学术耳鼻咽喉科中的性别与感知种族多样性

文献信息

中文摘要

目的： 描述美国学术耳鼻咽喉科教师的性别和感知种族代表性，并评估其与学术职称、领导角色和研究生产力的关联。
方法： 这项横断面研究评估了美国133个经毕业后医学教育认证委员会认证的耳鼻咽喉科住院医师培训项目中拥有教授职称的教师。教师名单于2024年10月至2025年3月期间从项目网站收集，并补充以公开来源。变量包括感知性别、感知种族、学术职称、领导角色、执业年限、亚专科培训以及h指数。使用卡方检验和多变量有序logistic回归评估关联。由于人口统计学变量是根据公开信息而非自我认同分配的，感知种族仅按白人与非白人进行分析，并被解释为一个有限的、社会建构的变量。
结果： 在1697名教师中，69.1%为男性，68.8%被感知为白人。女性在小儿耳鼻咽喉科和喉科中占比更高，而男性在头颈外科、神经耳科和综合耳鼻咽喉科中占比更高（p < 0.001）。女性更可能担任助理教授，男性更可能担任教授（p < 0.001）。女性更常担任住院医师培训领导角色（9.7% vs. 5.6%；p = 0.002），而男性更常担任专科培训领导角色（8.4% vs. 5.3%；p = 0.028）和科室主任职位（5.0% vs. 2.7%；p = 0.026）。男性执业年限更长，h指数更高（均p < 0.001）。按感知种族划分，在学术职称、领导角色或研究生产力方面未观察到显著差异。在多变量分析中，执业年限和h指数独立预测更高的学术职称，而性别和感知种族则不能。
结论： 学术职称与执业年限和h指数的关联强于与性别或感知种族的关联。感知种族的研究结果应谨慎解读，因为二元的外部指定类别可能掩盖组内差异。
证据等级： 4。

英文摘要

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.
LEVEL OF EVIDENCE: 4.