and White (non-Hispanic) academic pediatricians relatively decreased 10.5% and 16%, respectively, in all academic ranks. Women, Asian, Black (non-Hispanic), Hispanic, and Other races were underrepresented in tenured, on-track (tenure-eligible), and not-on-track (tenure-eligible) positions.ConclusionsWomen and underrepresented minorities in medicine (URiM) physicians continue to remain significantly underrepresented in academic pediatric faculty positions and tenured track positions. There is a dire need to adapt multifaceted strategies to increase the engagement of women and URiM in academic pediatrics.

Qualitative Study of Mentorship for Women and Minorities in Surgery.

Despite the growth of mentorship opportunities for women in surgery, women remain largely underrepresented in the surgical field. Mentorship is an effective strategy to increase female entry and retention within surgical careers. There is limited literature evaluating mentorship for women in surgery across different career levels and racial backgrounds. In-depth interviews were conducted with female fourth-year medical students applying for a surgical residency, female surgical residents, and female surgical faculty from a single academic institution. A total of 35 women in surgery, including 14 faculty, 11 residents, and 10 fourth-year medical students were interviewed. Twenty (57%) self-identified as White, 7 (20%) as Asian, 6 (17.1%) as Black, and 2 (5.7%) as Other. Key themes included: (1) access to mentorship, (2) characteristics valued in a mentor, (3) role of gender identity when choosing a mentor, (4) role of racial identity when choosing a mentor, and (5) importance of early mentorship for women and underrepresented minorities in medicine (URiM). Mentorship was important for early career development. Mentors who were approachable, invested in their mentees, and were available and honest were most valued. Shared gender and racial identity were appreciated most by younger and URiM mentees, respectively. Respondents from each career level acknowledged the importance of early mentorship for women and URiM in surgery to facilitate increased diversity in the surgical field. Mentorship plays a pivotal role in early career development for women in the surgical field. Access to mentors with shared gender and racial compositions can provide a unique level of support for female and URiM mentees. Expanded and earlier mentorship access for women and minority students can increase diversity in the surgical field.

Racial and Ethnic Diversity Within U.S. Residencies: Trends from 2011 to 2019

Examine trends in the proportion of underrepresented minority (URM) residents from 2011 to 2019 across all specialties and investigate differences between surgical and non-surgical specialties. Cross-sectional study. N/A. The authors extracted data on the proportion of URM residents in all specialties from the Accreditation Council for Graduate Medical Education yearly reports. There was a statistically significant decline in the proportion of URM residents in surgical specialties (p < 0.01) from 2011 (9.9%) to 2019 (9.1%) and a significant increase in the proportion of URM residents in non-surgical specialties (p < 0.01) from 2011 (9.6%) to 2019 (10.2%). This study emphasizes the need to increase recruitment of URMs in medicine, especially in surgical specialties. Findings from this study can inform much-needed initiatives to address barriers to entry for diverse applicants within specialties that lack diversity and have shown minimal improvement over time.

Racial Justice Curricula in Family Medicine Residency Programs: A CERA Survey of Program Directors.

Structural racism is a cause of health disparities. Graduate medical education is tasked with training physicians who understand and address disparities. Addressing health disparities includes education on racism, such as racial justice curricula (RJC). We surveyed program directors (PDs) about the prevalence and characteristics of RJC in family medicine residency programs (FMRPs). RJC questions were included in the 2020 Council of Academic Family Medicine Educational Research (CERA) survey of FMRP PDs. We calculated univariate and bivariate statistics to describe respondent characteristics and attitudes, program characteristics, curriculum characteristics, and barriers to implementation. Of 624 PDs, 312 (50%) responded and 283/312 (90.7%) completed RJC questions. Less than one-third of FMRPs reported RJC, of which 98.9% focused on implicit/unconscious bias. Program characteristics associated with RJC included location, percent underrepresented minorities in medicine (URMM) residents and faculty, and percent patients identifying as Black, Latino/a, and Native American. FMRPs with RJC were more likely to have PDs who reported favorable attitudes toward including RJC and believed it is important for family physicians to understand structural racism. The greatest barrier to implementation of RJC was lack of faculty training. In this national survey, most FMRPs reported no RJC. Most respondent PDs endorsed that it is important for family physicians to understand structural racism and that RJC should be included in residency. Lack of faculty training was the greatest barrier to implementation. Research is needed to evaluate existing RJC and explore strategies for overcoming barriers to implemention.

