Positive trends in neurosurgery enrollment and attrition: analysis of the 2000–2009 female neurosurgery resident cohort

2016 ◽  
Vol 124 (3) ◽  
pp. 834-839 ◽  
Author(s):  
Jaclyn J. Renfrow ◽  
Analiz Rodriguez ◽  
Ann Liu ◽  
Julie G. Pilitsis ◽  
Uzma Samadani ◽  
...  
Keyword(s):  
Career Paths ◽  
Primary Outcome ◽  
American Association ◽  
Training Programs ◽  
Female Gender ◽  
Attrition Rate ◽  
Attrition Rates ◽  
Residency Programs ◽  
Neurological Surgery ◽  
Attrition Analysis

OBJECT Women compose a minority of neurosurgery residents, averaging just over 10% of matched applicants per year during this decade. A recent review by Lynch et al. raises the concern that women may be at a higher risk than men for attrition, based on analysis of a cohort matched between 1990 and 1999. This manuscript aims to characterize the trends in enrollment, attrition, and postattrition careers for women who matched in neurosurgery between 2000 and 2009. METHODS Databases from the American Association of Neurological Surgeons (AANS) and the American Board of Neurological Surgery (ABNS) were analyzed for all residents who matched into neurosurgery during the years 2000–2009. Residents were sorted by female gender, matched against graduation records, and if graduation was not reported from neurosurgery residency programs, an Internet search was used to determine the residents’ alternative path. The primary outcome was to determine the number of women residents who did not complete neurosurgery training programs during 2000–2009. Secondary outcomes included the total number of women who matched into neurosurgery per year, year in training in which attrition occurred, and alternative career paths that these women chose to pursue. RESULTS Women comprised 240 of 1992 (12%) matched neurosurgery residents during 2000–2009. Among female residents there was a 17% attrition rate, compared with a 5.3% male attrition rate, with an overall attrition rate of 6.7%. The majority who left the field did so within the first 3 years of neurosurgical training and stayed in medicine—pursuing anesthesia, neurology, and radiology. CONCLUSIONS Although the percentage of women entering neurosurgical residency has continued to increase, this number is still disproportionate to the overall number of women in medicine. The female attrition rate in neurosurgery in the 2000–2009 cohort is comparable to that of the other surgical specialties, but for neurosurgery, there is disparity between the male and female attrition rates. Women who left the field tended to stay within medicine and usually pursued a neuroscience-related career. Given the need for talented women to pursue neurosurgery and the increasing numbers of women matching annually, the recruitment and retention of women in neurosurgery should be benchmarked and assessed.

Gender diversity in United States neurosurgery training programs

2021 ◽  
pp. 1-6
Author(s):  
Katelyn Donaldson ◽  
Katherine E. Callahan ◽  
Aaron Gelinne ◽  
Wyll Everett ◽  
S. Elizabeth Ames ◽  
...  
Keyword(s):  
Training Programs ◽  
Gender Diversity ◽  
Academic Rank ◽  
Female Faculty ◽  
Leadership Positions ◽  
Gender Distribution ◽  
Medical Specialties ◽  
Residency Programs ◽  
Neurological Surgery ◽  
Academic Year

