Sex Disparities in Productivity among Oculoplastic Surgeons

Abstract Purpose The aim of the study is to investigate sex differences in academic rank, publication productivity, and National Institute of Health (NIH) funding among oculoplastic surgeons and whether there is an association between American Society of Ophthalmic Plastic and Reconstructive Surgery (ASOPRS) membership and scholarly output. Methods Sex, residency graduation year, and academic rank were obtained from institutional websites of 113 U.S. ophthalmology programs. H-indices and m-quotients were obtained from the Scopus database. NIH funding information was obtained from the NIH Research Portfolio Online Reporting Tool. Results Of the 272 surgeons, 74 (30.2%) were females. When adjusted for career duration, differences in female to male proportions were only significant at the rank of assistant professor (assistant: 74.3 vs. 48.5%, p = 0.047; associate: 18.9 vs. 24.6%, p = 0.243; full professor: 13.0 vs. 37.2%, p = 0.114). Women had a shorter career duration than men [10.0 (interquartile range or IQR 12.0) vs. 21.0 (IQR 20.0) years; p < 0.001] and a lower h-index [4.0 (IQR 5.0) vs. 7.0 (IQR 10.0); p < 0.001], but similar m-quotients [0.4 (IQR 0.4) vs. 0.4 (IQR 0.4); p = 0.9890]. Among ASOPRS members, females had a lower h-index than males [5.0 (IQR 6.0) vs. 9.0 (IQR 10.0); p < 0.001] due to career length differences. No difference in productivity between sexes was found among non-ASOPRS members. ASOPRS members from both sexes had higher scholarly output than their non-ASOPRS counterparts. Just 2.7% (2/74) of females compared with 5.3% (9/171) of males received NIH funding (p = 0.681). Conclusion Sex differences in academic ranks and h-indices are likely due to the smaller proportion of females with long career durations. ASOPRS membership may confer opportunities for increased scholarly output.

Download Full-text

Scholarly Productivity and National Institutes of Health Funding of Foundation for Anesthesia Education and Research Grant Recipients

Anesthesiology ◽

10.1097/aln.0000000000000737 ◽

2015 ◽

Vol 123 (3) ◽

pp. 683-691 ◽

Cited By ~ 30

Author(s):

Paul S. Pagel ◽

Judith A. Hudetz

Keyword(s):

Citation Rate ◽

Publication Rate ◽

Faculty Members ◽

National Institutes Of Health ◽

Academic Rank ◽

Full Time ◽

H Index ◽

Scholarly Output ◽

Nih Funding ◽

Anesthesia Education

Abstract Background: The Foundation for Anesthesia Education and Research (FAER) grant program provides fellows and junior faculty members with grant support to stimulate their careers. The authors conducted a bibliometric analysis of recipients of FAER grants since 1987. Methods: Recipients were identified in the FAER alumni database. Each recipient’s affiliation was identified using an Internet search (keyword “anesthesiology”). The duration of activity, publications, publication rate, citations, citation rate, h-index, and National Institutes of Health (NIH) funding for each recipient were obtained using the Scopus® (Elsevier, USA) and NIH Research Portfolio Online Reporting Tools® (National Institutes of Health, USA) databases. Results: Three hundred ninety-seven individuals who received 430 FAER grants were analyzed, 79.1% of whom currently hold full-time academic appointments. Recipients published 19,647 papers with 548,563 citations and received 391 NIH grants totaling $448.44 million. Publications, citations, h-index, the number of NIH grants, and amount of support were dependent on academic rank and years of activity (P < 0.0001). Recipients who acquired NIH grants (40.3%) had greater scholarly output than those who did not. Recipients with more publications were also more likely to secure NIH grants. Women had fewer publications and lower h-index than men, but there were no gender-based differences in NIH funding. Scholarly output was similar in recipients with MD and PhD degrees versus those with MD degrees alone, but recipients with MD and PhD degrees were more likely to receive NIH funding than those with MDs alone. Conclusion: Most FAER alumni remain in academic anesthesiology and have established a consistent record of scholarly output that appears to exceed reported productivity for average faculty members identified in previous studies.

