学术耳鼻喉科的性别和种族多样性。

IF 1.9 4区医学 Q2 OTORHINOLARYNGOLOGY

Laryngoscope Investigative Otolaryngology Pub Date : 2026-09-06 DOI:10.1002/lio2.70557

Rachel A. Haji, Robin Powszok, Grant Primer, Joyce Jeong, Dina Simon, Krupa R. Patel, Vanessa Stubbs

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引用次数: 0

摘要

目的：描述美国耳鼻喉科学术教师的性别和感知的种族代表性，并评估其与学术等级、领导角色和研究生产力的关系。方法：本横断面研究评估了美国133个研究生医学教育认证委员会认可的耳鼻喉科住院医师项目的教授头衔。教师名册是在2024年10月至2025年3月期间从项目网站上收集的，并辅以公开来源。变量包括感知性别、感知种族、学术等级、领导角色、实践年数、亚专业培训和h指数。使用卡方检验和多变量有序逻辑回归评估相关性。因为人口统计变量是从公开信息而不是自我认同中分配的，所以感知的种族只被分析为白人与非白人，并被解释为一个有限的、社会建构的变量。结果：1697名教师中，男性占69.1%，白人占68.8%。女性在儿科耳鼻喉科有更多的代表性，而男性在头颈外科、神经学和综合耳鼻喉科有更多的代表性（p p p = 0.002），而男性更多地担任领导角色（8.4%对5.3%,p = 0.028）和主席职位（5.0%对2.7%,p = 0.026）。男性有更多的实践经验和更高的h指数(p - h指数独立预测更高的学术排名，而性别和感知种族没有。结论：学术等级与实习年数和h指数的关系大于与性别和感知种族的关系。感知种族的发现应谨慎解释，因为二元外部分配的类别可能会掩盖组内差异。证据等级：4。

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Gender and Perceived Racial Diversity in Academic Otolaryngology

Objectives

To characterize gender and perceived racial representation among academic otolaryngology faculty in the United States and evaluate associations with academic rank, leadership roles, and research productivity.

Methods

This cross-sectional study evaluated faculty with professorial titles across 133 Accreditation Council for Graduate Medical Education-accredited otolaryngology residency programs in the United States. Faculty rosters were collected from program websites between October 2024 and March 2025 and supplemented with publicly available sources. Variables included perceived gender, perceived race, academic rank, leadership roles, years in practice, subspecialty training, and h-index. Associations were evaluated using chi-square tests and multivariable ordinal logistic regression. Because demographic variables were assigned from publicly available information rather than self-identification, perceived race was analyzed only as White versus non-White and is interpreted as a limited, socially constructed variable.

Results

Among 1697 faculty, 69.1% were male and 68.8% were perceived as White. Women were more represented in pediatric otolaryngology and laryngology, whereas men were more represented in head and neck surgery, neurotology, and comprehensive otolaryngology (p < 0.001). Women were more likely to be assistant professors and men professors (p < 0.001). Women more often held residency leadership roles (9.7% vs. 5.6%; p = 0.002), whereas men more often held fellowship leadership roles (8.4% vs. 5.3%; p = 0.028) and chair positions (5.0% vs. 2.7%; p = 0.026). Men had more years in practice and higher h-indices (both p < 0.001). No significant differences by perceived race were observed in academic rank, leadership, or research productivity. In multivariable analysis, years in practice and h-index independently predicted higher academic rank, whereas gender and perceived race did not.

Conclusion

Academic rank was more strongly associated with years in practice and h-index than with gender or perceived race. Perceived-race findings should be interpreted cautiously because binary externally assigned categories may obscure within-group differences.