A National Virtual Mentorship Program in Radiology: Fostering Inclusivity to Improve Health Equity.

Achieving health equity in the United States requires improved diversity and inclusion within the ranks of medicine itself. Radiology remains one of the least diverse specialties in medicine, ranking 17th in female and 20th in underrepresented minority in medicine (UIM) representation among the 20 largest residency training programs in the United States in 2010 [1,2]. Moreover, the percentage of women in radiology residency has failed to improve in recent years, remaining stagnant at 26% over the 10 years from 2008 to 2018.

Diversity Elements on Maternal Fetal Medicine Fellowship Websites: Opportunity for Improvement in Recruitment and Representation

To analyze Maternal Fetal Medicine (MFM) fellowship websites for presence of diversity elements important to underrepresented minorities in medicine (URIM).[1] [1] Underrepresented in medicine definition. AAMC. https://www.aamc.org/what-we-do/equity-diversity-inclusion/underrepresented-in-medicine. Accessed August 1, 2021. Fellowship websites (Society for MFM) were accessed summer of 2021. We identified 12 website elements that demonstrate commitment to diversity: 1) nondiscrimination statement; 2) diversity and inclusion message; 3) diversity specific language; 4) resources for trainees; 5) community demographics; 6-7) personalized biographies of faculty or fellows; 8-9) individual photographs of faculty or fellows; 10) photos or biographies of alumni; 11) diversity publications and; 12) department statistics. Program size, region, and location were collected. Self-reported URIM data on obstetrics programs was extracted from the National GME Survey 2019. Programs were dichotomized into 6+ diversity elements. Nonparametric, chi-square and Fisher’s exact were used. MFM fellowship programs (excluded military/fetal surgery) were analyzed (n = 91/94). Websites included a mean of 4.1± 2.5 diversity elements. Most (n =75, 82.4%) featured < 6 elements. When dichotomized to 6+ diversity elements, larger faculty size was the only significant factor (p=0.01). The majority had < 12 faculty listed (n=54, 59.3%). For programs with 12+ faculty, 68.8% (n=11/16) demonstrated 6+ diversity elements. Faculty photos, fellow photos, and diversity publications were the most common (92.4%, 68.1%, 49.5% respectively). Mean rate of URIM was 18.8% ± 11.3 and no significant associations were noted. There was a trend for more diversity elements in the Western United States, with a mean of 5.3 ± 2.2, compared to 3.7 ± 2.0 in the South (p=0.24, see Figure). Fellowship websites convey information for trainees, especially in an era of virtual recruitment. This study highlights opportunities for directed improvements to increase recruitment of URIM.

The State of Diversity in Academic Plastic Surgery Faculty across North America.

Background:Gender and racial disparity is prevalent in all surgical subspecialties with women and racial groups historically underrepresented in academic plastic surgery. This study evaluated gender and racial profiles of academic plastic surgery faculty in North America and correlated both with research productivity and its effect on academic ranks of faculty in plastic surgery.Methods:In this cross-sectional study, we compiled a list of accredited medical schools that offer plastic surgery training for residency. Data were collected on demographics, academic rank, and research output using the Doximity, LinkedIn, and Scopus databases. Data analyses were performed with a Mann-Whitney U test and a Kruskal-Wallis test.Results:Women who were black, indigenous, and/or other color occupied only 6.25% of plastic surgery faculty leadership positions in North America. There are more women and underrepresented minorities in leadership positions in Canada, when compared with the USA, relative to each country’s demographic. In both countries, women and underrepresented minority plastic surgeons had fewer publications, citations, and years of active research. Interestingly, having women in leadership positions was associated with a higher number of women faculty members.Conclusions:Gender and racial disparity exist in academic plastic surgery in North America. Several changes are required in order for women and underrepresented minorities in medicine to have an equal chance at career advancement. Better representation and diverse leadership have the potential to bring about equity, diversity, and inclusion in academic plastic surgery.