Download Full-text

Abstract 30: Sex Differences in Faculty Rank Among Academic Vascular Neurologists in the United States

Stroke ◽

10.1161/str.52.suppl_1.30 ◽

2021 ◽

Vol 52 (Suppl_1) ◽

Author(s):

Lindsay A Bliss ◽

Carol A Vitellas ◽

Nayanika Challa ◽

Vivien H Lee

Keyword(s):

United States ◽

Assistant Professor ◽

The United States ◽

Associate Professor ◽

Academic Medical Centers ◽

Full Professor ◽

Academic Rank ◽

Faculty Rank ◽

Medical Centers ◽

Academic Medical

Introduction: The lower proportion of women at the rank of full professor compared to men has been documented in nearly all specialties. Women are under-represented in academic stroke neurology, but there is limited data. Methods: We reviewed all 160 U.S. medical schools and the associated medical centers for vascular neurologists. An internet search of stroke team websites and neurology department websites was performed from August 1, 2020 to August 25, 2020. We included 117 academic medical centers that had at least 1 vascular neurologist on faculty. We included vascular neurology ABPN certified or board eligible (fellowship-trained) neurologists. Data was collected on sex, academic rank, and American Board of Psychiatry and Neurology (ABPN) certification status. ABPN board certification status was verified on the ABPN verify CERT website. Social medical women’s neurology groups were also queried for names of women full professor to cross check. Results: Among 540 academic ABPN vascular neurologists, 182 (33.8%) were women and 358 (66.3%) were men. Among academic ranks, women made up 108/269 (40.1%) of Assistant professors, 49/137 (35.8%) of Associate professors, and 25/134 (18.8%) of full professors. Twenty two academic centers had vascular neurology female professors on faculty, compared to 70 academic centers with male full professors on faculty. Twenty nine academic centers had multiple male professors on faculty compared to only 3 centers with multiple female full professors. Among women, 108 (59.3%) were assistant professor, 49 (26.7%) were associate professor, 25 (13.7%) were full professor. Among men, 161 (45.0%) were assistant professor, 88 (24.6%) were associate professor, and 109 (30.5%) were professor. There was a significant difference between academic rank based upon sex (p <0.0001). Conclusion: Among academic medical centers in the United States, significant sex differences were observed in academic faculty rank for ABPN vascular neurologists, with women less likely than men to be full professors. Further study is warranted to address the gender gap in the field of stroke.

Download Full-text

746 Racial and Ethnic Disparities Among Burn Surgery Leadership

Journal of Burn Care & Research ◽

10.1093/jbcr/iraa024.328 ◽

2020 ◽

Vol 41 (Supplement_1) ◽

pp. S206-S206

Author(s):

Francesco M Egro ◽

Caroline E Kettering ◽

Anisha Konanur ◽

Alain C Corcos ◽

Guy M Stofman ◽

...

Keyword(s):

