背景:整形外科住院医师计划利用其网站作为平台来促进他们对多样性和包容性的承诺。正在寻找住院医师职位的医学生,包括来自代表性不足的背景的个人,非常重视节目文化和多样性的协调。作者评估了这些程序如何在其网站上展示多样性和包容性的努力。
方法:作者分析了89个整形外科综合住院计划网站中存在的12个元素,(1)不歧视,(2)多样性和包容性声明,(3)社区资源,(4)扩展居民传记,(5)教师传记,(6)教员照片,(7)居民照片,(8)为学员提供额外的财政资源,(9)健康,(10)精神卫生资源,(11)健康差异/社区参与,(12)多样性委员会的存在。此外,我们按地理区域检查了这12个元素的存在(西部,中西部,南,和东北)。我们分析使用卡方,t检验,和Mann-WhitneyU;显著性水平为p=0.005。独立的整形手术计划被排除在外,考虑到他们的网站与综合居住计划相结合。
结果:我们审查了2024年2月9日至2024年2月24日的89个网站,平均具有6.32±1.1的多样性和包容性元素。居民照片(n=84,94.4%),社区资源(n=55,61.8%),教师照片(n=63,70.8%),学员的额外财政资源(n=56,62.9%)是最常见的。最不常见的多样性和包容性元素是多样性委员会(n=12,13.5%),健康资源(n=36,40.4%),多样性和包容性陈述(n=42,47.2%)。初步分析显示,与传入位置数量较低的程序(3.6±2.1)相比,传入位置数量较高(3个或更多)(5.2±1.8)的程序具有显着更高的多样性和包含得分(p=0.002)。此外,根据美国人口普查的地理区域,地理区域之间没有显着差异。
结论:表征项目网站的数量并量化每个网站上多样性元素的数量,为更多驻留项目提供了进一步致力于多样性和包容性的机会。在节目网站上展示不同的多样性和包容性举措可能会吸引更多多样化的申请人,特别是来自医学领域代表性不足的人群的个人。
BACKGROUND: Plastic surgery residency programs leverage their
websites as platforms for promoting their commitment to diversity and inclusion to potential candidates. Medical students who are seeking residency positions, including individuals from underrepresented backgrounds, place significant importance on the alignment of program culture and diversity. The authors assessed how these programs showcased diversity and inclusion efforts on their
websites.
METHODS: The authors analyzed 89 plastic surgery integrated residency program
websites for the presence of 12 elements, (1) nondiscrimination, (2) diversity and inclusion statement, (3) community resources, (4) extended resident biographies, (5) faculty biographies, (6) faculty photos, (7) resident photos, (8) additional financial resources for trainees, (9) wellness, (10) mental health resources, (11) health disparities/community engagement, and (12) presence of a diversity council. Additionally, we examined the presence of these 12 elements by geographic region (West, Midwest, South, and Northeast). Our analyzed use chi-squared, t-tests, and Mann-Whitney U; significance level was p = 0.005. The independent plastic surgery programs were excluded, considering their
websites were combined with the integrated-residency programs.
RESULTS: We reviewed 89 websites from February 9, 2024 until February 24, 2024 and on average had 6.32 ± 1.1 diversity and inclusion elements. Resident photos (n = 84, 94.4%), community resources (n = 55, 61.8%), faculty photos (n = 63, 70.8%), and additional financial resources for trainees (n = 56, 62.9%) were the most common. The least common diversity and inclusion elements were diversity councils (n = 12, 13.5%), wellness resources (n = 36, 40.4%), and diversity and inclusion statements (n = 42, 47.2%). The primary analysis revealed that programs with higher number of incoming positions (3 or more) (5.2 ± 1.8) had a significantly higher diversity and inclusion scores when compared to programs with lower number of incoming positions (3.6 ± 2.1) (p = 0.002). Furthermore, based on the geographic regions from the U.S. Census, there was no significant difference between geographic regions.
CONCLUSIONS: Characterizing the number of program websites and quantifying the number of diversity elements on each site provide an opportunity for more residency programs to further commit to diversity and inclusion. Displaying different diversity and inclusive initiatives on program
websites may attract more diverse applicants, particularly individuals from underrepresented populations in medicine.