Social Sciences › Gender Studies

Diversity and Career in Medicine

Works Count: 57410

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This cluster of papers explores the pervasive gender bias in academic medicine and science, focusing on disparities in career advancement, research funding, patient-physician relationships, and workforce diversity. It addresses issues such as mentorship, health care disparities, and the impact of gender on career choices and academic productivity.

Keywords

Gender Bias; Academic Medicine; Science; Health Care Disparities; Physician Workforce; Racial/Ethnic Diversity; Mentorship; Career Choices; Patient-Physician Relationships; Research Funding

Do Babies Matter? The Effect of Family Formation on the Lifelong Careers of Academic Men and Woman

2002-01-01

Mary Ann Mason , Marc Goulden

When I first became the Dean of the Graduate Division at Berkeley last year, I had an extraordinary experience. Fifty-one percent of the 2,500 new graduate students whom I welcomed … When I first became the Dean of the Graduate Division at Berkeley last year, I had an extraordinary experience. Fifty-one percent of the 2,500 new graduate students whom I welcomed were women. Thirty-five years ago that number would have been closer to 10%. The students I welcomed included not only doctoral students, but also graduate students seeking professional degrees in law, public health, social welfare, optometry, etc. On the Berkeley campus there is no medical school, but if there were, women would be close to the majority in that profession as well.

Women in science: career processes and outcomes

2004-02-01

Yu Xie , Kimberlee A. Shauman

Why do so few women choose a career in science - even as they move into medicine and law in ever-greater numbers? This comprehensive study of gender differences in science … Why do so few women choose a career in science - even as they move into medicine and law in ever-greater numbers? This comprehensive study of gender differences in science careers provides a systematic account of how US youths are selected into and out of science education in early life and how social forces affect career outcomes later in the science labour market. The authors explore the extent and causes of gender differences in undergraduate and graduate science education, in scientists' geographic mobility, in research productivity, in promotion rates and earnings, and in the experience of immigrant scientists. They conclude that the gender gap in parenting responsibilities is a critical barrier to the further advancement of women in science.

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The Outer circle: women in the scientific community

1992-03-01

Harriet Zuckerman , Jonathan R. Cole , John T. Bruer

Examining the reasons why women are still a largely unrewarded minority in the scientific community, this volume contains essays which discuss the role of sexism, links between personal life and … Examining the reasons why women are still a largely unrewarded minority in the scientific community, this volume contains essays which discuss the role of sexism, links between personal life and scientific performance, and whether men and women have separate styles of scientific research.

Sex Differences in Academic Rank in US Medical Schools in 2014

2015-09-15

Anupam B. Jena , Dhruv Khullar , Oliver Ho +2 more

<h3>Importance</h3> The proportion of women at the rank of full professor in US medical schools has not increased since 1980 and remains below that of men. Whether differences in age, … <h3>Importance</h3> The proportion of women at the rank of full professor in US medical schools has not increased since 1980 and remains below that of men. Whether differences in age, experience, specialty, and research productivity between sexes explain persistent disparities in faculty rank has not been studied. <h3>Objective</h3> To analyze sex differences in faculty rank among US academic physicians. <h3>Design, Setting, and Participants</h3> We analyzed sex differences in faculty rank using a cross-sectional comprehensive database of US physicians with medical school faculty appointments in 2014 (91 073 physicians; 9.1% of all US physicians), linked to information on physician sex, age, years since residency, specialty, authored publications, National Institutes of Health (NIH) funding, and clinical trial investigation. We estimated sex differences in full professorship, as well as a combined outcome of associate or full professorship, adjusting for these factors in a multilevel (hierarchical) model. We also analyzed how sex differences varied with specialty and whether differences were more prevalent at schools ranked highly in research. <h3>Exposures</h3> Physician sex. <h3>Main Outcomes and Measures</h3> Academic faculty rank. <h3>Results</h3> In all, there were 30 464 women who were medical faculty vs 60 609 men. Of those, 3623 women (11.9%) vs 17 354 men (28.6%) had full-professor appointments, for an absolute difference of −16.7% (95% CI, −17.3% to −16.2%). Women faculty were younger and disproportionately represented in internal medicine and pediatrics. The mean total number of publications for women was 11.6 vs 24.8 for men, for a difference of −13.2 (95% CI, −13.6 to −12.7); the mean first- or last-author publications for women was 5.9 vs 13.7 for men, for a difference of −7.8 (95% CI, −8.1 to −7.5). Among 9.1% of medical faculty with an NIH grant, 6.8% (2059 of 30 464) were women and 10.3% (6237 of 60 609) were men, for a difference of −3.5% (95% CI, −3.9% to −3.1%). In all, 6.4% of women vs 8.8% of men had a trial registered on ClinicalTrials.gov, for a difference of −2.4% (95% CI, −2.8% to −2.0%). After multivariable adjustment, women were less likely than men to have achieved full-professor status (absolute adjusted difference in proportion, −3.8%; 95% CI, −4.4% to −3.3%). Sex-differences in full professorship were present across all specialties and did not vary according to whether a physician's medical school was ranked highly in terms of research funding. <h3>Conclusions and Relevance</h3> Among physicians with faculty appointments at US medical schools, there were sex differences in academic faculty rank, with women substantially less likely than men to be full professors, after accounting for age, experience, specialty, and measures of research productivity.

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Relation of Family Responsibilities and Gender to the Productivity and Career Satisfaction of Medical Faculty

1998-10-01

Phyllis L. Carr

Studies have found that female faculty publish less, have slower career progress, and generally have a more difficult time in academic careers than male faculty. The relation of family (dependent) … Studies have found that female faculty publish less, have slower career progress, and generally have a more difficult time in academic careers than male faculty. The relation of family (dependent) responsibilities to gender and academic productivity is unclear.To describe dependent responsibilities by gender and to identify their relation to the aspirations, goals, rate of progress, academic productivity, and career satisfaction of male and female medical school faculty.177-item survey questionnaire.24 randomly selected medical schools in the contiguous United States.1979 respondents from a probability sample of full-time academic medical school faculty.The main end point for measuring academic productivity was the total number of publications in refereed journals. Perceived career progress and career satisfaction were assessed by using Likert scales.For both male and female faculty, more than 90% of time devoted to family responsibilities was spent on child care. Among faculty with children, women had greater obstacles to academic careers and less institutional support, including research funding from their institutions (46% compared with 57%; P < 0.001) and secretarial support (0.68 full-time equivalents compared with 0.83 full-time equivalents; P = 0.003), than men. Compared with men with children, women with children had fewer publications (18.3 compared with 29.3; P < 0.001), slower self-perceived career progress (2.6 compared with 3.1; P < 0.001), and lower career satisfaction (5.9 compared with 6.6; P < 0.001). However, no significant differences between the sexes were seen for faculty without children.Compared with female faculty without children and compared with men, female faculty with children face major obstacles in academic careers. Some of these obstacles can be easily modified (for example, by eliminating after-hours meetings and creating part-time career tracks). Medical schools should address these obstacles and provide support for faculty with children.

The Case For Diversity In The Health Care Workforce

2002-09-01

Jordan J. Cohen , Barbara A. Gabriel , Charles Terrell

Increasing the racial and ethnic diversity of the health care workforce is essential for the adequate provision of culturally competent care to our nation’s burgeoning minority communities. A diverse health … Increasing the racial and ethnic diversity of the health care workforce is essential for the adequate provision of culturally competent care to our nation’s burgeoning minority communities. A diverse health care workforce will help to expand health care access for the underserved, foster research in neglected areas of societal need, and enrich the pool of managers and policymakers to meet the needs of a diverse populace. The long-term solution to achieving adequate diversity in the health professions depends upon fundamental reforms of our country’s precollege education system. Until these reforms occur, affirmative action tools in health professions schools are critical to achieving a diverse health care workforce.

Analysing genre: Language use in professional settings

1995-01-01

Helen Drury

Boys in White: Student Culture in Medical School

1962-11-01

Ervin H. Epstein

This book concerns a study of the medical students at the University of Kansas by a team of sociologists. The findings are based on their analysis of the actions and … This book concerns a study of the medical students at the University of Kansas by a team of sociologists. The findings are based on their analysis of the actions and statements of the pupils under consideration. The first feature that impresses the reader is how similar to the experiences at Kansas are those encountered in his own medical school. Actually, one is left with the impression that he could have written the same book without spending time, money, and effort in such a sociologic investigation. Therefore, naturally, one wonders for whom this book was produced. Certainly not for the graduate physician—he has experienced most of the points presented between the covers of this volume. Of course, it does provide him with a certain amount of nostalgia. Was it written for the student? It does forewarn him of the trials and tribulations ahead. The teacher should realize most of the self-evident

Graduate Medical Education

1986-09-26

Anne E. Crowley

The annual surveys of residency programs on which this statistical report is based have had a higher than 95% response for the past four years. The number of accredited programs … The annual surveys of residency programs on which this statistical report is based have had a higher than 95% response for the past four years. The number of accredited programs increased in 1984 and again in 1985, primarily as a result of the accreditation of additional subspecialty programs. Discussions about the sources and methods of financing graduate medical education may have an impact on the number and the size of programs in the near future. The count of available residency positions is a fluid entity and seems to be dependent on many factors, one of which appears to be the number of qualified candidates seen by program directors. The number of PGY-1 positions has not changed significantly over the past three years. The number of reported unfilled positions, including PGY-1 unfilled positions, has been declining since 1983. The special survey of PGY-1 programs conducted for the past three years reveals that about 10% of programs withdrew positions between October and July. However, another group of programs (some of which are new) added to the number of positions offered. The primary reason cited for withdrawing positions has changed. In 1983, the reason was cited as "financial" by 32% of program directors. In 1985, despite the national discussions about financing medical education, a financial reason was cited by only 16% of program directors. Reasons related to candidates, ie, "absence of suitable candidate" and giving the position to an "applicant at the PGY-2 or higher level," were cited by 49% of program directors in 1983 and by 67% in 1985. The total number of residents on duty (exclusive of newly accredited subspecialties) increased in 1983 and 1984 but decreased in 1985. Decreases were noted in family practice, internal medicine, pathology, and surgery. The number of new entry residents (PGY-1) decreased in 1983 (when the number of US graduates had decreased), increased in 1984, and decreased again in 1985. Forty-two percent of residents were training in family practice, internal medicine, or pediatrics. This statistic has not changed significantly over the past three years. (ABSTRACT TRUNCATED AT 400 WORDS)

Gender Differences in Time Spent on Parenting and Domestic Responsibilities by High-Achieving Young Physician-Researchers

2014-03-04

Shruti Jolly , Kent A. Griffith , Rochelle DeCastro +3 more

Background: Female physician-researchers do not achieve career success at the same rate as men. Differences in nonprofessional responsibilities may partially explain this gap. Objective: To investigate the division of domestic … Background: Female physician-researchers do not achieve career success at the same rate as men. Differences in nonprofessional responsibilities may partially explain this gap. Objective: To investigate the division of domestic labor by gender in a motivated group of early-career physician-researchers. Design: Nationwide postal survey between 2010 and 2011. Setting: United States. Participants: Physician recipients of National Institutes of Health K08 or K23 awards between 2006 and 2009 with active academic affiliation at the time of the survey. Measurements: Time spent on parenting and domestic tasks was determined through self-report. Among married or partnered respondents with children, a linear regression model of time spent on domestic activities was constructed considering age, gender, race, specialty, MD or MD/PhD status, age of youngest child, number of children, work hours, K award type, and spousal employment. Results: A 74% response rate was achieved, and 1049 respondents were academic physicians. Women were more likely than men to have spouses or domestic partners who were employed full-time (85.6% [95% CI, 82.7% to 89.2%] vs. 44.9% [CI, 40.8% to 49.8%]). Among married or partnered respondents with children, after adjustment for work hours, spousal employment, and other factors, women spent 8.5 more hours per week on domestic activities. In the subgroup with spouses or domestic partners who were employed full-time, women were more likely to take time off during disruptions of usual child care arrangements than men (42.6% [CI, 36.6% to 49.0%] vs. 12.4% [CI, 5.4% to 19.5%]). Limitations: Analyses relied on self-reported data. The study design did not enable investigation of the relationship between domestic activities and professional success. Conclusion: In this sample of career-oriented professionals, gender differences in domestic activities existed among those with children. Most men's spouses or domestic partners were not employed full-time, which contrasted sharply with the experiences of women. Primary Funding Source: National Institutes of Health.