OBJECTIVENeurosurgery continues to be one of the medical specialties with the lowest representation of females in both the resident and faculty workforce. Currently, there are limited available data on the gender distribution of faculty and residents in Accreditation Council for Graduate Medical Education (ACGME)–accredited neurosurgery training programs. This information is critical to accurately measure the results of any effort to improve both the recruitment and retention of women in neurosurgery. The objective of the current study was to define the current gender distribution of faculty and residents in ACGME-accredited neurosurgery training programs.METHODSData publicly available through institutional and supplemental websites for neurosurgical faculty and residents at ACGME-accredited programs were analyzed for the 2017–2018 academic year. Data collected for faculty included gender, age, year of residency graduation, academic rank, h-index, American Board of Neurological Surgery certification status, and leadership positions. Resident data included gender and postgraduate year of training.RESULTSAmong the 109 ACGME-accredited neurosurgical residency programs included in this study, there were 1350 residents in training, of whom 18.2% were female and 81.8% were male. There are 1320 faculty, of whom 8.7% were female and 91.3% were male. Fifty-eight programs (53.2%) had both female faculty and residents, 35 programs (32.1%) had female residents and no female faculty, 4 programs (3.7%) had female faculty and no female residents, and 6 programs (5.5%) lacked both female residents and faculty. Six programs (5.5%) had incomplete data. Female faculty were younger, had lower h-indices, and were less likely to be board certified and attain positions of higher academic rank and leadership.CONCLUSIONSThis study serves to provide a current snapshot of gender diversity in ACGME-accredited neurosurgery training programs. While there are still fewer female neurosurgeons achieving positions of higher academic rank and serving in leadership positions than male neurosurgeons, the authors’ findings suggest that this is likely due to the small number of women in the neurosurgical field who are the farthest away from residency graduation and serves to highlight the significant progress that has been made toward achieving greater gender diversity in the neurosurgical workforce.

scholarly journals Attrition Rates Between Residents in Obstetrics and Gynecology and Other Clinical Specialties, 2000–2009

2013 ◽  
Vol 5 (2) ◽  
pp. 267-271 ◽  
Author(s):  
Kathleen A. Kennedy ◽  
Matthew C. Brennan ◽  
William F. Rayburn ◽  
Sarah E. Brotherton
Keyword(s):  
Medical Education ◽  
Graduate Medical Education ◽  
Primary Outcome ◽  
Attrition Rate ◽  
Obstetrics And Gynecology ◽  
Annual Data ◽  
Period Range ◽  
Attrition Rates ◽  
Graduate Medical ◽  
Leave Of Absence

Abstract Background As resident attrition disrupts educational and workload balance and reduces the number of graduating physicians to care for patients, an ongoing goal of graduate medical education programs is to retain residents. Objective We compared annual rates of resident attrition in obstetrics and gynecology (Ob-Gyn) with other clinical specialties of similar or larger size during a recent 10-year period, and explored the reasons for resident attrition. Methods In this observational study, we analyzed annual data from the American Medical Association Graduate Medical Education Census between academic years 2000 and 2009 for residents who entered Ob-Gyn and other core clinical specialties. Our primary outcome was the trend in averaged annual attrition rates. Results The average annual attrition was 196 ± 12 (SD) residents, representing 4.2% ± 0.5% of all Ob-Gyn residents. Rates of attrition were consistently higher among men (5.3%) and international medical school graduates (7.6%). The annual rate of attrition was similar to that for other clinical specialties (mean: 4.0%; range: from 1.5% in emergency medicine to 7.9% in psychiatry). The attrition rates for Ob-Gyn residents were relatively stable for the 10-year period (range: 3.6% in 2008 to 5.1% in 2006). Common reasons for attrition were transition to another specialty (30.0%), withdrawal/dismissal (28.2%), transfer to another Ob-Gyn program (25.4%), and leave of absence (2.2%). These proportions remained fairly constant during this 10-year period. Conclusions The average annual attrition rate of residents in Ob-Gyn was 4.2%, comparable to most other core clinical specialties.

Attrition in Otolaryngology Residency

2011 ◽  
Vol 145 (5) ◽  
pp. 753-754 ◽  
Author(s):  
Jeremy D. Prager ◽  
Charles M. Myer ◽  
Charles M. Myer
Keyword(s):  
General Surgery ◽  
Career Paths ◽  
Response Rate ◽  
Training Programs ◽  
Attrition Rate ◽  
Limited Data ◽  
Web Based ◽  
Survey Response Rate ◽  
Residency Program Directors ◽  
Medical Programs