Group Representation ◽

Minority Group ◽

Ethnic Disparities ◽

Full Professor ◽

Academic Rank ◽

H Index ◽

Burn Care ◽

Burn Center ◽

Major Burn ◽

Burn Surgery

Abstract Introduction The underrepresentation of racial and ethnic minority groups has existed and been well documented in general and plastic surgery literature but has not been described in burn surgery. The aim of this study is to evaluate current minority group representation among burn surgery leadership. Methods A cross-sectional study was performed in January 2019 to evaluate minority group representation among burn surgery leadership. Burn surgeons included were directors of American Burn Association (ABA)-verified burn centers in the US, past and current presidents of the ABA and International Society of Burn Injuries (ISBI), and editorial board members of five major burn journals (Journal of Burn Care & Research, Burns, Burns & Trauma, Annals of Burns & Fire Disasters, and the International Journal of Burns and Trauma). Surgeons were compared based on factors including age, gender, training, academic rank, and h-index. Results Among 71 burn center directors, 68 societal presidents, and 197 journal editors, minority ethnic groups represented 18.3, 7.4, and 34.5 percent, respectively. Among US burn center directors, the group classified collectively as non-white was significantly younger (white = 56 years, non-white = 49 years; p< 0.01), graduated more recently (white = 1996, non-white = 2003; p < 0.01), and had a lower h-index (white = 17.4, non-white = 9.5; p < 0.05) than white colleagues. There were no significant differences in gender, type of residency training, advanced degrees obtained, and fellowships completed between white and non-white groups.The were no significant differences in the likelihood of white and non-white directors in academia to be full professor, residency or fellowship director, or chair of the department.When compared to the 2018 US National Census, burn unit directors had a 5.1 percent decrease in non-white representation. Specifically, Asians had an 8.3 percent increase in representation, while there was a decrease in both Black (12.0%) and Hispanic (15.3%) representation. Conclusions Disparities in representation of ethnic and racial minorities exist in burn surgery leadership. The most extreme disparities were seen with Black and Hispanic surgeons. However, because these surgeons are younger and graduated more recently, it is promising that minority representation will continue to rise in the future. Applicability of Research to Practice Programs should be initiated in burn surgery that address the implicit biases of burn surgeons and increase mentorship opportunities for underrepresented minorities.

Download Full-text

Association of financial conflicts of interest with academic success among junior faculty in hematology and oncology.

Journal of Clinical Oncology ◽

10.1200/jco.2020.38.15_suppl.2080 ◽

2020 ◽

Vol 38 (15_suppl) ◽

pp. 2080-2080

Author(s):

Angela J. Fought ◽

Andrew A. Davis ◽

Melissa M. Shaw ◽

Vinay Prasad ◽

Suneel Deepak Kamath

Keyword(s):

Academic Success ◽

Career Success ◽

Conflicts Of Interest ◽

Junior Faculty ◽

Early Career ◽

H Index ◽

Cancer Centers ◽

American Society ◽

Number Of Publications ◽

Nih Funding

2080 Background: Financial conflict of interest (COI) represents a complex issue in hematology and oncology. Little is known about when COIs develop during a career and if these correlate with early career success. We evaluated self-reported COIs for junior faculty members at 10 academic cancer centers and examined if these financial relationships with industry correlated with measures of academic career success. Methods: The study evaluated 229 assistant professors from the top 10 cancer centers based on the 2018 US News Cancer rankings. Faculty characteristics were determined from hospital websites including the number of years since completing fellowship. Data regarding National Institute of Health (NIH) funding were obtained. Industry funds (Sunshine Act funds; SAF) were identified from the Centers for Medicare & Medicaid Services (CMS) Open Payments database from 2013-2017. Self-reported COIs were obtained from the American Society of Clinical Oncology (ASCO) or American Society of Hematology (ASH) disclosures databases, and through review of disclosures from recent publications. Measures of academic success included h-index and number of publications. We assessed the influence of number of COIs and SAF received on measures of academic success. Results: Of the 229 included faculty, 45% were female, 39% graduated fellowship in 2015 or later, 35% were double-boarded, 40% had dual degrees and 15% received NIH funding. Approximately 46% of faculty had at least 1 COI. COIs (ASCO/ASH) were positively correlated with COIs self-reported in publications and total SAF (Spearman correlations 0.57 and 0.54, both P < 0.01). The development of COIs and the number of SAF increased with years in practice (Spearman correlations 0.37 and 0.28, both P < 0.01). COIs and SAF correlated with h-index (Spearman correlation 0.40 and 0.41, both P < 0.01). After adjusting for years since fellowship, linear regression demonstrated that log-transformed h-index and number of publications were associated with SAF (P < 0.01) and COIs (ASCO/ASH) (P = 0.01). Conclusions: Financial COIs were present in nearly half of the faculty and increased with more time since completing fellowship. Measures of academic success were positively correlated with COIs (ASCO/ASH) and SAF. These data suggest that cultivating industry relationships may aid faculty in establishing early academic success.

Download Full-text

Academic Productivity in Hepatopancreatobiliary Surgeons: Identifying Benchmarks Associated With Rank in North America

The American Surgeon ◽

10.1177/0003134820966282 ◽

2020 ◽

pp. 000313482096628

Author(s):

Kelly J. Lafaro ◽

Amit S. Khithani ◽

Paul Wong ◽

Christopher J. LaRocca ◽

Susanne G. Warner ◽

...