Diversity and Facing Discrimination in Family Medicine Residencies: A CERA Survey of Program Directors.

Increasing the number of underrepresented minorities in medicine (URM) has the potential to improve access and quality of care and reduce health inequities for diverse populations. Having a diverse workforce in residency programs necessitates structures in place for support, training, and addressing racism and discrimination. This study examines reports of discrimination and training initiatives to increase diversity and address discrimination and unconscious bias in family medicine residency programs nationally. This survey was part of the Council of Academic Family Medicine Educational Research Alliance (CERA) 2018 national survey of family medicine residency program directors. Questions addressed the presence of reported discrimination, residency program training about discrimination and bias, and admissions practices concerning physician workforce diversity. We performed univariate and bivariate analyses on CERA survey response data. We received 272 responses to the diversity survey items within the CERA program director survey from 522 possible residency director respondents, yielding a response rate of 52.1%. The majority of residency programs (78%) offer training for faculty and/or residents in unconscious/implicit bias and systemic/institutional racism. A minority of program directors report discrimination in the residency environment, most often reported by patients (13.2%) and staff (7.2%) and least often by faculty (3.3%), with most common reasons for discrimination noted as language or race/skin color. Most family medicine residency program directors report initiatives to address diversity in the workforce. Research is needed to develop best practices to ensure continued improvement in workforce diversity and racial climate that will enhance the quality of care and access for underserved populations.

A Comparison of Applicant and Resident Physician Demographics Among Surgical Subspecialties From 2009 to 2019: Trends in Gender and Underrepresented Minorities in Medicine.

The purposes of this study were to compare applicant statistics to resident physician demographics among several surgical subspecialties (SSSs), to identify trends of gender and underrepresented minorities in medicine (UIM), and to evaluate current diversity among these specialties. Graduate medical education reports from 2009 to 2019 were queried to determine trends among programs. Further identification of gender and UIM statistics was obtained in 4 several SSSs: integrated plastic surgery, orthopedic surgery (OS), otolaryngology surgery (ENT), and neurosurgery (NS). These were compared with Association of American Medical Colleges data of residency applicants for the respective years. Significant differences were seen among gender and UIM(s) of the applicant pool when compared with resident data. All specialties had significantly fewer American Indian and African American residents compared with applicants. Significant differences between applicants and residents were also found among Hispanic, Native Hawaiian, and female demographics. All SSSs had a significant positive trend for the percentage of female residents. Significant differences between specialties were identified among African American, Hispanic, and female residents. Orthopedic surgery and NS had significantly higher percentage of African American residents compared with ENT and integrated plastic surgery. Neurosurgery had significantly higher percentage of Hispanic residents compared with OS and ENT. Integrated plastic surgery and ENT had significantly higher percentage of female residents compared with OS and NS. There has been significant increase in number of residency programs and resident positions since 2009. However, increase in female residents and UIM(s) among SSSs has not matched the pace of growth.

Diversity and Inclusion in Radiation Oncology: A Survey of Residency Program Directors