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Racial and Ethnic Disparities in Faculty Promotion in Academic Medicine

2000-09-06

Di Fang

Previous studies have suggested that minority medical school faculty are at a disadvantage in promotion opportunities compared with white faculty.To compare promotion rates of minority and white medical school faculty … Previous studies have suggested that minority medical school faculty are at a disadvantage in promotion opportunities compared with white faculty.To compare promotion rates of minority and white medical school faculty in the United States.Analysis of data from the Association of American Medical Colleges' Faculty Roster System, the official data system for tracking US medical school faculty.A total of 50,145 full-time US medical school faculty who became assistant professors or associate professors between 1980 and 1989. Faculty of historically black and Puerto Rican medical schools were excluded.Attainment of associate or full professorship among assistant professors and full professorship among associate professors by 1997, among white, Asian or Pacific Islander (API), underrepresented minority (URM; including black, Mexican American, Puerto Rican, Native American, and Native Alaskan), and other Hispanic faculty.By 1997, 46% of white assistant professors (13,479/28,953) had been promoted, whereas 37% of API (1123/2997; P<.001), 30% of URM (311/1053, P<.001), and 43% of other Hispanic assistant professors (256/598; P =.07) had been promoted. Similarly, by 1997, 50% of white associate professors (7234/14,559) had been promoted, whereas 44% of API (629/1419; P<.001), 36% of URM (101/280; P<.001), and 43% of other Hispanic (122/286; P =.02) associate professors had been promoted. Racial/ethnic disparities in promotion were evident among tenure and nontenure faculty and among faculty who received and did not receive National Institutes of Health research awards. After adjusting for cohort, sex, tenure status, degree, department, medical school type, and receipt of NIH awards, URM faculty remained less likely to be promoted compared with white faculty (relative risk [RR], 0.68 [99% confidence interval CI, 0.59-0.77] for assistant professors and 0.81 [99% CI, 0.65-0.99] for associate professors). API assistant professors also were less likely to be promoted (RR, 0.91 [99% CI, 0.84-0.98]), whereas API associate professors and other Hispanic assistant and associate professors were promoted at comparable rates.Our data indicate that minority faculty are promoted at lower rates compared with white faculty. JAMA. 2000;284:1085-1092

The “Gender Gap” in Authorship of Academic Medical Literature — A 35-Year Perspective

2006-07-19

Reshma Jagsi , Elizabeth A. Guancial , Cynthia Cooper Worobey +5 more

Participation of women in the medical profession has increased during the past four decades, but issues of concern persist regarding disparities between the sexes in academic medicine. Advancement is largely … Participation of women in the medical profession has increased during the past four decades, but issues of concern persist regarding disparities between the sexes in academic medicine. Advancement is largely driven by peer-reviewed original research, so we sought to determine the representation of female physician-investigators among the authors of selected publications during the past 35 years.

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Birth Defects among Children of Nurse-anesthetists

1974-10-01

Thomas H. Corbett , Richard G. Cornell , Judy L. Endres +1 more

A survey of 621 female nurse-anesthetists in Michigan was performed to determine the incidence of birth defects among the offspring of this group. Two separate mailings and telephone interviews resulted … A survey of 621 female nurse-anesthetists in Michigan was performed to determine the incidence of birth defects among the offspring of this group. Two separate mailings and telephone interviews resulted in a response rate of 84.5 per cent. Of children whose mothers worked during pregnancy, 16.4 per

Anatomy, Descriptive and Surgical

1883-09-01

H. Gray

Our website uses cookies to enhance your experience. By continuing to use our site, or clicking "Continue," you are agreeing to our Cookie Policy | Continue JAMA HomeNew OnlineCurrent IssueFor … Our website uses cookies to enhance your experience. By continuing to use our site, or clicking "Continue," you are agreeing to our Cookie Policy | Continue JAMA HomeNew OnlineCurrent IssueFor Authors Podcasts Clinical Reviews Editors' Summary Medical News Author Interviews More Publications JAMA JAMA Network Open JAMA Cardiology JAMA Dermatology JAMA Health Forum JAMA Internal Medicine JAMA Neurology JAMA Oncology JAMA Ophthalmology JAMA Otolaryngology–Head & Neck Surgery JAMA Pediatrics JAMA Psychiatry JAMA Surgery Archives of Neurology & Psychiatry (1919-1959) JN Learning / CMESubscribeJobsInstitutions / LibrariansReprints & Permissions Terms of Use | Privacy Policy | Accessibility Statement 2023 American Medical Association. All Rights Reserved Search All JAMA JAMA Network Open JAMA Cardiology JAMA Dermatology JAMA Forum Archive JAMA Health Forum JAMA Internal Medicine JAMA Neurology JAMA Oncology JAMA Ophthalmology JAMA Otolaryngology–Head & Neck Surgery JAMA Pediatrics JAMA Psychiatry JAMA Surgery Archives of Neurology & Psychiatry Input Search Term Sign In Individual Sign In Sign inCreate an Account Access through your institution Sign In Purchase Options: Buy this article Rent this article Subscribe to the JAMA journal

Bibliometrics: Global gender disparities in science

2013-12-01

Vincent Larivière , Chaoqun Ni , Yves Gingras +2 more

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Understanding current causes of women's underrepresentation in science

2011-02-07

Stephen J. Ceci , Wendy M. Williams

Explanations for women's underrepresentation in math-intensive fields of science often focus on sex discrimination in grant and manuscript reviewing, interviewing, and hiring. Claims that women scientists suffer discrimination in these … Explanations for women's underrepresentation in math-intensive fields of science often focus on sex discrimination in grant and manuscript reviewing, interviewing, and hiring. Claims that women scientists suffer discrimination in these arenas rest on a set of studies undergirding policies and programs aimed at remediation. More recent and robust empiricism, however, fails to support assertions of discrimination in these domains. To better understand women's underrepresentation in math-intensive fields and its causes, we reprise claims of discrimination and their evidentiary bases. Based on a review of the past 20 y of data, we suggest that some of these claims are no longer valid and, if uncritically accepted as current causes of women's lack of progress, can delay or prevent understanding of contemporary determinants of women's underrepresentation. We conclude that differential gendered outcomes in the real world result from differences in resources attributable to choices, whether free or constrained, and that such choices could be influenced and better informed through education if resources were so directed. Thus, the ongoing focus on sex discrimination in reviewing, interviewing, and hiring represents costly, misplaced effort: Society is engaged in the present in solving problems of the past, rather than in addressing meaningful limitations deterring women's participation in science, technology, engineering, and mathematics careers today. Addressing today's causes of underrepresentation requires focusing on education and policy changes that will make institutions responsive to differing biological realities of the sexes. Finally, we suggest potential avenues of intervention to increase gender fairness that accord with current, as opposed to historical, findings.

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The Role of Gender in Scholarly Authorship

2013-07-22

Jevin D. West , Jennifer Jacquet , Molly M. King +2 more

Gender disparities appear to be decreasing in academia according to a number of metrics, such as grant funding, hiring, acceptance at scholarly journals, and productivity, and it might be tempting … Gender disparities appear to be decreasing in academia according to a number of metrics, such as grant funding, hiring, acceptance at scholarly journals, and productivity, and it might be tempting to think that gender inequity will soon be a problem of the past. However, a large-scale analysis based on over eight million papers across the natural sciences, social sciences, and humanities re- reveals a number of understated and persistent ways in which gender inequities remain. For instance, even where raw publication counts seem to be equal between genders, close inspection reveals that, in certain fields, men predominate in the prestigious first and last author positions. Moreover, women are significantly underrepresented as authors of single-authored papers. Academics should be aware of the subtle ways that gender disparities can appear in scholarly authorship.

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Gender, Family Characteristics, and Publication Productivity among Scientists

2005-02-01

Mary Frank Fox

This paper concentrates upon the relationship between marriage, parental status, and publication productivity for women in academic science, with comparisons to men. Findings indicate that gender, family characteristics, and productivity … This paper concentrates upon the relationship between marriage, parental status, and publication productivity for women in academic science, with comparisons to men. Findings indicate that gender, family characteristics, and productivity are complex considerations that go beyond being married or not married, and the presence or absence of children. For women particularly, the relationship between marriage and productivity varies by type of marriage: first compared with subsequent marriage, and occupation of spouse (in scientific compared with non-scientific occupation). Further, type of family composition is important: women with preschool children have higher productivity than women without children or with school-age children. Women with preschool children are found to be a socially selective group in their characteristics, particularly in their allocations of time.

Influence of Controllable Lifestyle on Recent Trends in Specialty Choice by US Medical Students

2003-09-02

E. Ray Dorsey , David Jarjoura , Gregory W. Rutecki

Recent specialty choices of graduating US medical students suggest that lifestyle may be an increasingly important factor in their career decision making.To determine whether and to what degree controllable lifestyle … Recent specialty choices of graduating US medical students suggest that lifestyle may be an increasingly important factor in their career decision making.To determine whether and to what degree controllable lifestyle and other specialty-related characteristics are associated with recent (1996-2002) changes in the specialty preferences of US senior medical students.Specialty preference was based on analysis of results from the National Resident Matching Program, the San Francisco Matching Program, and the American Urological Association Matching Program from 1996 to 2002. Specialty lifestyle (controllable vs uncontrollable) was classified using earlier research. Log-linear models were developed that examined specialty preference and the specialty's controllability, income, work hours, and years of graduate medical education required.Proportion of variability in specialty preference from 1996 to 2002 explained by controllable lifestyle.The specialty preferences of US senior medical students, as determined by the distribution of applicants across selected specialties, changed significantly from 1996 to 2002 (P<.001). In the log-linear model, controllable lifestyle explained 55% of the variability in specialty preference from 1996 to 2002 after controlling for income, work hours, and years of graduate medical education required (P<.001).Perception of controllable lifestyle accounts for most of the variability in recent changing patterns in the specialty choices of graduating US medical students.

Factors Associated With Medical Students' Career Choices Regarding Internal Medicine

2008-09-09

Karen E. Hauer

Shortfalls in the US physician workforce are anticipated as the population ages and medical students' interest in careers in internal medicine (IM) has declined (particularly general IM, the primary specialty … Shortfalls in the US physician workforce are anticipated as the population ages and medical students' interest in careers in internal medicine (IM) has declined (particularly general IM, the primary specialty serving older adults). The factors influencing current students' career choices regarding IM are unclear.To describe medical students' career decision making regarding IM and to identify modifiable factors related to this decision making.Web-based cross-sectional survey of 1177 fourth-year medical students (82% response rate) at 11 US medical schools in spring 2007.Demographics, debt, educational experiences, and number who chose or considered IM careers were measured. Factor analysis was performed to assess influences on career chosen. Logistic regression analysis was conducted to assess independent association of variables with IM career choice.Of 1177 respondents, 274 (23.2%) planned careers in IM, including 24 (2.0%) in general IM. Only 228 (19.4%) responded that their core IM clerkship made a career in general IM seem more attractive, whereas 574 (48.8%) responded that it made a career in subspecialty IM more attractive. Three factors influenced career choice regarding IM: educational experiences in IM, the nature of patient care in IM, and lifestyle. Students were more likely to pursue careers in IM if they were male (odds ratio [OR] 1.75; 95% confidence interval [CI], 1.20-2.56), were attending a private school (OR, 1.88; 95% CI, 1.26-2.83), were favorably impressed with their educational experience in IM (OR, 4.57; 95% CI, 3.01-6.93), reported favorable feelings about caring for IM patients (OR, 8.72; 95% CI, 6.03-12.62), or reported a favorable impression of internists' lifestyle (OR, 2.00; 95% CI, 1.39-2.87).Medical students valued the teaching during IM clerkships but expressed serious reservations about IM as a career. Students who reported more favorable impressions of the patients cared for by internists, the IM practice environment, and internists' lifestyle were more likely to pursue a career in IM.

The Effect of an Intervention to Break the Gender Bias Habit for Faculty at One Institution

2014-11-06

Molly Carnes , Patricia G. Devine , Linda Baier Manwell +7 more

Despite sincere commitment to egalitarian, meritocratic principles, subtle gender bias persists, constraining women's opportunities for academic advancement. The authors implemented a pair-matched, single-blind, cluster randomized, controlled study of a gender-bias-habit-changing … Despite sincere commitment to egalitarian, meritocratic principles, subtle gender bias persists, constraining women's opportunities for academic advancement. The authors implemented a pair-matched, single-blind, cluster randomized, controlled study of a gender-bias-habit-changing intervention at a large public university.

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Racial/Ethnic Differences in Physician Distrust in the United States

2007-05-31

Katrina Armstrong , Karima L. Ravenell , Suzanne McMurphy +1 more

We examined the racial/ethnic and geographic variation in distrust of physicians in the United States. We examined the racial/ethnic and geographic variation in distrust of physicians in the United States.

The Visible Human Male: A Technical Report

1996-03-01

Victor M. Spitzer , Michael J. Ackerman , Ann Scherzinger +1 more

The National Library of Medicine's Visible Human Male data set consists of digital magnetic resonance (MR), computed tomography (CT), and anatomic images derived from a single male cadaver. The data … The National Library of Medicine's Visible Human Male data set consists of digital magnetic resonance (MR), computed tomography (CT), and anatomic images derived from a single male cadaver. The data set is 15 gigabytes in size and is available from the National Library of Medicine under a no-cost license agreement. The history of the Visible Human Male cadaver and the methods and technology to produce the data set are described.