Keyword(s):

Univariate Analysis ◽

The United States ◽

Academic Rank ◽

Academic Productivity ◽

H Index ◽

History Of ◽

Fellowship Council ◽

Number Of Publications ◽

Promotion Process ◽

Nih Funding

Background Academic achievement is an integral part of the promotion process; however, there are no standardized metrics for faculty or leadership to reference in assessing this potential for promotion. The aim of this study was to identify metrics that correlate with academic rank in hepatopancreaticobiliary (HPB) surgeons. Materials and Methods Faculty was identified from 17 fellowship council accredited HPB surgery fellowships in the United States and Canada. The number of publications, citations, h-index values, and National Institutes of Health (NIH) funding for each faculty member was captured. Results Of 111 surgeons identified, there were 31 (27%) assistant, 39 (35%) associate, and 41 (36%) full professors. On univariate analysis, years in practice, h-index, and a history of NIH funding were significantly associated with a surgeon’s academic rank ( P < .05). Years in practice and h-index remained significant on multivariate analysis ( P < .001). Discussion Academic productivity metrics including h-index and NIH funding are associated with promotion to the next academic rank.

Download Full-text

Follow the money: Investigating gender disparity in industry payments among senior academics and leaders in plastic surgery

PLoS ONE ◽

10.1371/journal.pone.0235058 ◽

2020 ◽

Vol 15 (12) ◽

pp. e0235058

Author(s):

Ledibabari M. Ngaage ◽

Chelsea Harris ◽

Wilmina Landford ◽

Brooks J. Knighton ◽

Talia Stewart ◽

...

Keyword(s):

Plastic Surgery ◽

Gender Gap ◽

Assistant Professor ◽

Gender Disparity ◽

Leadership Role ◽

Industry Funding ◽

Cross Sectional ◽

H Index ◽

Career Length ◽

Industry Sponsorship

Introduction Differences in academic qualifications are cited as the reason behind the documented gender gap in industry sponsorship to academic plastic surgeons. Gendered imbalances in academic metrics narrow among senior academic plastic surgeons. However, it is unknown whether this gender parity translates to industry payments. Methods We conducted a cross-sectional analysis of industry payments disbursed to plastic surgeons in 2018. Inclusion criteria encompassed (i) faculty with the rank of professor or a departmental leadership position. Exclusion criteria included faculty (i) who belonged to a speciality besides plastic surgery; (ii) whose gender could not be determined; or (iii) whose name could not be located on the Open Payment Database. Faculty and title were identified using departmental listings of ACGME plastic surgery residency programs. We extracted industry payment data through the Open Payment Database. We also collected details on H-index and time in practice. Statistical analysis included odds ratios (OR) and Pearson’s correlation coefficient (R). Results We identified 316 senior academic plastic surgeons. The cohort was predominately male (88%) and 91% held a leadership role. Among departmental leaders, women were more likely to be an assistant professor (OR 3.9, p = 0.0003) and heads of subdivision (OR 2.1, p = 0.0382) than men. Industry payments were distributed equally to male and female senior plastic surgeons except for speakerships where women received smaller amounts compared to their male counterparts (median payments of $3,675 vs $7,134 for women and men respectively, p<0.0001). Career length and H-index were positively associated with dollar value of total industry payments (R = 0.17, p = 0.0291, and R = 0.14, p = 0.0405, respectively). Conclusion Disparity in industry funding narrows at senior levels in academic plastic surgery. At higher academic levels, industry sponsorship may preferentially fund individuals based on academic productivity and career length. Increased transparency in selection criteria for speakerships is warranted.

Download Full-text

United States Medical Licensing Exam Step I Score as a Predictor of Neurosurgical Career Beyond Residency

Neurosurgery ◽

10.1093/neuros/nyy313 ◽

2018 ◽

Vol 84 (5) ◽

pp. 1028-1034 ◽

Cited By ~ 7

Author(s):

Aaron Gelinne ◽

Scott Zuckerman ◽

Deborah Benzil ◽

Sean Grady ◽

Peter Callas ◽

...

