Since the publication of Unequal Treatment in 2003,1 the number of studies investigating the implicit bias of health-care providers and its troubling consequences has increased exponentially. ...Literature on health disparities focuses primarily on implicit prejudice and few studies have systematically investigated the role of implicit stereotyping in patient care.5 Consequently, implicit bias in previous research generally refers to implicit prejudice. ...we specify whether we mean implicit prejudice or implicit stereotyping, particularly when we review findings from previous studies. ...several candidates for the 2020 US presidential election acknowledged the role of health-care providers' implicit bias in racial or ethnic health disparities and have demanded remediation.8 On Oct 2, 2019, California assembly bill no 241 was signed into law,9 mandating implicit bias training for health-care providers, and thereby making it probable that other US medical schools and health organisations will follow suit. A programme that taught college students about five evidence-based strategies for reducing implicit bias (ie, stereotype replacement, counter-stereotypical imaging, individuating, perspective taking, and contact) resulted in lower implicit racial prejudice, as measured by an implicit association test, 8 weeks after the intervention.20 These findings suggest that implicit bias training should also provide health-care providers with concrete strategies to reduce their implicit bias.
To assess urology program directors’ (PDs) perception of pregnancy during residency training.
A 30 question anonymous survey was sent to 142 urology PDs regarding their demographics, program ...information, institution policies, and self-reported opinions. Results were assessed via descriptive analysis.
A total of 63 PDs responded with a response rate of 44%: 19% were female, 73% between 40 and 59 years of age, and 91% had children. A minority (17%) of programs had 40% or more female residents. 37% of PDs had never had a pregnant resident during their time as PD while 57% had 1 to 5 pregnant residents. On multivariate analysis, PDs age > 60 years or PD having their first child when > 30 years old were predictors for poor support of maternity leave. The majority of PDs felt their program was better/much better at being supportive toward maternity leave compared to other surgical specialties at their institution. Only 21% of PDs felt that taking maternity leave burdened other residents unfairly. Of respondents, 62% felt prepared/completely prepared to advise residents on pregnancy during residency. However, 91% of PDs affirmed it would be helpful to have formal policies in place regarding maternity/paternity leave.
While the majority of PDs do not have a negative perception of pregnancy during residency, a small portion feels that pregnancy during residency is a burden on other residents. More than half of PDs feel prepared to discuss this issue with their residents. However, a large majority would find formal policies helpful.
Women seldom reach the highest leadership positions in academic plastic surgery. Contributing factors include lack of female role models/mentors and lack of gender diversity. Studies show that female ...role models and mentors are critical for recruiting and retaining female surgeons and that gender diversity within organizations more strongly influences women's career choices. The authors therefore sought to determine the current gender diversity of academic plastic surgery programs and investigate influences of gender and leadership on program gender composition.
A cross-sectional study of U.S. plastic surgery residency programs was performed in December of 2018. Genders of the leadership were collected, including medical school dean, department of surgery chair, department/division of plastic surgery chair/chief, plastic surgery program director, plastic surgery faculty, and plastic surgery residents. Gender relationships among these groups were analyzed.
Ninety-nine residency programs were identified (79 integrated with or without independent and 20 independent). Women represented a smaller proportion of academic plastic surgeons in more senior positions (38 percent residents, 20 percent faculty, 13 percent program directors, and 8 percent chairs). Plastic surgery chair gender was significantly correlated with program director gender, and plastic surgery faculty gender was significantly associated with plastic surgery resident gender. Although not statistically significant, female plastic surgery chair gender was associated with a 45 percent relative increase in female plastic surgery residents.
Women in leadership and gender diversity influence the composition of academic plastic surgery programs. Gender disparity exists at all levels, worsening up the academic ladder. Recruitment, retention, and promotion of women is critical, as such diversity is required for continued progress in innovation and problem-solving within plastic surgery.
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