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Gender shift in realisation of preferred type of gp practice: longitudinal survey over the last 25 years

2007-07-13

Tanja Maiorova , Fred Stevens , L. van der Velden +2 more

An increasing number of newly trained Dutch GPs prefer to work in a group practice and as a non-principal rather than in a single-handed practice. In view of the greater … An increasing number of newly trained Dutch GPs prefer to work in a group practice and as a non-principal rather than in a single-handed practice. In view of the greater number of female doctors, changing practice preferences, and discussions on future workforce problems, the question is whether male and female GPs were able to realise their initial preferences in the past and will be able to do so in the future.We have conducted longitudinal cohort study of all GPs in the Netherlands seeking a practice between 1980 and 2004. The Netherlands Institute of Health Services Research (NIVEL) in Utrecht collected the data used in this study by means of a postal questionnaire. The overall mean response rate was 94%.Over the past 20 years, an increasing proportion of GPs, both male and female, were able to achieve their preference for working in a group practice and/or in a non-principal position. Relatively more women than men have settled in group practices, and more men than women in single-handed practices; however, the practice preference of men and women is beginning to converge. Dropout was highest among the GPs without any specific practice preference.The overwhelming preference of male and female GPs for working in group practices is apparently being met by the number of positions (principal or non-principal) available in group practices. The preference of male and female GPs regarding the type of practice and job conditions is expected to converge further in the near future.

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Addressing disparities in academic medicine: what of the minority tax?

2015-01-31

José E. Rodríguez , Kendall M. Campbell , Linda H. Pololi

The proportion of black, Latino, and Native American faculty in U.S. academic medical centers has remained almost unchanged over the last 20 years. Some authors credit the "minority tax"-the burden … The proportion of black, Latino, and Native American faculty in U.S. academic medical centers has remained almost unchanged over the last 20 years. Some authors credit the "minority tax"-the burden of extra responsibilities placed on minority faculty in the name of diversity. This tax is in reality very complex, and a major source of inequity in academic medicine.The "minority tax" is better described as an Underrepresented Minority in Medicine (URMM) faculty responsibility disparity. This disparity is evident in many areas: diversity efforts, racism, isolation, mentorship, clinical responsibilities, and promotion. The authors examine the components of the URMM responsibility disparity and use information from the medical literature and from human resources to suggest practical steps that can be taken by academic leaders and policymakers to move toward establishing faculty equity and thus increase the numbers of black, Latino, and Native American faculty in academic medicine.

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Elite male faculty in the life sciences employ fewer women

2014-06-30

Jason M. Sheltzer , Joan C. Smith

Significance Despite decades of progress, men still greatly outnumber women among biology faculty in the United States. Here, we show that high-achieving faculty members who are male train 10–40% fewer … Significance Despite decades of progress, men still greatly outnumber women among biology faculty in the United States. Here, we show that high-achieving faculty members who are male train 10–40% fewer women in their laboratories relative to the number of women trained by other investigators. These skewed employment patterns may result from self-selection among female scientists or they may result from conscious or unconscious bias on the part of some faculty members. The dearth of women who are trained in these laboratories likely limits the number of female candidates who are most competitive for faculty job searches.

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Gender Differences in the Salaries of Physician Researchers

2012-06-12

Reshma Jagsi , Kent A. Griffith , Abigail J. Stewart +3 more

It is unclear whether male and female physician researchers who perform similar work are currently paid equally.To determine whether salaries differ by gender in a relatively homogeneous cohort of physician … It is unclear whether male and female physician researchers who perform similar work are currently paid equally.To determine whether salaries differ by gender in a relatively homogeneous cohort of physician researchers and, if so, to determine if these differences are explained by differences in specialization, productivity, or other factors.A US nationwide postal survey was sent in 2009-2010 to assess the salary and other characteristics of a relatively homogeneous population of physicians. From all 1853 recipients of National Institutes of Health (NIH) K08 and K23 awards in 2000-2003, we contacted the 1729 who were alive and for whom we could identify a mailing address.The survey achieved a 71% response rate. Eligibility for the present analysis was limited to the 800 physicians who continued to practice at US academic institutions and reported their current annual salary.A linear regression model of self-reported current annual salary was constructed considering the following characteristics: gender, age, race, marital status, parental status, additional graduate degree, academic rank, leadership position, specialty, institution type, region, institution NIH funding rank, change of institution since K award, K award type, K award funding institute, years since K award, grant funding, publications, work hours, and time spent in research.The mean salary within our cohort was $167,669 (95% CI, $158,417-$176,922) for women and $200,433 (95% CI, $194,249-$206,617) for men. Male gender was associated with higher salary (+$13,399; P = .001) even after adjustment in the final model for specialty, academic rank, leadership positions, publications, and research time. Peters-Belson analysis (use of coefficients derived from regression model for men applied to women) indicated that the expected mean salary for women, if they retained their other measured characteristics but their gender was male, would be $12,194 higher than observed.Gender differences in salary exist in this select, homogeneous cohort of mid-career academic physicians, even after adjustment for differences in specialty, institutional characteristics, academic productivity, academic rank, work hours, and other factors.

Surgery of endometrial cancer in the Bonney tradition.

1971-05-01

Stallworthy Ja

Trends and comparison of female first authorship in high impact medical journals: observational study (1994-2014)

2016-03-02

Giovanni Filardo , Briget da Graca , Danielle Sass +3 more

<b>Objective</b> To examine changes in representation of women among first authors of original research published in high impact general medical journals from 1994 to 2014 and investigate differences between journals. <b>Design</b> Observational … <b>Objective</b> To examine changes in representation of women among first authors of original research published in high impact general medical journals from 1994 to 2014 and investigate differences between journals. <b>Design</b> Observational study. <b>Study sample</b> All original research articles published in <i>Annals of Internal Medicine</i>, <i>Archives of Internal Medicine, The BMJ, JAMA, The Lancet,</i> and the <i>New England Journal of Medicine (NEJM)</i> for one issue every alternate month from February 1994 to June 2014. <b>Main exposures</b> Time and journal of publication. <b>Main outcome measures</b> Prevalence of female first authorship and its adjusted association with time of publication and journal, assessed using a multivariable logistic regression model that accounted for number of authors, study type and specialty/topic, continent where the study was conducted, and the interactions between journal and time of publication, study type, and continent. Estimates from this model were used to calculate adjusted odds ratios against the mean across the six journals, with 95% confidence intervals and P values to describe the associations of interest. <b>Results</b> The gender of the first author was determined for 3758 of the 3860 articles considered; 1273 (34%) were women. After adjustment, female first authorship increased significantly from 27% in 1994 to 37% in 2014 (P<0.001). The <i>NEJM</i> seemed to follow a different pattern, with female first authorship decreasing; it also seemed to decline in recent years in <i>The BMJ</i> but started substantially higher (approximately 40%), and <i>The BMJ</i> had the highest total proportion of female first authors. Compared with the mean across all six journals, first authors were significantly less likely to be female in the <i>NEJM</i> (adjusted odds ratio 0.68, 95% confidence interval 0.53 to 0.89) and significantly more likely to be female in <i>The BMJ</i> (1.30, 1.01 to 1.66) over the study period. <b>Conclusions</b> The representation of women among first authors of original research in high impact general medical journals was significantly higher in 2014 than 20 years ago, but it has plateaued in recent years and has declined in some journals. These results, along with the significant differences seen between journals, suggest that underrepresentation of research by women in high impact journals is still an important concern. The underlying causes need to be investigated to help to identify practices and strategies to increase women’s influence on and contributions to the evidence that will determine future healthcare policies and standards of clinical practice.

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Women Physicians in Academic Medicine — New Insights from Cohort Studies

2000-02-10

Lynn Nonnemaker

I conducted a study to determine whether women who graduate from medical schools are more or less likely than their male counterparts to pursue full-time careers in academic medicine and … I conducted a study to determine whether women who graduate from medical schools are more or less likely than their male counterparts to pursue full-time careers in academic medicine and to advance to the senior ranks of medical school faculties.

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Is There Still a Glass Ceiling for Women in Academic Surgery?

2011-02-26

Ying Zhuge , Joyce Kaufman , Diane M. Simeone +2 more

Despite the dramatically increased entry of women into general surgery and surgical subspecialties, traditionally male-dominated fields, there remains a gross under-representation of women in the leadership positions of these departments. … Despite the dramatically increased entry of women into general surgery and surgical subspecialties, traditionally male-dominated fields, there remains a gross under-representation of women in the leadership positions of these departments. Women begin their careers with fewer academic resources and tend to progress through the ranks slower than men. Female surgeons also receive significantly lower salaries than their male counterparts and are more vulnerable to discrimination, both obvious and covert. Although some argue that female surgeons tend to choose their families over careers, studies have actually shown that women are as eager as men to assume leadership positions, are equally qualified for these positions as men, and are as good as men at leadership tasks.Three major constraints contribute to the glass-ceiling phenomenon: traditional gender roles, manifestations of sexism in the medical environment, and lack of effective mentors. Gender roles contribute to unconscious assumptions that have little to do with actual knowledge and abilities of an individuals and they negatively influence decision-making when it comes to promotions. Sexism has many forms, from subtle to explicit forms, and some studies show that far more women report being discriminately against than do men. There is a lack of same-sex mentors and role models for women in academic surgery, thereby isolating female academicians further. This review summarizes the manifestation of the glass-ceiling phenomenon, identifies some causes of these inequalities, and proposes different strategies for continuing the advancement of women in academic surgery and to shatter the glass ceiling.

Sexual Harassment and Discrimination Experiences of Academic Medical Faculty

2016-05-17

Reshma Jagsi , Kent A. Griffith , Rochelle D. Jones +3 more

This survey study of recent National Institutes of Health career development (K) award recipients assessed the proportion who reported gender bias and advantage and sexual harrassment in their professional careers. This survey study of recent National Institutes of Health career development (K) award recipients assessed the proportion who reported gender bias and advantage and sexual harrassment in their professional careers.

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Sex Differences in Physician Salary in US Public Medical Schools

2016-07-11

Anupam B. Jena , Andrew Olenski , Daniel M. Blumenthal

Limited evidence exists on salary differences between male and female academic physicians, largely owing to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by … Limited evidence exists on salary differences between male and female academic physicians, largely owing to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation.To analyze sex differences in earnings among US academic physicians.Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, salary data were extracted on 10 241 academic physicians at 24 public medical schools. These data were linked to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, National Institutes of Health funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). Sex differences in salary were estimated after adjusting for these factors.Physician sex.Annual salary.Among 10 241 physicians, female physicians (n = 3549) had lower mean (SD) unadjusted salaries than male physicians ($206 641 [$88 238] vs $257 957 [$137 202]; absolute difference, $51 315 [95% CI, $46 330-$56 301]). Sex differences persisted after multivariable adjustment ($227 783 [95% CI, $224 117-$231 448] vs $247 661 [95% CI, $245 065-$250 258] with an absolute difference of $19 878 [95% CI, $15 261-$24 495]). Sex differences in salary varied across specialties, institutions, and faculty ranks. For example, adjusted salaries of female full professors ($250 971 [95% CI, $242 307-$259 635]) were comparable to those of male associate professors ($247 212 [95% CI, $241 850-$252 575]). Among specialties, adjusted salaries were highest in orthopedic surgery ($358 093 [95% CI, $344 354-$371 831]), surgical subspecialties ($318 760 [95% CI, $311 030-$326 491]), and general surgery ($302 666 [95% CI, $294 060-$311 272]) and lowest in infectious disease, family medicine, and neurology (mean income, <$200 000). Years of experience, total publications, clinical trial participation, and Medicare payments were positively associated with salary.Among physicians with faculty appointments at 24 US public medical schools, significant sex differences in salary exist even after accounting for age, experience, specialty, faculty rank, and measures of research productivity and clinical revenue.

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The alchemy of race and rights

1992-01-01

Ann Munster

Comparison of postoperative outcomes among patients treated by male and female surgeons: a population based matched cohort study

2017-10-10

Christopher J.D. Wallis , Bheeshma Ravi , Natalie G. Coburn +3 more

<b>Objective</b> To examine the effect of surgeon sex on postoperative outcomes of patients undergoing common surgical procedures. <b>Design</b> Population based, retrospective, matched cohort study from 2007 to 2015. <b>Setting</b> Population based cohort of … <b>Objective</b> To examine the effect of surgeon sex on postoperative outcomes of patients undergoing common surgical procedures. <b>Design</b> Population based, retrospective, matched cohort study from 2007 to 2015. <b>Setting</b> Population based cohort of all patients treated in Ontario, Canada. <b>Participants</b> Patients undergoing one of 25 surgical procedures performed by a female surgeon were matched by patient age, patient sex, comorbidity, surgeon volume, surgeon age, and hospital to patients undergoing the same operation by a male surgeon. <b>Interventions</b> Sex of treating surgeon. <b>Main outcome measure</b> The primary outcome was a composite of death, readmission, and complications. We compared outcomes between groups using generalised estimating equations. <b>Results</b> 104 630 patients were treated by 3314 surgeons, 774 female and 2540 male. Before matching, patients treated by female doctors were more likely to be female and younger but had similar comorbidity, income, rurality, and year of surgery. After matching, the groups were comparable. Fewer patients treated by female surgeons died, were readmitted to hospital, or had complications within 30 days (5810 of 52 315, 11.1%, 95% confidence interval 10.9% to 11.4%) than those treated by male surgeons (6046 of 52 315, 11.6%, 11.3% to 11.8%; adjusted odds ratio 0.96, 0.92 to 0.99, P=0.02). Patients treated by female surgeons were less likely to die within 30 days (adjusted odds ratio 0.88; 0.79 to 0.99, P=0.04), but there was no significant difference in readmissions or complications. Stratified analyses by patient, physician, and hospital characteristics did not significant modify the effect of surgeon sex on outcome. A retrospective analysis showed no difference in outcomes by surgeon sex in patients who had emergency surgery, where patients do not usually choose their surgeon. <b>Conclusions</b> After accounting for patient, surgeon, and hospital characteristics, patients treated by female surgeons had a small but statistically significant decrease in 30 day mortality and similar surgical outcomes (length of stay, complications, and readmission), compared with those treated by male surgeons. These findings support the need for further examination of the surgical outcomes and mechanisms related to physicians and the underlying processes and patterns of care to improve mortality, complications, and readmissions for all patients.