Attrition is a disruptive problem in residency training programs. Resident attrition has been more thoroughly investigated and reported in other medical fields with limited data specific to otolaryngology. Using a Web-based survey of otolaryngology residency program directors, information regarding a 5-year cohort of residents was collected. The survey response rate was 61% (59 of 97 programs), representing 779 of 1239 training positions (63%). Forty-two percent of responding programs (25 of 59) lost a total of 47 residents (range, 1-7; mode 1). The overall attrition rate was 6% for the 5-year cohort (47 of 779) or 1.2% annually. Involuntary attrition affected 6 residents. Eighteen residents voluntarily left for other medical programs. Four left medicine entirely. The remaining 19 residents’ career paths were not described. Attrition within otolaryngology occurs with less frequency than general surgery and is likely comparable to other surgical subspecialties.

scholarly journals Gender differences in attrition rates of hospital-based medical specialty programs: attributable to gender composition of the clinical specialty?

2020 ◽  
Author(s):  
Olivia Butterman ◽  
Victor Slenter ◽  
Lud Van der Velden ◽  
Ronald Batenburg
Keyword(s):  
Gender Differences ◽  
Training Program ◽  
Training Programs ◽  
Manpower Planning ◽  
Drop Out ◽  
Attrition Rate ◽  
Specialty Training ◽  
Dutch Hospital ◽  
Attrition Rates ◽  
The Difference

Abstract Background Since 1999 the Advisory Committee on Medical Manpower Planning (ACMMP) advises the Dutch government on the medical workforce capacity and the intake in training programs, as to achieve or maintain a balance on the labour market. One of the key parameters the ACMMP uses when calculating the required intake in training programs, is the attrition rate. Methods In total 11,579 trainees enrolled in hospital-based programs from January 1st 2003 until 31st of December 2012, for 26 specialisms. To explore possible explanations for the gender differences in attrition rate per specialty, additional information was gathered: the percentage of males per program, the total number of specialists in training, the duration of the training and the percentage of males currently working in that specialty. Results One training program was excluded, due to the small size of that training program (62 trainees) and the large outliers it produced. Regression analyses were done, showing significant explanations of the variation in the difference between male and female attrition rates (Y1), for the proportion of males working in the profession per 01-01-2003 (R2: .545, F(27,60), p < .000), the proportion of males in training per 01-01-2003 (R2: .417, F(16,01), p < .000) and a small effect for the relationship with the total attrition rate for each training program (R2: .163, F(4,46), p < .046). There was also a significant effect for the duration of the specialty training (R2: .299, F(9,85), p < .005). A Kruskal-Wallis test was preformed to analyse the difference in attrition by type of specialty. The difference between the types of specialisms were significant (H = 6,66, p. 0,036). Conclusions Attrition rates in Dutch hospital-based specialty programs differ between males and females in a way that more males tend to drop-out from training when the specialty is dominated by women and, importantly, vice versa as well. The relationships found needs to be explored, in particular as the duration and nature of the specialty training seem to interact with gender ratios in the training programs and occupations longer training programs tend to have more males on them. Furthermore, more insight is needed in the selection and identification processes among residents in specialty training.

scholarly journals Proportion of male and female professionals in neurosurgery

2021 ◽  
Author(s):  
Gabriela Ferreira Kalkmann ◽  
Luíza Floriano ◽  
Têka Luila Borgo Menezes ◽  
Sonia Quézia Garcia Marques Zago ◽  
Laura Beatriz Martins ◽  
...  
Keyword(s):  
Gender Gap ◽  
American Association ◽  
Gradual Increase ◽  
Inclusion Criteria ◽  
Exclusion Criteria ◽  
Residency Programs ◽  
Search Terms ◽  
Neurological Surgery ◽  
Female Professionals ◽  
Male Rate