Keyword(s):

United States ◽

Academic Rank ◽

Community Practice ◽

Career Trajectory ◽

H Index ◽

Online Databases ◽

Medical Licensing ◽

Usmle Step ◽

Neurological Surgery ◽

Nih Funding

AbstractBACKGROUNDUnited States Medical Licensing Exam (USMLE) Step I score is cited as one of the most important factors when for applying to neurosurgery residencies. No studies have documented a correlation between USMLE Step I score and metrics of neurosurgical career trajectory beyond residency.OBJECTIVETo determine whether USMLE Step I exam scores are predictive of neurosurgical career beyond residency, as defined by American Board of Neurological Surgery (ABNS) certification status, practice type, academic rank, and research productivity.METHODSA database of neurosurgery residency applicants who matched into neurosurgery from 1997 to 2007 was utilized that included USMLE Step I score. Online databases were used to determine h-index, National Institutes of Health (NIH) grant funding, academic rank, practice type, and ABNS certification status of each applicant. Linear regression and nonparametric testing determined associations between USMLE Step I scores and these variables.RESULTSUSMLE Step I scores were higher for neurosurgeons in academic positions (237) when compared to community practice (234) and non-neurosurgeons (233, P < .01). USMLE Step I score was not different between neurosurgeons of different academic rank (P = .21) or ABNS certification status (P = .78). USMLE Step I score was not correlated with h-index for academic neurosurgeons (R2 = 0.002, P = .36).CONCLUSIONUSMLE Step I score has little utility in predicting the future careers of neurosurgery resident applicants. A career in academic neurosurgery is associated with a slightly higher USMLE Step I score. However, USMLE Step I score does not predict academic rank or productivity (h-index or NIH funding) nor does USMLE Step I score predict ABNS certification status.

Download Full-text

Scholarly Productivity and Rank in Academic Hospital Medicine

Journal of Hospital Medicine ◽

10.12788/jhm.3631 ◽

2021 ◽

Author(s):

Andrew Sumarsono ◽

Neil Keshvani ◽

Sameh N Saleh ◽

Nathan Sumarsono ◽

Mindy Tran ◽

...

Keyword(s):

Hospital Medicine ◽

Median Number ◽

Cross Sectional Study ◽

Full Professor ◽

Academic Rank ◽

Index Number ◽

Scholarly Productivity ◽

Academic Hospital ◽

Cross Sectional ◽

Scholarly Output

Despite the rapid growth of academic hospital medicine, scholarly productivity remains poorly characterized. In this cross-sectional study, distribution of academic rank and scholarly output of academic hospital medicine faculty are described. We extracted data for 1,554 hospitalists on faculty at the top 25 internal medicine residency programs. Only 11.7% of faculty had reached associate (9.0%) or full professor (2.7%). The median number of publications was 0.0 (interquartile range [IQR], 0.0-4.0), with 51.4% without a single publication. Faculty 6 to 10 years post residency had a median of 1.0 (IQR, 0.0-4.0) publication, with 46.8% of these faculty without a publication. Among men, 54.3% had published at least one manuscript, compared to 42.7% of women (P < .0001). Predictors of promotion included H-index, number of years post residency graduation, completion of chief residency, and graduation from a top 25 medical school. Promotion remains uncommon in academic hospital medicine, which may be partially due to low rates of scholarly productivity.

Download Full-text

Evaluating unconscious bias: Speaker introductions at an international oncology conference.

Journal of Clinical Oncology ◽

10.1200/jco.2019.37.15_suppl.10503 ◽

2019 ◽

Vol 37 (15_suppl) ◽

pp. 10503-10503 ◽

Cited By ~ 1

Author(s):

Narjust Duma ◽

Urshila Durani ◽

Cynthia Brooke Woods ◽

Lionel Aurelien Kankeu Fonkoua ◽

Joselle Cook ◽

...