Women and traditionally underrepresented minorities in medicine (URM) including Black Americans, Hispanic/Latino Americans, and Indigenous Americans remain underrepresented in the radiation oncology workforce. It has been argued by some in the field that addressing racial and gender disparities in the radiation oncology workforce or in radiation oncology residency training represents an ethical imperative in light of both the tangible benefits diversity generates as well as the fact that these disparities are often byproducts of unethical societal practices. In light of this, however, the question remains: how can we increase diversity and inclusion of URM and women physicians in radiation oncology? Moreover, what methods are currently in use or preferred by residency program directors to address any disparities in representation that exist? Although similar studies have been performed in other medical specialties such as otolaryngology, they have not been conducted for the specialty of radiation oncology.A questionnaire was developed and distributed to Program Directors of radiation oncology residency programs throughout the United States. The purpose of this questionnaire is to measure the relative representation of women and underrepresented racial/ethnic minorities in radiation oncology departments as well as to identify the methods that are most preferred by program directors to increase diversity in residency programs. The survey was disseminated electronically to residency program directors of radiation oncology programs in the United States. Analyses will be performed using statistical software.At the time of abstract submission, final results of this study were pending. The strategies to increase diversity that are preferred by residency program directors and those that are currently being implemented will be reported and then compared using chi-squared analysis. Residency program characteristics will additionally be analyzed as predictor variables for strategies to increase diversity and inclusion in radiation oncology residency.Of the 91 radiation oncology residency programs that are currently accredited by the ACGME, responses from 7 were received at the time of abstract submission. This survey may inform program directors about the current representation of women and URM in radiation oncology residencies. Furthermore, program directors may benefit from being aware of which strategies to increase diversity are preferred by their contemporaries. Finally, identification of strategies used to promote diversity in radiation oncology residency is critical to increasing representation of women and URM within the field.

PD06-04 WORKFORCE DIVERSITY IN FEMALE PELVIC MEDICINE AND RECONSTRUCTIVE SURGERY: AN ANALYSIS OF THE AMERICAN UROLOGICAL ASSOCIATION CENSUS DATA

You have accessJournal of UrologyUrodynamics/Lower Urinary Tract Dysfunction/Female Pelvic Medicine: Female Incontinence: Therapy I (PD06)1 Sep 2021PD06-04 WORKFORCE DIVERSITY IN FEMALE PELVIC MEDICINE AND RECONSTRUCTIVE SURGERY: AN ANALYSIS OF THE AMERICAN UROLOGICAL ASSOCIATION CENSUS DATA Humphrey Atiemo, Ekene Enemchukwu, and Elodi Dielubanza Humphrey AtiemoHumphrey Atiemo More articles by this author , Ekene EnemchukwuEkene Enemchukwu More articles by this author , and Elodi DielubanzaElodi Dielubanza More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000001974.04AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Several studies have documented the lack of diversity in the physician workforce. Urology suffers from this same lack of diversity. The 2019 American Urological Association (AUA) census reported that underrepresented minorities in medicine (URM) groups, Black and Latino/Hispanic urologists comprised only 1.9% and 3.3% of the urologic workforce, respectively. Currently, racial disparities in the knowledge and treatment outcomes in minority women with pelvic floor disorders exist. Therefore the subspecialty of Female Pelvic Medicine and Pelvic Reconstructive Surgery (FPRMS) plays a pivotal role in providing care for these patients. The goals of this study are to examine trends in underrepresented minority (URM) representation in FPMRS and to determine the distribution of these providers amongst the AUA sections. METHODS: AUA Census data from 2014 to 2019 was queried to determine the racial/ethnic and gender distribution of the FPRMS specialist by AUA section. Racial groups were identified as White, Asian, Black, Multiracial, and other. This data was then compared to the other AUA subspecialties of Oncology, Pediatrics, and Endourology. RESULTS: Compared to Urologic Oncology, Pediatrics, and Endourology, FPRMS is the most racially diverse workforce. The largest rise in Black and multi-race providers was observed between 2014 (3.2%) and 2015 (11.1%). This growth has been sustained over the following 6 years. In contrast, the other urological subspecialties have remained relatively unchanged at approximately 3% (Figure 1). The largest percentage of URM practitioners were registered in North Central Section with the second highest URM presence in the Mid Atlantic section. FPRMS is also the most gender diverse urologic subspecialty with 46.5% of practitioners identifying as women. The second highest was in Pediatric Urology where women represented 25.1% in 2019. CONCLUSIONS: The FPRMS subspecialty appears to be the most diverse in Urology practice. Future studies are needed to determine the factors that contribute to this finding, such as gender and race concordant mentorship and sponsorship. Ultimately, one of the goals of achieving diversity in the FPRMS specialty is to achieve more equitable care for minority patients with pelvic floor disorders. Source of Funding: None © 2021 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 206Issue Supplement 3September 2021Page: e100-e101 Advertisement Copyright & Permissions© 2021 by American Urological Association Education and Research, Inc.MetricsAuthor Information Humphrey Atiemo More articles by this author Ekene Enemchukwu More articles by this author Elodi Dielubanza More articles by this author Expand All Advertisement Loading ...