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Gender Differences in Academic Medicine: Retention, Rank, and Leadership Comparisons From the National Faculty Survey

2018-01-31

Phyllis L. Carr , Anita Raj , Samantha E. Kaplan +3 more

Prior studies have found that women in academic medicine do not advance or remain in their careers in parity with men. The authors examined a cohort of faculty from the … Prior studies have found that women in academic medicine do not advance or remain in their careers in parity with men. The authors examined a cohort of faculty from the 1995 National Faculty Survey to identify predictors of advancement, retention, and leadership for women faculty.The authors followed 1,273 faculty at 24 medical schools in the continental United States for 17 years to identify predictors of advancement, retention, and leadership for women faculty. Schools were balanced for public or private status and the four Association of American Medical Colleges geographic regions. The authors used regression models to adjust for covariates: seniority, department, academic setting, and race/ethnicity.After adjusting for significant covariates, women were less likely than men to achieve the rank of professor (OR = 0.57; 95% CI, 0.43-0.78) or to remain in academic careers (OR = 0.68; 95% CI, 0.49-0.94). When number of refereed publications was added to the model, differences by gender in retention and attainment of senior rank were no longer significant. Male faculty were more likely to hold senior leadership positions after adjusting for publications (OR = 0.49; 95% CI, 0.35-0.69).Gender disparities in rank, retention, and leadership remain across the career trajectories of the faculty cohort in this study. Women were less likely to attain senior-level positions than men, even after adjusting for publication-related productivity. Institutions must examine the climate for women to ensure their academic capital is fully utilized and equal opportunity exists for leadership.

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The gender gap in science: How long until women are equally represented?

2018-04-19

Luke Holman , Devi Stuart‐Fox , Cindy E. Hauser

Women comprise a minority of the Science, Technology, Engineering, Mathematics, and Medicine (STEMM) workforce. Quantifying the gender gap may identify fields that will not reach parity without intervention, reveal underappreciated … Women comprise a minority of the Science, Technology, Engineering, Mathematics, and Medicine (STEMM) workforce. Quantifying the gender gap may identify fields that will not reach parity without intervention, reveal underappreciated biases, and inform benchmarks for gender balance among conference speakers, editors, and hiring committees. Using the PubMed and arXiv databases, we estimated the gender of 36 million authors from >100 countries publishing in >6000 journals, covering most STEMM disciplines over the last 15 years, and made a web app allowing easy access to the data (https://lukeholman.github.io/genderGap/). Despite recent progress, the gender gap appears likely to persist for generations, particularly in surgery, computer science, physics, and maths. The gap is especially large in authorship positions associated with seniority, and prestigious journals have fewer women authors. Additionally, we estimate that men are invited by journals to submit papers at approximately double the rate of women. Wealthy countries, notably Japan, Germany, and Switzerland, had fewer women authors than poorer ones. We conclude that the STEMM gender gap will not close without further reforms in education, mentoring, and academic publishing.

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Patient–physician gender concordance and increased mortality among female heart attack patients

2018-08-06

Brad N. Greenwood , Seth Carnahan , Laura Huang

Significance A large body of medical research suggests that women are less likely than men to survive traumatic health episodes like acute myocardial infarctions. In this work, we posit that … Significance A large body of medical research suggests that women are less likely than men to survive traumatic health episodes like acute myocardial infarctions. In this work, we posit that these difficulties may be partially explained, or exacerbated, by the gender match between the patient and the physician. Findings suggest that gender concordance increases a patient’s probability of survival and that the effect is driven by increased mortality when male physicians treat female patients. Empirical extensions indicate that mortality rates decrease when male physicians practice with more female colleagues or have treated more female patients in the past.

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Minority Resident Physicians’ Views on the Role of Race/Ethnicity in Their Training Experiences in the Workplace

2018-09-28

Aba Osseo-Asare , Lilanthi Balasuriya , Stephen J. Huot +6 more

Black, Hispanic, and Native American physicians remain underrepresented in medicine despite national efforts to increase diversity in the health care workforce. Understanding the unique workplace experiences of minority physicians is … Black, Hispanic, and Native American physicians remain underrepresented in medicine despite national efforts to increase diversity in the health care workforce. Understanding the unique workplace experiences of minority physicians is essential to inform strategies to create a diverse and inclusive workforce. While prior research has explored the influence of race/ethnicity on the experiences of minority faculty and medical students, there is a paucity of literature investigating how race/ethnicity affects the training experiences of resident physicians in graduate medical education.To characterize how black, Hispanic, and Native American resident physicians experience race/ethnicity in the workplace.Semistructured, in-depth qualitative interviews of black, Hispanic, and Native American residents were performed in this qualitative study. Interviews took place at the 2017 Annual Medical Education Conference (April 12-17, 2017, in Atlanta, Georgia), sponsored by the Student National Medical Association. Interviews were conducted with 27 residents from 21 residency programs representing a diverse range of medical specialties and geographic locations.The workplace experiences of black, Hispanic, and Native American resident physicians in graduate medical education.Among 27 participants, races/ethnicities were 19 (70%) black, 3 (11%) Hispanic, 1 (4%) Native American, and 4 (15%) mixed race/ethnicity; 15 (56%) were female. Participants described the following 3 major themes in their training experiences in the workplace: a daily barrage of microaggressions and bias, minority residents tasked as race/ethnicity ambassadors, and challenges negotiating professional and personal identity while seen as "other."Graduate medical education is an emotionally and physically demanding period for all physicians. Black, Hispanic, and Native American residents experience additional burdens secondary to race/ethnicity. Addressing these unique challenges related to race/ethnicity is crucial to creating a diverse and inclusive work environment.

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Are gender gaps due to evaluations of the applicant or the science? A natural experiment at a national funding agency

2019-02-01

Holly O. Witteman , Michael Hendricks , Sharon E. Straus +1 more

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Topic choice contributes to the lower rate of NIH awards to African-American/black scientists

2019-10-09

Travis Hoppe , Aviva Litovitz , Kristine A. Willis +7 more

Despite efforts to promote diversity in the biomedical workforce, there remains a lower rate of funding of National Institutes of Health R01 applications submitted by African-American/black (AA/B) scientists relative to … Despite efforts to promote diversity in the biomedical workforce, there remains a lower rate of funding of National Institutes of Health R01 applications submitted by African-American/black (AA/B) scientists relative to white scientists. To identify underlying causes of this funding gap, we analyzed six stages of the application process from 2011 to 2015 and found that disparate outcomes arise at three of the six: decision to discuss, impact score assignment, and a previously unstudied stage, topic choice. Notably, AA/B applicants tend to propose research on topics with lower award rates. These topics include research at the community and population level, as opposed to more fundamental and mechanistic investigations; the latter tend to have higher award rates. Topic choice alone accounts for over 20% of the funding gap after controlling for multiple variables, including the applicant's prior achievements. Our findings can be used to inform interventions designed to close the funding gap.

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Discrimination, Abuse, Harassment, and Burnout in Surgical Residency Training

2019-10-28

Yue-Yung Hu , Ryan J. Ellis , D. Brock Hewitt +7 more

Physicians, particularly trainees and those in surgical subspecialties, are at risk for burnout. Mistreatment (i.e., discrimination, verbal or physical abuse, and sexual harassment) may contribute to burnout and suicidal thoughts. Physicians, particularly trainees and those in surgical subspecialties, are at risk for burnout. Mistreatment (i.e., discrimination, verbal or physical abuse, and sexual harassment) may contribute to burnout and suicidal thoughts.

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Historical comparison of gender inequality in scientific careers across countries and disciplines

2020-02-18

Junming Huang , Alexander J. Gates , Roberta Sinatra +1 more

Significance Empirical evidence suggests significant gender differences in the total productivity and impact of academic careers across science, technology, engineering, and mathematics (STEM) fields. Paradoxically, the increase in the number … Significance Empirical evidence suggests significant gender differences in the total productivity and impact of academic careers across science, technology, engineering, and mathematics (STEM) fields. Paradoxically, the increase in the number of women academics over the past 60 years has increased these gender differences. Yet, we find that men and women publish a comparable number of papers per year and have equivalent career-wise impact for the same total number of publications. This suggests the productivity and impact of gender differences are explained by different publishing career lengths and dropout rates. This comprehensive picture of gender inequality in academic publishing can help rephrase the conversation around the sustainability of women’s careers in academia, with important consequences for institutions and policy makers.

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Medical and Surgical Education Challenges and Innovations in the COVID-19 Era: A Systematic Review

2020-01-01

Aikaterini Dedeilia , Marinos G. Sotiropoulos , John Hanrahan +3 more

The aim of this systematic review was to identify the challenges imposed on medical and surgical education by the COVID-19 pandemic, and the proposed innovations enabling the continuation of medical … The aim of this systematic review was to identify the challenges imposed on medical and surgical education by the COVID-19 pandemic, and the proposed innovations enabling the continuation of medical student and resident training. A systematic review on the MEDLINE and EMBASE databases was performed on April 18th, 2020, and yielded 1288 articles. Sixty-one of the included manuscripts were synthesized in a qualitative description focused on two major axes, "challenges" and "innovative solutions", and two minor axes, "mental health" and "medical students in the frontlines". Shortage of personal protective equipment, suspension of clinical clerkships and observerships and reduction in elective surgical cases unavoidably affect medical and surgical education. Interesting solutions involving the use of virtual learning, videoconferencing, social media and telemedicine could effectively tackle the sudden cease in medical education. Furthermore, trainee's mental health should be safeguarded, and medical students can be involved in the COVID-19 clinical treatment if needed.

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COVID-19 medical papers have fewer women first authors than expected

2020-06-15

Jens Peter Andersen , Mathias Wullum Nielsen , Nicole L. Simone +2 more

The COVID-19 pandemic has resulted in school closures and distancing requirements that have disrupted both work and family life for many. Concerns exist that these disruptions caused by the pandemic … The COVID-19 pandemic has resulted in school closures and distancing requirements that have disrupted both work and family life for many. Concerns exist that these disruptions caused by the pandemic may not have influenced men and women researchers equally. Many medical journals have published papers on the pandemic, which were generated by researchers facing the challenges of these disruptions. Here we report the results of an analysis that compared the gender distribution of authors on 1,893 medical papers related to the pandemic with that on papers published in the same journals in 2019, for papers with first authors and last authors from the United States. Using mixed-effects regression models, we estimated that the proportion of COVID-19 papers with a woman first author was 19% lower than that for papers published in the same journals in 2019, while our comparisons for last authors and overall proportion of women authors per paper were inconclusive. A closer examination suggested that women's representation as first authors of COVID-19 research was particularly low for papers published in March and April 2020. Our findings are consistent with the idea that the research productivity of women, especially early-career women, has been affected more than the research productivity of men.

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Virginia Apgar: a woman physician's career in a developing specialty.

1984-11-01

Selma Harrison Calmes

Women Physicians and Promotion in Academic Medicine

2020-11-25

Kimber P. Richter , Lauren Clark , Jo Wick +6 more

In 2000, a landmark study showed that women who graduated from U.S. medical schools from 1979 through 1997 were less likely than their male counterparts to be promoted to upper … In 2000, a landmark study showed that women who graduated from U.S. medical schools from 1979 through 1997 were less likely than their male counterparts to be promoted to upper faculty ranks in academic medical centers. It is unclear whether these differences persist.