Keyword(s):

Gender Bias ◽

Female Gender ◽

Full Professor ◽

Academic Rank ◽

Unconscious Bias ◽

Professional Titles ◽

Multivariable Regression ◽

Professional Title ◽

American Society ◽

To Receive

10503 Background: Gender bias can be reinforced through the use of gender-subordinating language and differences in the forms of address. We examined how professional titles were used during speakers’ introductions at the American Society of Clinical Oncology (ASCO) Annual Meeting. Methods: A retrospective observational study of video-archived speaker introductions at the 2017 and 2018 ASCO annual meetings was conducted. Data were extracted by mixed-gender coders. Professional address was defined as professional title followed by full name or last name. Multivariable logistic regressions were used to identify factors associated with the form of address. Results: 2511 videos were reviewed and 812 met inclusion criteria. Regarding speakers’ characteristics, 530 (65%) were non-Hispanic white (NHW), 743 (92%) held a MD or MD-PhD degree, and 484 (60%) were an associate or full professor. Female speakers were less likely to receive a professional address compared to male speakers (61% vs. 81%, p < 0.001). Female speakers were more likely to be introduced by first name only (17% vs. 3%, p < 0.001). Males were less likely to use a professional address when introducing female speakers compared to male speakers (53% vs. 80%, p < 0.01). No gender differences in professional address were observed for female introducers (p = 0.13). Male introducers were more likely to address female speakers by first name only compared to female introducers (24% vs. 7%, p < 0.01). In a multivariable regression including gender, race, degree, and academic rank, male speakers were more likely to receive a professional address compared to female speakers (OR: 2.67, 95%CI: 1.81-3.94, p < 0.01). Black speakers of both genders were less likely to receive a professional address compared to NHW (OR: 0.10, 95%CI: 0.01-0.53, p < 0.01). Female gender was a predictor for a non-professional form of address (first name only) (OR: 9.50, 95%CI: 4.38-20.62, p < 0.01). Conclusions: When introduced by men, female speakers were less likely to receive a professional address and more likely to be introduced by first name only compared to male speakers. Selective use of forms of address may strengthen gender bias; more research is needed to explore the causes of this disparity and its influence.

Download Full-text

Association between Industry Payments and Scholarly Impact among Academic Ophthalmologists

Journal of Academic Ophthalmology ◽

10.1055/s-0039-1677681 ◽

2019 ◽

Vol 11 (01) ◽

pp. e1-e8

Author(s):

Michael Solotke ◽

Susan Forster ◽

Jessica Chow ◽

Jenesis Duran ◽

Hasna Karim ◽

...

Keyword(s):

Primary Outcome ◽

Cross Sectional Study ◽

Academic Rank ◽

Cross Sectional ◽

H Index ◽

Residency Programs ◽

Scholarly Impact ◽

The Mean ◽

And Gender ◽

Open Payments

Purpose The aim of this article is to examine the association between industry payments to ophthalmologists and scholarly impact. Design Retrospective cross-sectional study. Methods All ophthalmology faculty at United States accredited ophthalmology residency programs were included in this study. The main exposure was industry payments to ophthalmologists in 2016, as reported in the Centers for Medicare and Medicaid Services Open Payments Database. The primary outcome was Hirsch index (H-index), a measure of scholarly impact. Results Among 1,653 academic ophthalmologists in our study, 1,225 (74%) received industry payments in 2016. We did not observe a difference between the mean H-index of ophthalmologists receiving any industry payments versus those not receiving any payments (p = 0.68). In analysis including only ophthalmologists who received industry payments, H-index differed significantly by payment amount: 12.6 for ophthalmologists receiving less than $100, 12.2 for those receiving $100 to 1,000, 18.8 for those receiving $1,000 to 10,000, 21.3 for those receiving $10,000 to 100,000, and 29.4 for those receiving greater than $100,000 (p < 0.001). Within each academic rank and gender, industry payments greater than $1,000 were associated with a higher H-index (p < 0.05). Conclusions Although our analysis cannot prove causality, we observed a significant association between industry payments and scholarly impact among academic ophthalmologists, even after adjusting for gender, academic rank, and subspecialty. Prospective studies should further evaluate this relationship.

Download Full-text