An Approach to Faculty Development for Underrepresented Minorities in Medicine.

The diversity of the US physician workforce lags significantly behind the population, and the disparities in academic medicine are even greater, with underrepresented in medicine (URM) physicians accounting for only 6.8% of all US medical school faculty. We describe a "for URM by URM" pilot approach to faculty development for junior URM Family Medicine physicians that targets unique challenges faced by URM faculty. A year-long fellowship was created for junior URM academic clinician faculty with funding through the Society of Teachers of Family Medicine Project Fund. Seven junior faculty applied and were accepted to participate in the fellowship, which included conference calls and an in-person workshop covering topics related to writing and career advancement. The workshop included a mix of prepared programming on how to move from idea to project to manuscript, as well as time for spontaneous mentorship and manuscript collaboration. Key themes that emerged included how to address the high cost of the minority tax, the need for individual passion as a pathway to success, and how to overcome imposter syndrome as a hindrance to writing. The "for URM by URM" approach for faculty development to promote writing skills and scholarship for junior URM Family Medicine physicians can address challenges faced by URM faculty. By using a framework that includes the mentors' lived experiences and creates a psychological safe space, we can address concerns often overlooked in traditional skills-based faculty development programs.

What Diversity Means

The AUA census data are seared into my mind: 2% of practicing urologists are Black; less than 4% are Hispanic.1 Such numbers have unfortunately become commonplace for myself and many other underrepresented minorities in medicine. My upbringing in the cultural melting pot of South Florida stands in stark contrast to my journey through college, medical school, and residency, where the number of my peers who look like me has dwindled at each step. But it does not have to be this way. Increasing diversity in the urologic workforce is of paramount importance, and it must start from the ground up.

Defining the Variance: The Current State of Female and URM Concordance of Urology Resident Workforce to the General U.S. Population

ObjectiveTo compare the current representation of women and underrepresented minorities in medicine (URM) of the urologic resident workforce to the general U.S. population. Materials and MethodsData on current gender and racial distribution of U.S. urology residents was obtained from the 2019-2020 ACGME Data Resource Book and compared to the projected 2019 U.S. population as reported in the U.S. Census data. In this study, URM status included Black/African American, Hispanic/Latino, Native American/Alaskan, Native Hawaiian or Pacific Islander and Other. For each gender and race/ethnicity, the percent differences in representation were calculated by subtracting the frequency in the general U.S. population from that of the urology resident workforce and two sample z-tests were performed. Results1734 urology residents were identified in 2019-2020, of which 471 (27.2%) were female and 258 (14.9%) were URM. Two sample z-tests revealed a significantly lower representation in urologic residency programs for women (-23.6%, P-value < .05) and URMs (-19.1%, P-value < .05). Race/ethnicity subgroup analyses revealed underrepresentation of Black/African American (-9.7%, P-value < .05), Hispanic/Latino (-14.2%, P-value < .05), Native American/Alaskan (-1.1%, P-value < .05). ConclusionWomen and URMs continue to be significantly underrepresented in urology residency relative to the general U.S. population. Further study should better understand barriers to entering the urologic workforce and identify strategies to encourage interest in urology among female and URM prospective trainees.

Awareness of Physical Medicine and Rehabilitation as a Specialty Among US Medical Students.