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Updated Guidance on the Reporting of Race and Ethnicity in Medical and Science Journals

2021-08-17

Annette Flanagin , Tracy Frey , Stacy Christiansen

The goal of this guidance is to provide recommendations and suggestions that encourage fairness, equity, consistency, and clarity in use and reporting of race and ethnicity in medical and science … The goal of this guidance is to provide recommendations and suggestions that encourage fairness, equity, consistency, and clarity in use and reporting of race and ethnicity in medical and science journals.As previously summarized, "terminology, usage, and word choice are critically important, especially when describing people and when discussing race and ethnicity.Inclusive language supports diversity and conveys respect.Language that imparts bias toward or against persons or groups based on characteristics or demographics must be avoided." 1 With the publication of an earlier version of this guidance, 1 comments were invited, and helpful assessments and comments were received from numerous reviewers, scholars, and researchers, who provided valuable feedback and represented diverse expertise and opinions.After thorough review of these comments (some of which did not agree with others) and additional research and discussion, the guidance was revised and updated, and additional formal review was obtained.In this Editorial, we present the updated guidance, and we sincerely thank the many reviewers for their contributions, each of whom are listed in the Acknowledgment at the end of this article.This guidance continues to acknowledge that race and ethnicity are social constructs as well as the important sensitivities and controversies related to use of these terms and associated nomenclature in medical and health research, education, and practice.Thus, for content published in medical journals, language and terminology must be accurate, clear, and precise, and must reflect fairness, equity, and consistency in use and reporting of race and ethnicity.The guidance also acknowledges that the reporting of race and ethnicity should not be considered in isolation and should be accompanied by reporting of other sociodemographic factors and social determinants, including concerns about racism, disparities, and inequities, and the intersectionality of race and ethnicity with these other factors.The guidance defines commonly used terms associated with race and ethnicity and acknowledges that these terms and definitions have changed, that some are out of date, and that the nomenclature will continue to evolve.Other topics addressed include relevant concerns and controversies in health care and research, including the intersectionality of ancestry and heritage, social determinants of health, and other socioeconomic, structural, institutional, cultural, and demographic factors; reporting of race and ethnicity in research articles; use of racial and ethnic collective or umbrella terms, capitalization, and abbreviations; listing racial and ethnic categories in alphabetical order vs order by majority; adjectival vs noun usage for categories of race and ethnicity; geo-

Physicians and Surgeons of America.

1896-03-28

THE DEVELOPMENT OF GYNECOLOGICAL SURGERY AND INSTRUMENTS

1950-04-01

NULL AUTHOR_ID

Coral Sharpe: GP who fought against the prejudices of her day to become a doctor

2025-06-26

| BMJ

What Proportion of Pediatric Surgical Cases are Performed by Early Career Pediatric Orthopaedic Surgeons? A 17-Year Study Using the ABOS Database

2025-06-25

Krish Sardesai , Lucas A. Georger , Wudbhav N. Sankar +2 more | Journal of Pediatric Orthopaedics

Background: Orthopaedic surgery residency graduates are more likely to pursue subspecialty fellowship training than ever before. Pediatric fellowship positions have doubled over the last 20 years, and fellowship accreditation requirements … Background: Orthopaedic surgery residency graduates are more likely to pursue subspecialty fellowship training than ever before. Pediatric fellowship positions have doubled over the last 20 years, and fellowship accreditation requirements have changed within the last decade. However, little research exists on the effect of increased pediatric fellowship graduates on who provides orthopaedic care to children. We hypothesize that the proportion of pediatric orthopaedic cases performed by pediatric surgeons has increased over the past 2 decades, compared with adult counterparts. Methods: Procedure logs of applicants for American Board of Orthopaedic Surgery (ABOS) part II certification from 2005 to 2022 were collected. Applicants are divided into pediatric and adult orthopaedic surgeons, and reports include Current Procedural Terminology (CPT) codes to specify the exact medical care provided. Using descriptive and statistical analysis, we quantified trends on the proportion of orthopaedic care in pediatric patients provided by pediatric surgeons compared with their adult counterparts over a 17-year period. We stratified trends by age, comparing “child” (<13) and “adolescent” (13 to 18) patients, and by the subspecialty of the procedure. Results: During the study period, ABOS part II applicants performed 169,683 pediatric orthopaedic surgery cases. A total of 110,581 (65.2%) cases were performed by adult surgeons and 59,102 (34.8%) cases were performed by pediatric surgeons. A total of 14.5% of cases were performed by pediatric surgeons in 2005, which increased to 44.6% in 2022 (r=0.8794, P <0.001). The top 10 most performed CPT codes in pediatric patients spanned procedures in trauma and sports medicine, 9 of which (90%) exhibited statistically significant increases in the proportion of cases performed by pediatric surgeons over the study period ( P <0.01). Similar increases were exhibited when stratified by age. Conclusions: Over a 17-year span, pediatric surgeons perform a greater proportion of pediatric orthopaedic cases. When stratifying by patient age or by the top 10 most performed procedures, these trends persist. However, most pediatric cases are still performed by adult surgeons, underscoring the importance of pediatric training in general orthopaedic residency. Level of Evidence: Level III.

Trends in Female Authorship at American Academy of Otolaryngology‐HNS Annual Meetings From 2007 to 2022

2025-06-25

Tatiana Ferraro , Santhosh Kumar Ganesan , Annie E. Arrighi‐Allisan +7 more | Otolaryngology

Abstract Objective This study aims to trends in female authorship in poster and oral presentations at American Academy of Otolaryngology–Head and Neck Surgery (AAO‐HNS) annual meetings. Study Design Retrospective analysis … Abstract Objective This study aims to trends in female authorship in poster and oral presentations at American Academy of Otolaryngology–Head and Neck Surgery (AAO‐HNS) annual meetings. Study Design Retrospective analysis of AAO‐HNS annual meeting presentations. Setting Abstract data from scientific contributions at AAO‐HNS annual meetings. Methods ChatGPT 3.5 API was used to predict gender identities of author names extracted from publicly available scientific oral and poster presentation abstracts between 2007 and 2022. Secondary variables included presentation type (oral or poster presentation), presentation topic, and authorship order (first author, presenter, and senior author). Logistic regression models were explored to determine the probability of female author participation as first, presenting, and senior author. Results Our analysis included 48,877 authors extracted from 11,850 abstracts. For all oral and poster presentations, 29% of authors were female, increasing from 21.2% in 2007 to 37.9% in 2022 ( P < .001). Although female authors accounted for 32% of presenters and 31% of first authors, they represented 22% of senior authors. Logistic regression models determined that the probability of female author participation increased by 5% each year; however, there remained a significant gap of 24.2% between male and female author participation in 2022. Conclusion Representation of female authors at annual AAO‐HNS meetings has increased from 2007 to 2022 as demonstrated by artificial intelligence (AI)‐generated gender identification of authors in this study. These trends reflect the changing demographics of otolaryngology trainees and their mentors. Future studies exploring methods to promote gender diversity are crucial for increasing female representation at all levels within otolaryngology research.

Differences in Fertility, Family Planning and Career Decisions Among Female and Male Oral and Maxillofacial Surgeons (OMFS) in the United States

2025-06-24

Joanne F. Chou | International Journal of Oral and Maxillofacial Surgery

Surgeons as Athletes. What are The Limitations to Peak Performance?

2025-06-24

I. Dimasi , Omar Sheikh , Philip Ameerally +1 more | International Journal of Oral and Maxillofacial Surgery

The Impact of Race on Mental Health Burden and Burnout in Medical School and Residency: A Literature Review

2025-06-24

Jack Faulkner | Undergraduate Journal of Public Health

Each year, thousands of students enter medical school or residency, aiming to excel as skilled physicians while advancing patient care and the healthcare system. This literature review analyzes articles pertaining … Each year, thousands of students enter medical school or residency, aiming to excel as skilled physicians while advancing patient care and the healthcare system. This literature review analyzes articles pertaining to how Underrepresented in Medicine (URM) students may face heightened mental health barriers to achieving these aspirations. Current literature shows conflicting findings on how race correlates with depressive symptoms. Some studies have found that a disparity exists between depressive symptom severity scores of minorities–Black, Hispanic, and Native American– and White and Asian individuals, especially among Latino males and females (Hahm, 2015). Conversely, other studies claim that the rates of mental health disorders are not higher among minorities, and the rates of depression are similar across groups (McGuire et al., 2008). This literature review aims to answer if this uncertainty changes when observing the onset and prevalence of depression rates among minorities in the context of medical students and residents. This review article highlights the need for institutional support systems that foster inclusivity and promote the well-being of underrepresented minority students. In addition, more public education efforts on racial biases, discrimination, and racism in the medical realm need to be developed, especially during medical school and residency.

Balancing Professional Commitments and Personal Life for Women in Interventional Radiology

2025-06-24

Georgia Tsoumakidou | CardioVascular and Interventional Radiology

The Surgeon’s Mask

2025-06-24

| Yale University Press eBooks

Transitioning to Patient-Specific Implants – A Single Surgeons' Experience of Waferless Orthognathic Surgery Over 5 Years

2025-06-24

C. Fowell , S. Saydzai , N. Oghabi | International Journal of Oral and Maxillofacial Surgery

Is the duration of surgical experience associated with a diverse range of individual personality traits?

2025-06-24

İbrahim Alkatout , Leila Allahqoli , Julian Pape +6 more | International Journal of Surgery

Surgery, a field marked by constant advancements in technique, calls for specific personality traits. The improvement of skills requires lifelong motivation, critical thinking and openness to new technologies. However, it … Surgery, a field marked by constant advancements in technique, calls for specific personality traits. The improvement of skills requires lifelong motivation, critical thinking and openness to new technologies. However, it remains unclear whether there is an association between the expression of personality traits such as motivation or critical thinking, and the duration of work experience. We conducted telephone interviews with 40 experienced surgeons who had previously participated in proctoring sessions. The interviews were focused on their training experience and personality traits, especially critical faculties, achievement motivation and assertiveness, in relation to the duration of their work experience. Additionally, we interviewed 40 non-surgical physicians in order to explore potential fundamental differences between surgeons and non-surgeons. Longer professional experience was significantly associated with a reduced ability to accept criticism (p = 0.046), lower performance motivation (p = 0.04), and greater assertiveness (p = 0.044). Surgeons, particularly chief physicians, demonstrated significantly higher levels of assertiveness and performance motivation compared to their non-surgical medical counterparts (p = 0.005 and p = 0.009, respectively). Understanding the personalities of surgeons, particularly chief physicians, who appear to demonstrate lower levels of critical faculties, may help in designing and adapting training programs for the implementation of new surgical methods.

Predictors of Full-Time Spine Surgeon Faculty Position at a University Hospital

2025-06-24

Hannah A. Levy , Payton Boere , J. Paulik +7 more | Journal of the American Academy of Orthopaedic Surgeons

Introduction: Although spine surgery careers are influenced by a multitude of professional and personal factors, predictors of career trajectories and future research effect may be identifiable at the spine fellow … Introduction: Although spine surgery careers are influenced by a multitude of professional and personal factors, predictors of career trajectories and future research effect may be identifiable at the spine fellow applicant stage. As such, this study aimed to (1) determine factors predictive of University Hospital [UH] employment and research contributions and (2) compare the application metrics identified as most important to an academic career by spine surgery program directors (PD) to those predictive of career environments from prior spine fellows applications. Methods: All applications of individuals applying for spine fellowship training between 2017 and 2021 at an academic institution were reviewed. Application metrics pertaining to research achievement, academic achievement, prior and current education, extracurricular involvement, leadership, examination scores, applicant interests, and letter of recommendation (LOR) reputation were extracted. The careers of all prior spine fellow applicants were grouped by the presence or absence of full-time university appointment and research effect (current H-index). A survey sent to spine PDs asked them to rank the importance of application factors to academic careers using analogous metrics to the application review. Results: A total of 310 applications were reviewed. Residency publications (odds ratio [OR]: 1.09, P = 0.0116), preclinical publications (OR: 1.24, P = 0.0447), and expressed academic interest (OR: 2.25, P = 0.0229) predicted UH appointment. Applicant physician scientist interest (β: 2.41, P < 0.001), LOR writers' reputation (β: 0.05, P < 0.001), and journal reviewer positions (β: 0.80, P < 0.001) predicted current H-index. In the PDs survey, metrics predicting academic trajectory were ranked (descending): research achievements, physician scientist interest, academic interest, leadership positions, LOR writers' reputation, prestige of training, and United States Medical Licensing Examination scores. Research year(s), advanced degrees, and society leadership and membership positions, although theoretically deemed important by PDs, were in actuality minor contributors to the career environments of spine fellow applicants. Conclusion: Spine fellow academic interest, residency publications, and preclinical publications predicted full-time UH-based careers. Level of Evidence: 3 Study Design: Retrospective Cohort Analysis.

Surgeon as advocate: A widening lane

2025-06-24

Chelsea Dorsey , Simi Ogunnowo , Anthony Douglas +2 more | Surgery

“In My Experience…Tommy John Surgery- It’s evolution, current status, and future”

2025-06-23

Kevin W. Farmer | Journal of Orthopaedic Experience & Innovation

The author reviews his experience with Tommy John surgery. The author reviews his experience with Tommy John surgery.