Introduction: The specialty of neurosurgery over time has become increasingly sought after. Even with the gradual increase in women specialists in neurosurgery, they are still represented by a very small number in comparison to the number of male neurosurgeons. Objectives: Present the gender gap within neurosurgery. Methods: This is a systematic literature review, with the search terms: “gender” AND “women” AND “Neurology” AND “Neurosurgery”, resulting in 645 articles on the Pubmed, Lilacs, Scielo, Cochrane and TripDataBase search platforms. The inclusion criteria were: original studies published in any language. Published articles that prevented full access, as well as systematic reviews or not, were excluded. After applying the inclusion and exclusion criteria, 6 articles were included. Results: The databases of the American Association of Neurological Surgeons (AANS) and American Board of Neurological Surgery (ABNS) revealed that women represent only 12.0% of residents in neurosurgery. Most of them left training in the first 3 years and remained in Medicine, looking for other specialties. In addition, the female conflict rate with the team was 17.0% compared to a 5.3% male rate. The low number of women in neurosurgical residency programs can result in a consequent decrease in female tutors, lack of rise in female professionals and non-adherence of medical students in residency programs. Conclusions: The percentage of women in medicine has increased in recent years, however the number of women who pursue a neurosurgical career is still very small, when compared to the total number of neurosurgeon men.

scholarly journals Gender differences in attrition rates of hospital-based medical specialty programs: attributable to gender composition of the clinical specialty?

2020 ◽  
Author(s):  
Olivia Butterman ◽  
Victor Slenter ◽  
Lud Van der Velden ◽  
Ronald Batenburg
Keyword(s):  
Gender Differences ◽  
Training Program ◽  
Training Programs ◽  
Manpower Planning ◽  
Drop Out ◽  
Attrition Rate ◽  
Specialty Training ◽  
Dutch Hospital ◽  
Attrition Rates ◽  
The Difference

Abstract Background Since 1999 the Advisory Committee on Medical Manpower Planning (ACMMP) advises the Dutch government on the medical workforce capacity and the intake in training programs, as to achieve or maintain a balance on the labour market. One of the key parameters the ACMMP uses when calculating the required intake in training programs, is the attrition rate. Methods In total 11,579 trainees enrolled in hospital-based programs from January 1 st 2003 until 31 st of December 2012, for 26 specialisms. To explore possible explanations for the gender differences in attrition rate per specialty, additional information was gathered: the percentage of males per program, the total number of specialists in training, the duration of the training and the percentage of males currently working in that specialty. Results One training program was excluded, due to the small size of that training program (62 trainees) and the large outliers it produced. Regression analyses were done, showing significant explanations of the variation in the difference between male and female attrition rates (Y1), for the proportion of males working in the profession per 01-01-2003 (R 2 : .545, F(27,60), p<.000), the proportion of males in training per 01-01-2003 (R 2 : .417, F(16,01), p<.000) and a small effect for the relationship with the total attrition rate for each training program (R 2 : .163, F(4,46), p<.046). There was also a significant effect for the duration of the specialty training (R 2 : .299, F(9,85), p<.005). A Kruskal-Wallis test was preformed to analyse the difference in attrition by type of specialty. The difference between the types of specialisms were significant (H=6,66, p.0,036). Conclusions Attrition rates in Dutch hospital-based specialty programs differ between males and females in a way that more males tend to drop-out from training when the specialty is dominated by women and, importantly, vice versa as well. The relationships found needs to be explored, in particular as the duration and nature of the specialty training seem to interact with gender ratios in the training programs and occupations longer training programs tend to have more males on them. Furthermore, more insight is needed in the selection and identification processes among residents in specialty training.

scholarly journals Association between Industry Payments and Scholarly Impact among Academic Ophthalmologists

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.

Academic Productivity of Spine Surgeons at United States Neurological Surgery and Orthopedic Surgery Training Programs

2019 ◽  
Vol 121 ◽  
pp. e511-e518 ◽  
Author(s):  
Alexander F. Post ◽  
Adam Y. Li ◽  
Jennifer B. Dai ◽  
Akbar Y. Maniya ◽  
Syed Haider ◽  
...  
Keyword(s):  
United States ◽  
Orthopedic Surgery ◽  
Training Programs ◽  
Academic Productivity ◽  
Surgery Training ◽  
Neurological Surgery

scholarly journals Diversity and Inclusion on General Surgery, Integrated Thoracic Surgery, and Integrated Vascular Surgery Residency Program Websites