The objectives were to assess US medical students' awareness about physical medicine and rehabilitation, their career goals that may align with physical medicine and rehabilitation, and their exposure to physical medicine and rehabilitation and to compare the demographics of those applying to, interested, or not interested in physical medicine and rehabilitation residency. This was a descriptive cross-sectional study. An online survey was distributed to 76 medical schools, and 2067 students responded. First-generation and Hispanic/Latino students are less likely to know about physical medicine and rehabilitation. Medical students who heard about physical medicine and rehabilitation before or during college or who are first-generation students to attend medical school are more likely to be interested in physical medicine and rehabilitation. Medical students identified as female, Black or African American, and more advanced in medical training have lesser interest. Rotating in physical medicine and rehabilitation at their home institution and shadowing a physical medicine and rehabilitation physician also increase the likelihood of respondents to apply to physical medicine and rehabilitation residency. This study highlights that female students and underrepresented minorities in medicine are less likely to know about physical medicine and rehabilitation or be interested in physical medicine and rehabilitation. First-generation medical students know less about the field but the ones who do have increased interest in physical medicine and rehabilitation. These findings support the need for pipeline programs to improve exposure, recruitment, development, promotion, and retention of first-generation minorities and women into physical medicine and rehabilitation.

Where are the women and underrepresented minorities in medicine? Race/ethnicity and gender representation in oncology journals’ editorial boards.

11007 Background: The proportion of women &amp; underrepresented groups in medicine (URM) in the field of hematology and oncology remains low, particularly in academic leadership positions. Editorial board appointments allow physicians to have a substantial impact on the nature of the published scholarly work and serve as a platform for academic opportunities. We aimed to assess gender and race/ethnicity representation in editorial board positions in hematology and oncology journals. Methods: Editorial leadership board members from 60 journals from oncology, hematology, radiation oncology, and surgical oncology were reviewed, 54 journals were included in the analysis. Gender and race/ethnicity were determined based on publicly available data for editor-in-chief (EiC) and second-in-command (SiC) (including deputy, senior, or associate editors). Descriptive statistics and chi-squared were estimated. Results: A total of 793 editorial board members are included in the analysis. 72.6 % were men and 27.4 % were women. 71.3% of editorial leadership were non-Hispanic white with Asian editorial board members representing the second largest majority at 23.3%. The editorial position was significantly different among men and women (p = 0.038) with women filling only 15.9% (10/63) of the EiC positions. Of these 10 women, the racial breakdown was 90% white and 10% Asian. In the prevalence odds ratio (pOR), women were about half as likely to be in the EiC position compared with men [pOR: 0.47, 95%CI (0.23, 0.95, p = 0.03)]. Women represented 28.4% (207/730) of SiC editorial positions. White editors had the highest representation at 71.0% in the SiC editorial positions, followed by Asian editors at 16.0%. Notable differences were seen in gender proportions between journal specialties (p = 0.001); with surgical oncology and hematology having the lowest female representation at 11.9% and 22.7%, respectively. Conclusions: Women and UIM are markedly underrepresented in leadership roles on Editorial Boards in hematology and oncology journals. Importantly, the representation of minority women physicians in EiC positions is at an inexorable zero which is a sign of unconscious attitudes that may exclude women and minorities from certain positions. It is imperative that we work to move towards a more diverse and inclusive editorial board to ensure critical perspectives are heard and scientific discovery is fostered.[Table: see text]

Addressing the gate blocking of minority faculty

There have been ongoing efforts to increase the presence of underrepresented minorities in medicine (URMM), including faculty development initiatives, mentoring programs and outreach efforts. However, URMM faculty face unique challenges that are crucial for academic institutions and leaders to recognize in order to improve retention of this group and allow for meaningful advancement in the field. This paper introduces the concept of gate blocking, defined as what happens to minority faculty as a result of the consequences of the minority tax and systems designed to advantage some and disadvantage others. In addition to defining gate blocking, the authors make recommendations to address this concern in academic medicine and promote the advancement and retention of URMM faculty.