Recruitment and retention strategies for improving representation in clinical research: A meta-synthesis

2025-06-23

C. Peters , Joan Greve , Arvin Karbasi +6 more | PLoS ONE

To identify innovative strategies that may increase recruitment and/or retention of groups less represented in chronic disease clinical research. A systematic review was conducted. Inclusion criteria were: (a) NIH-defined racial … To identify innovative strategies that may increase recruitment and/or retention of groups less represented in chronic disease clinical research. A systematic review was conducted. Inclusion criteria were: (a) NIH-defined racial and ethnic minority groups and clinical research; (b) evidence-based, clinical research recruitment and/or retention strategies involving the leading causes of mortality and morbidity in the United States; (c) conducted in the United States; and (d) qualitative design. Data exploring the strategies were extracted and thematically analyzed. Twenty-seven studies were included. Studies focused on cancer (70%), recruitment (93%), and perspectives from clinicians (63%). The most referenced strategies were education (44%), communication (48%), and community-based participatory research (63%). Critical themes include empowerment, transparency, trust, and sustainability. Strategies must prioritize the community and be implemented sustainably, where cultural humility and community-based participatory research are foundational.

Evaluating Authorship Guidelines of Top Medical Schools and Plastic Surgery Journals

2025-06-23

Nicholas A. Mirsky , Sara E. Munkwitz , Wrood M. Kassira +3 more | Annals of Plastic Surgery

Authorship in research is crucial for academic recognition and accountability; however, there remain discrepancies throughout institutions regarding authorship inclusion. This review aimed to evaluate the similarities, variations and distinct approaches … Authorship in research is crucial for academic recognition and accountability; however, there remain discrepancies throughout institutions regarding authorship inclusion. This review aimed to evaluate the similarities, variations and distinct approaches to authorship criteria. We intend to focus on how guidelines address issues like honorary authorship, authorship order, and the resolution of disagreements. Authorship criteria from the top 10 NIH-funded medical schools and the top 10 plastic surgery journals as defined by their Journal Citation Reports (JCR) quartiles were collected from August 30, 2024, to September 5, 2024. Our findings revealed significant differences in authorship policies, with medical schools generally providing more comprehensive and educational approaches compared to journals. While most organizations referenced International Committee of Medical Journal Editors criteria, there was variability in addressing key issues such as ghost and honorary authorship, authorship order determination, and the use of AI in research. Medical schools more frequently defined and prohibited ghost and honorary authorships, offered guidance on authorship order, and provided mechanisms for dispute resolution. Notably, guidelines regarding AI usage in research were largely absent or ambiguous across all organizations. This study highlights the need for greater standardization and clarity in authorship guidelines, particularly in light of emerging challenges posed by AI and increasingly collaborative research environments. Implementing standardized contribution declaration systems, such as CRediT, could enhance transparency and fairness in authorship attribution. As research practices continue to evolve, regular reassessment and updating of authorship guidelines will be crucial to maintain the integrity of scientific publication in academic medicine.

Reframing Disability: The Role of Professional Organizations in Fostering Inclusion for Disabled Physicians

2025-06-23

Emily C. Cleveland Manchanda , Amy N. Addams , Courtney Roberts +2 more | Academic Medicine

To create and sustain a thriving physician workforce capable of providing the highest quality medical care to the United States population, educational and healthcare institutions must transform narratives about disability … To create and sustain a thriving physician workforce capable of providing the highest quality medical care to the United States population, educational and healthcare institutions must transform narratives about disability and eliminate structural ableism from their policies and practices. By creating inclusive educational and healthcare environments that welcome and support people with disabilities in medicine, these institutions can improve learning and workplace experiences for all students and physicians, ultimately improving patient care. To do so will require reframing the concept of disability, shifting toward a socio-ecological understanding of what enables or limits an individual's ability to practice medicine, and recognizing that every student and physician benefits when medical education is designed to support a diverse range of learners. Eliminating structural ableism as it manifests in national and organizational policies and practices similarly holds promise for improving the diversity, vitality, and sustainability of the healthcare workforce. This commentary, authored by leaders from the American Medical Association, Accreditation Council for Graduate Medical Education, and Association of American Medical Colleges, along with students and physicians who support these organizations' efforts to combat ableism in medicine, offers both conceptual and practical recommendations for transforming the narratives and structural factors that currently hinder progress toward creating and sustaining a thriving physician workforce.

Foreword: Disability Inclusion in Medical Education

2025-06-23

Lisa M. Meeks | Academic Medicine

Inclusion in Surgery: Case Study of a Deaf Surgical Resident in Otolaryngology

2025-06-23

Kris Merrill , Duncan A. Meiklejohn | Academic Medicine

Deaf and hard-of-hearing (DHH) trainees may be underrepresented in graduate medical education (GME) programs, including surgical specialties, and there is a paucity of data on the transition to GME after … Deaf and hard-of-hearing (DHH) trainees may be underrepresented in graduate medical education (GME) programs, including surgical specialties, and there is a paucity of data on the transition to GME after medical school for such learners. This case study describes the collaboration between the trainee, program leadership, and disability services to optimize the training environment for a deaf surgical trainee with bilateral cochlear implants at a major academic medical center. The authors review the implementation of communication strategies and adaptive technologies for a period spanning from July 2024 to December 2024 during the first half of the trainee's intern year in Otolaryngology-Head and Neck Surgery. Interventions included trainee-initiated proactive education of clinical team members, trainee-specific communication strategies, and personalized accommodations. Key operating room accommodations included the use of wireless Phonak Roger Microphones, which stream audio directly to hearing devices, and background noise reduction in the operating room environment.Interventions demonstrated improved communication and team dynamics as well as increased trainee confidence. Self-advocacy, individualized accommodations, and collaboration between DDH surgical trainees and colleagues foster an inclusive culture in surgery. The study highlights the potential for accommodations and adaptive technologies to support DHH learners in surgical training, contributing to increased diversity in the field. The authors plan to conduct a longitudinal study of accommodation efficacy and investigation of further adaptive technologies.

Male Physicians’ Mortality Advantage and the “Crisis of Boys and Men”—Reply

2025-06-23

Vishal R. Patel , Christopher M. Worsham , Anupam B. Jena | JAMA Internal Medicine

What Keeps Faculty Coming Back? Factors Associated with Continued Pursuit of Faculty Development

2025-06-21

David A Lindholm , Jessica T. Servey , Rhiana D. Saunders +6 more | Medical Science Educator

Abstract Introduction Faculty development benefits clinician-educators, yet little is known about what influences clinical faculty to pursue development as educators. To optimize faculty development attendance at a federal medical school … Abstract Introduction Faculty development benefits clinician-educators, yet little is known about what influences clinical faculty to pursue development as educators. To optimize faculty development attendance at a federal medical school with geographically dispersed teaching hospitals, we assessed how demographic and workshop factors impacted attendance by comparing physician faculty who attended faculty development on a single day with those returning any future day. Materials and Methods We conducted a retrospective review of our faculty development website database for attendee, instructor, and workshop factors among physicians attending their first workshop in 2014–2022. We employed a multivariate model to determine a relative return ratio (RRR) and evaluate independent factors for return. Results Of 3,213 attendees, 2,204 (68.6%) returned on any future day, with 966/2,204 (43.8%) returning within one week. Surgical faculty were 11% less likely to return than medical faculty (RRR 0.89; 95% CI 0.84 to 0.95), an effect heightened when both attendee and first instructor were surgeons. Workshops delivered by community-based instructors demonstrated decreased return compared to those delivered by university-based instructors (RRR 0.95; 95% CI 0.90 to 0.99). Attendees whose first workshop occurred at large teaching hospitals with an instructor traveling from main campus were more likely to return than in other contexts. Day, month, and time of workshops also correlated with return. Discussion Our study suggests that demographic and workshop factors can influence clinician-educators to continue attending faculty development. We encourage faculty development leaders to evaluate attendance patterns vis-à-viz van Bruggen’s 4Cs of competence, context, community, and career to meet the dynamic needs of their faculty.

Relationship between Gender Identity and Underrepresented-In-Medicine Identity on Emergency Medicine Resident Feedback

2025-06-21

Nickolas Srica , Ryan Coughlin , Jessica Bod +6 more | Western Journal of Emergency Medicine

Transparency of Parental Policies and Benefits in Canadian General Surgery Residency Programs

2025-06-21

Stephanie Jiang , Gazelle Halajha , Justin Barr +4 more | Journal of surgical education

The Factors Influencing the Decision to Pursue Orthopaedic Surgery Residency Vary by Race and Gender: A Survey-Based Study

2025-06-21

Chrystina L James , Johnny Kasto , Mahdi Mazeh +5 more | Cureus

Gender equality in leadership of <scp>HIV</scp> care cascade clinical trials: A methodological study

2025-06-20

Fiona Rezene , Brendan Amoyaw , Myanca Rodrigues +2 more | HIV Medicine

Abstract Objectives Equitable representation in research leadership is essential across all areas of medical science. In the context of HIV—where women are disproportionately affected—examining gender distribution in the leadership of … Abstract Objectives Equitable representation in research leadership is essential across all areas of medical science. In the context of HIV—where women are disproportionately affected—examining gender distribution in the leadership of HIV trials is essential to assess progress towards equity and identify persisting barriers. Methods We conducted a methodological study of trials from the CASCADE database, which evaluates interventions to improve the HIV care cascade. We extracted first and last authors' names and used Genderize.io to determine their gender, classifying authors as ‘women’ if the probability was 60% or greater. The primary outcome was the proportion of trials with women in leadership (first or last author), with secondary outcomes examining the proportions of trials with women as: first authors, last authors and in both roles. We also assessed associations with country income level, focus on women participants, study setting, pragmatism and team size. Results Gender for both authorship roles could be determined in 332 trials, of which 233/332 (70.2%) had a woman first or last author; 169/334 (50.6%) had a woman first author; 143/337 (42.4%) had a woman last author and 74/332 (22.3%) featured women in both roles. Women's leadership increased over time but was not associated with country income level, gender focus, study setting or impact factor. Effectiveness trials and those with fewer authors were more likely to have women in leadership. Conclusions Women's leadership in HIV trials has increased, reflecting progress in gender equity. However, smaller author teams appear to facilitate women's leadership, suggesting barriers in larger collaborations. Continued efforts are needed to ensure sustained progress and equitable representation.

Single mother learners need specific holistic support

2025-06-20

| Enrollment Management Report

Being a parent—particularly being a single mother—pursuing postsecondary education can be challenging, if not nearly impossible. And yet pursuing postsecondary education and the career opportunities that follow it remain among … Being a parent—particularly being a single mother—pursuing postsecondary education can be challenging, if not nearly impossible. And yet pursuing postsecondary education and the career opportunities that follow it remain among the more reliable avenues toward financial stability and success, particularly for single mothers. A recent report on the state of single mothers in higher education offers insight into the barriers women with children face while pursuing an education, and how institutions can more effectively support these vulnerable students.

Bioethicists Must Push Back Against Assaults on Diversity, Equity, and Inclusion

2025-06-20

Nancy S. Jecker , Arthur L. Caplan , Vardit Ravitsky +6 more | The American Journal of Bioethics

2025 Southeastern Surgical Congress Presidential Address: Leadership and Innovation in Surgery: A Vision for the Future

2025-06-19

John F. Sweeney | The American Surgeon

Surgeons have always been at the forefront of transformative change in medicine—driven by a unique blend of technical expertise, decisiveness, and visionary leadership. The current article explores the evolving role … Surgeons have always been at the forefront of transformative change in medicine—driven by a unique blend of technical expertise, decisiveness, and visionary leadership. The current article explores the evolving role of the surgeon as not only a practitioner but as an innovator and change agent. Drawing on the rich legacy of the Southeastern Surgical Congress, this address honors the enduring impact of its past presidents whose forward-thinking leadership helped shape modern surgical practice—from groundbreaking procedural advancements to innovations in education, health care delivery, and advocacy. Surgery is entering an era of rapid technological progress. The advances occurring in artificial intelligence, robotics, precision medicine, and digital health are significant and will shape the way we provide care in the future. Because of this the need for engaged, ethical, and collaborative surgeon-leaders has never been greater. This address challenges the surgical community to embrace innovation not as a trend but as a responsibility, encouraging a culture that values curiosity, accountability, and long-term impact over short-term gains. Future leaders within the Southeastern Surgical Congress must champion innovation that improves patient care, expands patient access, and elevates our profession. The future of surgery will be defined by those willing to lead with vision, humility, and purpose—and the Southeastern Surgical Congress is poised to help shape that future.

Single mother learners need specific holistic support

2025-06-19

| The Successful Registrar

Being a parent — particularly being a single mother — pursuing postsecondary education can be challenging, if not nearly impossible. And yet, pursuing postsecondary education and the career opportunities that … Being a parent — particularly being a single mother — pursuing postsecondary education can be challenging, if not nearly impossible. And yet, pursuing postsecondary education and the career opportunities that follow it remain among the more reliable avenues toward financial stability and success, particularly for single mothers. A recent report on the state of single mothers in higher education offers insight into the barriers women with children face while pursuing an education, and how institutions can more effectively support these vulnerable students.

