Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties
Background:. Diversity within the healthcare workforce is essential to improve quality of care, although evaluation of diversity within surgical training remains limited. This study analyzed diversity in recruitment of residents into surgical subspecialties at a large academic medical institution an...
| Main Authors: | , , , , , , , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Wolters Kluwer Health
2021-12-01
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| Series: | Annals of Surgery Open |
| Online Access: | http://journals.lww.com/10.1097/AS9.0000000000000100 |
| _version_ | 1797732812381487104 |
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| author | Anita T. Mohan, MBBS, PhD Joseph Banuelos, MD Omar Cespedes-Gomez, MPH Trishul Kapoor, MD Steven L. Moran, MD Stephanie F. Heller, MD Eric J. Dozois, MD Heidi Nelson, MD John M. Stulak, MD Jorys Martinez-Jorge, MD |
| author_facet | Anita T. Mohan, MBBS, PhD Joseph Banuelos, MD Omar Cespedes-Gomez, MPH Trishul Kapoor, MD Steven L. Moran, MD Stephanie F. Heller, MD Eric J. Dozois, MD Heidi Nelson, MD John M. Stulak, MD Jorys Martinez-Jorge, MD |
| author_sort | Anita T. Mohan, MBBS, PhD |
| collection | DOAJ |
| description | Background:. Diversity within the healthcare workforce is essential to improve quality of care, although evaluation of diversity within surgical training remains limited. This study analyzed diversity in recruitment of residents into surgical subspecialties at a large academic medical institution and national trends.
Methods:. A 21-year cross-sectional study of medical school graduates accepted into all surgical subspecialty training programs was performed. The institutional cohort was divided into two groups (1997–2006, 2007–2017). Subspecialty acceptance rates were determined between 2011 and 2018. Data on candidate demographics including gender, race, ethnicity, citizenship, and origin of medical education at a single institution and nationally were extracted.
Results:. Two thousand found hundred seventy-two residents were included in this study. From 1997 to 2018, female acceptances increased from 21.1% to 29.7% (p < 0.01), non-White increased from 27.9% to 31.8% (p = 0.01), and international medical graduates decreased from 28.8% to 25.5% (p = 0.02). There was no significant change in accepted Hispanic and Non-US candidates. Female subspecialty rates for subspecialties increased nationally and was comparable to our cohort, except in general surgery. Hispanic subspecialty acceptance rates were less than 10% and Black/African American acceptance rates remained less than 5% across subspecialties nationally and at our institution.
Conclusion:. Diversity in surgical training has modestly progressed over the last two decades, but the degree of positive change has not been universal and highlights the critical need for improvement and action. Continued institution driven and collaborative strategies are essential to promote diversity in recruitment across all surgical specialties that has implications on our future workforce and surgical leadership. |
| first_indexed | 2024-03-12T12:19:57Z |
| format | Article |
| id | doaj.art-b435a2eab34b46b6b8d214e9da129722 |
| institution | Directory Open Access Journal |
| issn | 2691-3593 |
| language | English |
| last_indexed | 2024-03-12T12:19:57Z |
| publishDate | 2021-12-01 |
| publisher | Wolters Kluwer Health |
| record_format | Article |
| series | Annals of Surgery Open |
| spelling | doaj.art-b435a2eab34b46b6b8d214e9da1297222023-08-30T06:09:12ZengWolters Kluwer HealthAnnals of Surgery Open2691-35932021-12-0124e10010.1097/AS9.0000000000000100202112000-00004Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical SpecialtiesAnita T. Mohan, MBBS, PhD0Joseph Banuelos, MD1Omar Cespedes-Gomez, MPH2Trishul Kapoor, MD3Steven L. Moran, MD4Stephanie F. Heller, MD5Eric J. Dozois, MD6Heidi Nelson, MD7John M. Stulak, MD8Jorys Martinez-Jorge, MD9* Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MN* Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MN* Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MN* Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MN* Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MN† Department of Surgery, Division of Trauma, Critical Care, and General Surgery, Mayo Clinic, Rochester, MN‡ Department of Surgery, Division of Colon and Rectal Surgery, Mayo Clinic, Rochester, MN.‡ Department of Surgery, Division of Colon and Rectal Surgery, Mayo Clinic, Rochester, MN.‡ Department of Surgery, Division of Colon and Rectal Surgery, Mayo Clinic, Rochester, MN.* Department of Surgery, Division of Plastic Surgery, Mayo Clinic, Rochester, MNBackground:. Diversity within the healthcare workforce is essential to improve quality of care, although evaluation of diversity within surgical training remains limited. This study analyzed diversity in recruitment of residents into surgical subspecialties at a large academic medical institution and national trends. Methods:. A 21-year cross-sectional study of medical school graduates accepted into all surgical subspecialty training programs was performed. The institutional cohort was divided into two groups (1997–2006, 2007–2017). Subspecialty acceptance rates were determined between 2011 and 2018. Data on candidate demographics including gender, race, ethnicity, citizenship, and origin of medical education at a single institution and nationally were extracted. Results:. Two thousand found hundred seventy-two residents were included in this study. From 1997 to 2018, female acceptances increased from 21.1% to 29.7% (p < 0.01), non-White increased from 27.9% to 31.8% (p = 0.01), and international medical graduates decreased from 28.8% to 25.5% (p = 0.02). There was no significant change in accepted Hispanic and Non-US candidates. Female subspecialty rates for subspecialties increased nationally and was comparable to our cohort, except in general surgery. Hispanic subspecialty acceptance rates were less than 10% and Black/African American acceptance rates remained less than 5% across subspecialties nationally and at our institution. Conclusion:. Diversity in surgical training has modestly progressed over the last two decades, but the degree of positive change has not been universal and highlights the critical need for improvement and action. Continued institution driven and collaborative strategies are essential to promote diversity in recruitment across all surgical specialties that has implications on our future workforce and surgical leadership.http://journals.lww.com/10.1097/AS9.0000000000000100 |
| spellingShingle | Anita T. Mohan, MBBS, PhD Joseph Banuelos, MD Omar Cespedes-Gomez, MPH Trishul Kapoor, MD Steven L. Moran, MD Stephanie F. Heller, MD Eric J. Dozois, MD Heidi Nelson, MD John M. Stulak, MD Jorys Martinez-Jorge, MD Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties Annals of Surgery Open |
| title | Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties |
| title_full | Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties |
| title_fullStr | Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties |
| title_full_unstemmed | Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties |
| title_short | Diversity Matters: A 21-Year Review of Trends in Resident Recruitment into Surgical Specialties |
| title_sort | diversity matters a 21 year review of trends in resident recruitment into surgical specialties |
| url | http://journals.lww.com/10.1097/AS9.0000000000000100 |
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