2021 ◽  
Author(s):  
Ryan Mortman ◽  
Harold A. Frazier ◽  
Yolanda C. Haywood
Keyword(s):  
Thoracic Surgery ◽  
Vascular Surgery ◽  
General Surgery ◽  
Residency Program ◽  
Training Programs ◽  
Residency Programs ◽  
Diversity And Inclusion ◽  
Related Information ◽  
Application Service ◽  
Surgery Residency Program

ABSTRACT Background Increasing diversity in medicine is receiving more attention yet underrepresented in medicine (UiM) surgeons remain a small fraction of all surgeons. Whether surgical training programs attempt to attract UiM applicants to their programs, and therefore their specialties, through program website information is unclear. Objective To analyze the scope of diversity and inclusion (D&I) related information on US allopathic and osteopathic general surgery, integrated thoracic surgery, and integrated vascular surgery residency program websites. Methods Residency programs were identified through the Electronic Residency Application Service (ERAS) in July 2020. We searched surgical program websites and collected data on the presence or absence of variables labeled “diversity & inclusion” or “underrepresented in medicine.” Variables found on program websites as well as sites linked to the program website were included. We excluded programs identified in ERAS as fellowship training programs. Programs without webpages were also excluded. Results We identified 425 residency programs and excluded 22 from data analysis. Only 75 of the 403 included programs (18.6%) contained D&I-related information. The presence of individual variables was also low, ranging from 4.5% for opportunities related to early exposure to the specialty to 11.1% for a written or video statement of commitment to D&I. Conclusions In 2020, as recruitment and interviews moved entirely online, few US allopathic and osteopathic general surgery, integrated thoracic surgery, and integrated vascular surgery residency programs provided D&I-related information for residency applicants on their program websites.

scholarly journals Are pilot trials useful for predicting randomisation and attrition rates in definitive studies: A review of publicly funded trials

2018 ◽  
Vol 15 (2) ◽  
pp. 189-196 ◽  
Author(s):  
Cindy L Cooper ◽  
Amy Whitehead ◽  
Edward Pottrill ◽  
Steven A Julious ◽  
Stephen J Walters
Keyword(s):  
Randomised Controlled Trials ◽  
Pilot Trial ◽  
Attrition Rate ◽  
Controlled Trials ◽  
Publicly Funded ◽  
Limits Of Agreement ◽  
Main Trial ◽  
Attrition Rates ◽  
Pilot Trials ◽  
Randomised Controlled

Background/aims: External pilot trials are recommended for testing the feasibility of main or confirmatory trials. However, there is little evidence that progress in external pilot trials actually predicts randomisation and attrition rates in the main trial. To assess the use of external pilot trials in trial design, we compared randomisation and attrition rates in publicly funded randomised controlled trials with rates in their pilots. Methods: Randomised controlled trials for which there was an external pilot trial were identified from reports published between 2004 and 2013 in the Health Technology Assessment Journal. Data were extracted from published papers, protocols and reports. Bland–Altman plots and descriptive statistics were used to investigate the agreement of randomisation and attrition rates between the full and external pilot trials. Results: Of 561 reports, 41 were randomised controlled trials with pilot trials and 16 met criteria for a pilot trial with sufficient data. Mean attrition and randomisation rates were 21.1% and 50.4%, respectively, in the pilot trials and 16.8% and 65.2% in the main. There was minimal bias in the pilot trial when predicting the main trial attrition and randomisation rate. However, the variation was large: the mean difference in the attrition rate between the pilot and main trial was −4.4% with limits of agreement of −37.1% to 28.2%. Limits of agreement for randomisation rates were −47.8% to 77.5%. Conclusion: Results from external pilot trials to estimate randomisation and attrition rates should be used with caution as comparison of the difference in the rates between pilots and their associated full trial demonstrates high variability. We suggest using internal pilot trials wherever appropriate.

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