Women in Surgery: An Analysis of Mental Health, Stress Perception and Resilience

2025-06-19

Miss Suzen Agharia , Miss Hannah de Wet , Claudia Di Bella | Indian Journal of Orthopaedics

JUNGE RADIOLOGIE – Warum sich Frauen gegen die Radiologie entscheiden

2025-06-18

| RöFo - Fortschritte auf dem Gebiet der Röntgenstrahlen und der bildgebenden Verfahren

Gender representation in professorship and research productivity across all surgical specialties in Canadian academic institutions

2025-06-18

Stuti M. Tanya , Anne Xuan-Lan Nguyen , Maxine Joly-Chevrier +7 more | Canadian Journal of Surgery

Disparate gender representation among Canadian academic surgeons is documented; however, the association of academic rank with research productivity across all surgical specialties is not well understood. Our objective was to … Disparate gender representation among Canadian academic surgeons is documented; however, the association of academic rank with research productivity across all surgical specialties is not well understood. Our objective was to assess differences in gender representation by academic rank and research productivity metrics for surgical specialties in Canadian academic centres. This retrospective, cross-sectional, comparative study used online public databases in 2021. Data sources included the Canadian Resident Matching Service program descriptions, College of Physicians and Surgeons databases, the Scopus platform, and professional websites. Gender distribution by academic rank, research productivity metrics, institution, and surgical specialty were tested for a 0.5 proportion rate. We used a generalized logistic regression model adjusting for confounders to assess gender association with ordinally ranked academic rank. We defined significance by p < 0.05 with reported 95% confidence intervals. We assessed 10 surgical specialties across 17 Canadian academic institutions. Women surgeons were underrepresented in 16 out of 17 centres (p < 0.001), comprising the majority in only obstetrics-gynecology (p < 0.001). Women were also less represented as assistant (37%), associate (27%), and full professors (18%) (p < 0.001), with lower mean h-index (6.4, p < 0.001), years active in research (11.5, p < 0.001), number of publications (18, p < 0.001), and m-quotient (0.42, p < 0.001). Multivariate analysis showed that men were more likely to be represented in senior professorship regardless of research productivity, institution, and specialty determinants (odds ratio 1.30-1.33, p = 0.001-0.024). Women surgeons were underrepresented across all academic ranks, were less likely to achieve senior professorship, and had lower research productivity metrics.

Dismantling Asian American Stereotypes in Medicine

2025-06-18

Ingrid L. Chen , Michelle Ko , Eunice Y. Yuen | NEJM Catalyst

Disparities in Medicaid and Medicare physician reimbursements for ophthalmic procedures

2025-06-18

Angela R. Elam , Dennis Akrobetu , Tochukwu Ndukwe +7 more | PLoS ONE

Academic Productivity Is Positively Correlated With Nonresearch Industry Earnings Across all Subspecialties Among Faculty Physicians Affiliated With Orthopaedic Surgery Fellowship Programs in the United States: A Retrospective Analysis

2025-06-17

Anthony N. Baumann , Omkar Anaspure , Faheem Pottayil +2 more | Journal of the American Academy of Orthopaedic Surgeons

Background: Physician-industry transparency was solidified through the Physician Payments Sunshine Act in 2010, allowing greater examination. To date, little data exist regarding the association between academic productivity and industry earnings, … Background: Physician-industry transparency was solidified through the Physician Payments Sunshine Act in 2010, allowing greater examination. To date, little data exist regarding the association between academic productivity and industry earnings, especially across faculty affiliated with orthopaedic surgery fellowship subspecialities. This study examines the association of both individual faculty and program academic productivity on nonresearch lifetime industry earnings across all orthopaedic surgery subspecialty fellowship programs in the United States to understand potential relationships between academic productivity and industry earnings. Methods: This retrospective study analyzes the potential association between academic productivity (H-index on Scopus) and nonresearch lifetime industry earnings (recorded from Open Payments Database in 2023 to 2024) across faculty at all nine major orthopaedic subspecialties in the United States. Results: This analysis included 568 orthopaedic fellowship programs with 3,040 individual faculty physicians. Median individual physician lifetime earnings (n = 3,040) were $15,871.03 (mean: $392,019.25 ± $1,818,339.97; minimum to maximum: $0.00 to 52,150,069.08), and the median individual physician H-index was 11 (mean: 16.48 ± 16.29; minimum to maximum: 0 to 129). Median combined physician H-index per fellowship (n = 568 fellowships) was 67.5 (mean: 88.25 ± 81.89; minimum to maximum: 0 to 689), and median combined physician lifetime earnings was $375,081.18 (mean: $2,098,131.2 ± $5,282,741.17; minimum to maximum: $127.44 to $56,200,489.37). A weak positive correlation was observed between academic productivity and industry earnings at the individual level ( P < 0.001; Spearman rho: 0.345) with a moderate positive correlation at the fellowship level ( P < 0.001; Spearman rho: 0.467). The top 10% of faculty at orthopaedic surgery fellowships accounted for 81.75% of the nonresearch industry earnings, whereas the top 1% captured 34.86% of industry earnings. No notable difference was found in total nonresearch lifetime earnings ( P = 0.156) or H-index per fellowship ( P = 0.065) when stratified by geographic region of the fellowship program. Conclusion: There is a positive correlation between academic productivity and nonresearch industry lifetime earnings at both individual faculty and program levels across all subspecialties in United States orthopaedic surgery fellowships. However, regional differences among programs are not associated with academic productivity or industry earnings.

Discrimination in science: salaries of foreign and <scp>US</scp> born land‐grant university scientists

2025-06-17

Jeremy D. Foltz , Vikas PD Gawai | American Journal of Agricultural Economics

Abstract The dominance of the US innovation and academic system relies heavily on foreign‐born labor for its success. Recent literature has shown evidence of wage gaps in academia based on … Abstract The dominance of the US innovation and academic system relies heavily on foreign‐born labor for its success. Recent literature has shown evidence of wage gaps in academia based on gender and race; however, little is known about whether a wage gap might exist for foreign‐born faculty. This paper studies the compensation gap between US‐ and foreign‐born agricultural and life science faculty at 52 US land‐grant universities (LGU) using a survey of over 1400 scientists conducted in 2005 and 2015. We develop a framework to categorize the sources of a potential compensation gap into testable categories that capture direct discrimination as well as indirect ( systemic ) discrimination. We find wage differences in total annual compensation among the foreign‐born and the US‐born, tenure‐track faculty, however, the gap in the base annual salary is insignificant. This suggests that additional salary components like grants and summer teachings may not be equally available to foreign‐born faculty even though, on average, foreign‐born scientists work are more productive than US‐born scientists on most common output metrics. The decomposition analysis suggests that about one‐half of the gap (at 10% level) in the base salary and 60% of the differences in total salary (at 5% level)is due to various types of direct or systemic discrimination. Using our framework, we then rule in and rule out some important types of systemic discrimination.

Gender-related differences in the career of Austrian intramural ophthalmologists

2025-06-17

Anna‐Sophie Reisinger , Michael Burgmüller , Katharina Krepler | Spektrum der Augenheilkunde

Bringing rehabilitation medicine to light: Preliminary outcomes of a novel multi‐institutional workshop for high school students

2025-06-17

S. Park , Adedeji Adeniyi , Emmanuel Van Praagh +7 more | PM&R

Abstract Background Awareness of physical medicine and rehabilitation (PM&R) is limited among students, contributing to underrepresentation in the field. Underrepresentation can be tackled through early exposure, which has shown promise … Abstract Background Awareness of physical medicine and rehabilitation (PM&R) is limited among students, contributing to underrepresentation in the field. Underrepresentation can be tackled through early exposure, which has shown promise as early as high school in inspiring future physicians. Objective To develop a structured, multi‐institutional half‐day workshop to introduce high school students to PM&R, highlighting innovative technologies and approaches. Design The workshop involved collaboration between physicians, medical students, and premedical students from New York City. The curriculum included lectures on PM&R, discussion about virtual reality, and hands‐on activities like ultrasound training, yoga, medical device design, and networking with doctors and students. Setting Multi‐institutional. Participants High school students. Interventions Half‐day workshop. Main Outcome Measure Baseline knowledge of PM&R, demographics, learning environment, and workshop learning objectives post workshop and at 3‐month follow‐up. Results Seventy‐nine students attended the workshop and 69 students completed the preworkshop survey, with 65% self‐identifying as female. Most participants (71%) belonged to an underrepresented racial minority group and/or were prospective first‐generation medical students. None had prior experience shadowing or being mentored by a PM&R physician. Postworkshop results ( n = 63) indicate a significant increase in the appreciation of virtual reality in medicine, yoga as rehab, the importance of continuity of care, and overall understanding of PM&R and the physiatrists' role ( p < .05). Three‐month follow‐up ( n = 23) demonstrates sustained outcomes and no significant differences in metrics such as interest in medicine and PM&R ( p > .05). Conclusion This workshop is the first to provide structured mentorship and lectures to high school students within PM&R, highlighting innovative technologies and approaches. The curriculum was well received by students and successfully promoted awareness and interest in PM&R, both short and long‐term. The results could inspire other programs and specialties to adapt the workshop curriculum.

Trends in Surgical Society Membership and Meeting Attendance Costs

2025-06-17

Mallory Williams , Steven C. Stain , Bryan K. Richmond +7 more | The American Surgeon

Background Surgical society membership and meeting attendance are critical for academic success. Studies demonstrate an association between society membership and greater publication numbers, NIH grants, and departmental leadership positions. Despite … Background Surgical society membership and meeting attendance are critical for academic success. Studies demonstrate an association between society membership and greater publication numbers, NIH grants, and departmental leadership positions. Despite this, another study revealed a 68% lapse in membership status by faculty respondents due to costs. Understanding these costs is essential to structuring institutional investments in faculty development. Methods Membership dues, meeting registration fees, and meeting attendance costs for 23 national, regional, and subspecialty societies from 2022 to 2024 were analyzed. Meeting costs were estimated assuming a 3-day attendance model. Membership dues and meeting registration fees were trended over a 3-year period. Results Subspecialty and national societies had the highest meeting attendance cost ($2638 and $2492, respectively). Regional societies had the lowest cost ($2252). Overall average membership dues were the highest for subspecialty societies ($474) and lowest for regional societies ($327). National societies’ average membership dues were $431 and had the highest average increase over the 3-year period ($47). Subspecialty societies had the highest average meeting registration fees ($684) and the highest increases in fees over the study ($61). National societies’ meeting registration averaged $581 with an average increase of $49. Regional societies had the lowest registration fees ($445) with no increases. Discussion Subspecialty societies have the highest overall costs and had the greatest increases in meeting registration fees. National societies had the greatest increases in membership dues. Regional society costs are lowest and remained unchanged. An understanding of how faculty and departments finance these costs is needed.

Aspirations to study medicine, perceptions of a good doctor, and their influence on specialty choice among medical students

2025-06-17

Quang Thanh Nguyen , Thuong Thi Ha Luong , Hoàng Việt Nguyễn +3 more | PLoS ONE

Background Specialty decision-making among medical students reflects a complex interplay of motivations, evolving perceptions, and experiences during medical training. This study explores how students’ initial motivations, views on what makes … Background Specialty decision-making among medical students reflects a complex interplay of motivations, evolving perceptions, and experiences during medical training. This study explores how students’ initial motivations, views on what makes a good doctor, and academic progression influence their specialty preferences. Methods A mixed-methods study was conducted at VinUniversity, a not-for-profit medical school in Vietnam. Quantitative surveys were completed by 155 students across Years 1–4 (79.5% response rate), and 27 students participated in in-depth interviews. Quantitative data were analyzed using Wilcoxon rank-sum and Kruskal-Wallis tests. Qualitative responses underwent thematic analysis to explore identity formation and specialty choice. Results Altruism was the most cited factor influencing specialty choice, with “desire to help people” rated highest (4.08 ± 1.14). Students’ perceptions of essential doctor qualities evolved over time. Younger students valued creativity (p = 0.035) and innovation (p = 0.022) more than seniors, reflecting a shift toward practicality in later years. Specialty preferences aligned with professional values: students favoring surgery rated work ethic (p = 0.029), collaboration (p = 0.006), and adaptability (p = 0.044) higher than those preferring internal medicine. Students inclined toward pediatrics or psychiatry prioritized empathy and communication, while those choosing surgery emphasized technical skill and decisiveness. Female students rated prestige as more influential than male students (p = 0.049). Qualitative data revealed that clinical exposure and self-reflection helped students refine their specialty choices by aligning personal traits with perceived specialty demands. Conclusion Medical students’ specialty preferences are shaped by their initial motivations, developing perceptions of good doctor qualities, and experiences throughout training. These findings underscore the need for medical curricula and mentorship to address the evolving identity and values of students, supporting more informed and aligned specialty choices.

From Policy to Practice: Building the Disability Inclusion Infrastructure in Graduate Medical Education

2025-06-16

Emily Green , Kelley A. Volpe | Academic Medicine

Abstract Disability inclusion in graduate medical education (GME) remains understudied despite its importance for equity and patient care. Recent data reveal a significant attrition of disabled trainees between medical school … Abstract Disability inclusion in graduate medical education (GME) remains understudied despite its importance for equity and patient care. Recent data reveal a significant attrition of disabled trainees between medical school and practice, with disclosure barriers—such as stigma and unclear policies—compounding the issue. For learners with multiple marginalized identities, such as those underrepresented in medicine and disabled, compounded barriers may exist. While the Accreditation Council for Graduate Medical Education (ACGME) has strengthened diversity and accommodation requirements, many GME programs still lack formal disability policies and transparent processes. This case study follows an African American woman psychiatry fellow with ADHD and a reading disorder as she navigates disability accommodations in GME. After successful experiences in undergraduate medical education and residency, she encountered significant challenges in fellowship due to the absence of a clear accommodations process. Her program director and institutional resources were supportive but lacked coordinated protocols, leading to inconsistent, discretionary accommodations that undermined legal protections and caused significant distress. This experience highlights how administrative failures and ableism intersect with other systemic biases, creating barriers to success for disabled trainees. Drawing on this case, the authors recommend establishing formal accommodation protocols, faculty training, legally binding accommodations, peer mentorship networks, and regular policy review. Implementing these recommendations can help GME programs operationalize ACGME’s diversity and inclusion standards, ultimately improving equity and retention for disabled trainees. This case illustrates the urgent need for standardized, inclusive policies to ensure disabled physicians-in-training receive the support they need to thrive.

Age is a key factor in patient satisfaction: a Penn State dermatology experience

2025-06-16

Cameron Coakes , Hannah Flamini , Erik Lehman +1 more | Archives of Dermatological Research

Assessing Postgraduate Surgical Training Needs at Two Private Tertiary Care Hospitals: A Descriptive Study

2025-06-16

Nida Shahid , Rabia Aftab , Asim Jamal Shaikh +2 more | Journal of University College of Medicine and Dentistry

Objective: To assess the perceived learning needs and challenges faced by postgraduate surgical residents at two private tertiary care hospitals, with the aim of identifying areas for improvement in the … Objective: To assess the perceived learning needs and challenges faced by postgraduate surgical residents at two private tertiary care hospitals, with the aim of identifying areas for improvement in the structure and delivery of surgical training programs. Method: A cross-sectional, descriptive observational study was conducted from May 2023 to January 2024 at two private medical colleges offering structured residency programs in Surgery and Allied specialties. Postgraduate residents from years one to four were recruited through purposive sampling after obtaining ethical approval and informed consent. A 23-item questionnaire, developed from literature and pilot-tested for clarity, was administered via Google Forms to 57 residents. Responses were collected using a 5-point Likert scale and subsequently grouped into three categories: disagree (1–2), neutral (3), and agree (4–5). Participants were stratified into junior (years 1–2) and senior (years 3–4) groups. Data were analyzed using SPSS version 24. Chi-square or Fisher’s exact tests were applied, with a p-value of <0.05 considered statistically significant. Results: Overall, 87% of respondents reported receiving specific learning objectives at the start of each rotation—80% of juniors and 93.3% of seniors. Although 65.5% felt they achieved the expected learning outcomes, only 29% perceived the training to be well-structured. A majority (76.3%) expressed dissatisfaction with opportunities to serve as primary surgeons. Feedback was limited; only 30% reported receiving supervisor feedback. While over 60% of residents were familiar with the curriculum and had access to educational resources, only 20% received a formal orientation. Confidence in achieving learning goals was reported by 61.8%, with overall training satisfaction noted in 60% of juniors and 56.7% of seniors. Conclusion: The study highlights key gaps in surgical training, including inadequate operative exposure, limited feedback mechanisms, and the need for structured evaluation and orientation practices.

State family support policies and their impact on women's representation and productivity in surgical research: A web-scraping comparative analysis

2025-06-16

Georgios Karamitros , Heather Furnas , Michael P. Grant +1 more | Surgery

Gender disparities in academic surgery persist, with women underrepresented as first authors and facing significant barriers to research productivity. Family-supportive policies, including paid family leave and reproductive rights protections, have … Gender disparities in academic surgery persist, with women underrepresented as first authors and facing significant barriers to research productivity. Family-supportive policies, including paid family leave and reproductive rights protections, have been suggested as potential solutions to mitigate these disparities. However, their impact on women representation in surgical research has not been comprehensively evaluated. This cross-sectional analysis, using a web-scraping methodology, examined 198,542 first-author publications from 388 PubMed-indexed surgery journals published between 2010 and 2022. Gender differences in research output and representation were assessed across US states with and without family-supportive policies, specifically mandatory paid family leave and protective reproductive rights. We compared women representation among first authors and analyzed the average publication count for women authors, examining gender disparities at publication thresholds of 1, 2, and 5 papers. Women comprised 33.0% of all first authors, with representation decreasing at higher publication thresholds. States with paid family leave showed higher women representation among first authors compared with non-paid family leave states (34.2% vs 32.3%; P < .001), and similarly, protective reproductive rights states had more women representation than restrictive states (33.9% vs 32.0%; P < .001). Among authors with 5 or more publications, women represented 25.1% in paid family leave states versus 22.6% in non-paid family leave states (P = .005), and 24.6% in reproductive rights states versus 22.3% in restrictive states (P = .010). Women in states with these policies also saw significantly higher average publication counts (P < .001). State-level paid family leave and reproductive rights policies are associated with improved women representation and reduced gender disparities in surgical research. Our results indicate a statistically significant association between family-supportive policies and increased women's authorship, suggesting that such policies may play a role in shaping the academic trajectories of women in surgery.

Trends in Underrepresented Fellows in Gastroenterology

2025-06-16

Judy Daboul , Gavisha Waidyaratne , Shannon M. Kelly +4 more | The American Journal of Gastroenterology

Background: Most Gastroenterology (GI) societies support interventions to improve diversity in medicine. It remains unclear whether these efforts have been effective. Objective: Examine nationwide trends of underrepresented minorities in medicine … Background: Most Gastroenterology (GI) societies support interventions to improve diversity in medicine. It remains unclear whether these efforts have been effective. Objective: Examine nationwide trends of underrepresented minorities in medicine (UIM) in GI compared to other Internal Medicine (IM) fellowships. Methods: Retrospective cohort study used Accreditation Council for Graduate Medical Education (ACGME) race and gender data from 2011 to 2021. Fellows identifying as Hispanic, African American, or Native American/Alaskan were subclassified as UIM. Results: The average percentage of fellows identifying as UIM or female in GI were lower than most IM specialties. The proportion of UIM fellows in GI did not increase during the studied time (p=0.98) unlike the proportion of female fellows (p=0.06) in GI. Conclusion: Efforts to promote a more inclusive workforce in GI have had limited success over the past decade. Successful interventions that institutions can implement include supporting minority applicants, structured mentorship, and bias mitigation training.

Continuous Medical Knowledge Assessment Progress Report Score and Hospitalized Patient Outcomes

2025-06-16

Bradley M. Gray , Jonathan L. Vandergrift , Rebecca S. Lipner +1 more | JAMA Internal Medicine

This cross-sectional study measures associations between the first end-of-year American Board of Internal Medicine Longitudinal Knowledge Assessment progress report scores and patient outcomes among hospitalists. This cross-sectional study measures associations between the first end-of-year American Board of Internal Medicine Longitudinal Knowledge Assessment progress report scores and patient outcomes among hospitalists.

Issues and Challenges Faced by Women Doctors in SCB Medical College: A Sociological Analysis

2025-06-16

Subhasmita Tarai , Ganesh Chandra Gan , Pabitra Mohan Nayak | RESEARCH REVIEW International Journal of Multidisciplinary

This study endeavors to explore the issues and challenges faced by working women in general and women doctors in particular in the context of Odisha. In the contemporary world, women … This study endeavors to explore the issues and challenges faced by working women in general and women doctors in particular in the context of Odisha. In the contemporary world, women are no longer lagging in their careers; they stand shoulder to shoulder with their male counterparts. Working women refer to those in paid employment, such as lawyers, nurses, teachers and doctors and so on. This study is based on both primary and secondary data from 50 working women doctors aged 21 to 60 at Sriram Chandra Bhanja Medical College & Hospital in Cuttack which is the oldest and largest government funded hospital in Odisha. While doctors are often regarded as essential profession in the society and contribute to the health and wellbeing of the masses, many of them do not feel safe in their workplace particularly women. They face several challenges, including mental and sexual harassment, insufficient leave, inadequate physical infrastructural facilities, inadequate security during night shifts, limited restroom access, and heavy workloads that often do not correspond to their salaries. To address these issues, it is essential to implement high-security measures in healthcare settings, particularly for night-duty personnel. Improving restroom facilities is crucial to ensure a comfortable work environment.

Female neurosurgery in Oman: a survey of the current status

2025-06-15

Hafsa Al Rasbi , Sara Alaraimi , Tariq Al‐Saadi | The Egyptian Journal of Neurosurgery : the official publication of the Egyptian Society of Neurological Surgeons/Egyptian journal of neurosurgery

Abstract Background The neurosurgery specialty is demanding where a high level of competence and expertise is needed (1). In Oman, there is an increasing interest in neurosurgery among Omani Medical … Abstract Background The neurosurgery specialty is demanding where a high level of competence and expertise is needed (1). In Oman, there is an increasing interest in neurosurgery among Omani Medical Students and Interns; nonetheless, numerous variables continue to influence their decision-making (3). Aim This study aims to explore the current status of women in neurosurgery in Oman, their interest in the specialty, and the factors that influence their decision to pursue it. Method This is a cross-sectional study that conducted by using survey. The survey was sent to 200 Omani female medical students in Sultan Qaboos university (SQU), National University (NU) and Omani medical students from International Medical Colleges (IMC). The questionnaire consists of two sections. The first section was about demographic information. Whereas the other section was about different factors that may affect student attitude toward neurosurgery. Results The total number of participants who filled out the questionnaire completely was 128. The highest number of students was from SQU 61.7%, followed by NU 22.7%, and IMC students 15.6%. The study showed that the absence of neurosurgery residency in Oman tended to make neurosurgery a challenging career option for female doctors( p = 0.81), although not statistically significant. Moreover, 75.3% agreed that neurosurgery as a career option is a limited opportunity in Oman. Neurosurgery nature may affect considering neurosurgery as a female future career. For example, most of the students agreed that neurosurgery requires a long training period (98.9%), neurosurgery has huge prestige and income (90.3%), and neurosurgery can affect family and social life (77.4%). Conclusion Improving the presence of female neurosurgery can be achieved by increasing medical students’ exposure to neurosurgery rotation and having neurosurgery residency in Oman.

Striking the right balance: Achieving equity

2025-06-14

Kelly Ong , Mriganka Mani Sinha , Judith E. Mitchell +4 more | Journal of Clinical Urology

Equity refers to the fair and just treatment of all individuals, with a particular focus on recognising and addressing systemic disparities. This article critically examines efforts within medicine and urology … Equity refers to the fair and just treatment of all individuals, with a particular focus on recognising and addressing systemic disparities. This article critically examines efforts within medicine and urology to identify and dismantle structural barriers encountered by marginalised and disadvantaged groups. Core areas of focus include protected characteristics such as ethnicity, gender, sexual orientation, and socio-economic background, including those who are the first in their family to attend university. Notably, there remains a paucity of data and targeted initiatives for other groups who may also experience disadvantage such as individuals with disabilities, carers, refugees, and those from underrepresented geographic or cultural communities. The article underscores the need for comprehensive data collection, meaningful engagement with lived experiences, and sustained structural reform to advance equity across all stages of medical education and professional development. Level of evidence: Not applicable

The making of a urologist: Factors influencing career decisions

2025-06-14

Bushra Abdelqader , Sarika Nalagatla , Stephen R. Payne | Journal of Clinical Urology

Objective: Recently, there has been increased competition for specialist urological training at National Selection. This paper aims to investigate potential factors that may contribute to individuals deciding to pursue a … Objective: Recently, there has been increased competition for specialist urological training at National Selection. This paper aims to investigate potential factors that may contribute to individuals deciding to pursue a urological career. Materials and methods: Core trainee numbers and National Selection competition ratios for core training, general surgery, trauma and orthopedics, and urology were obtained from NHS England between 2016 and 2023. Trainees’ views about stress, burnout, teamworking, the training environment, and global satisfaction with training were extracted from General Medical Council survey data 2019–2024. NHSE data obtained 2010–2023 were analysed to assess urological consultant numbers and their work intensity. Results: Exposure to urology during core training increased by 165% between 2010 and 2023, accompanied by a 60% rise in applications for specialist training. Urology consistently demonstrated higher trainee satisfaction rates compared against general surgery and trauma and orthopedics. In addition, the evolution of consultant practice, a shift towards more outpatient-based activity, may further contribute to the specialty’s growing appeal to an increasingly female workforce. Conclusion: Multiple factors may contribute to the rising competition ratios observed in urological training. These include increased exposure to urology during core training, high levels of trainee satisfaction and the transition towards lower-intensity consultant practice. Level of evidence: Not applicable