Between 1990 and 2016, there were significant trends toward underrepresentation of Hispanic males, Hispanic females, and Black females at the associate and full professor levels (Laryngoscope. 2021. doi:10.1002/lary.28958). “Overall, while representation is increasing, it will take time for the demographics of the otolaryngology workforce to reflect the U.S. population,” Dr. Watkins said.
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November 2023Regarding diversity in leadership, Dr. Flanary has seen some organizations become much more diverse. In the past decade, some otolaryngology organizations have elected their first Black presidents, board members, and other representatives. There has only been a small increase in the number of diversified otolaryngology department chairs, however, and residency DEI numbers have been stagnant.
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In order for DEI initiatives to be widely adopted, it’s necessary to study the dissemination and implementation of current initiatives, their effectiveness, and their cultural adaptability (Dissemination and Implementation Research in Health: Translating Science to Practice. 2017. Oxford University Press). “Consistent efforts to create equitable policies and systems that combat our country’s predilection toward systemic racism is a significant factor in the overall effectiveness of DEI initiatives,” Dr. Watkins said.
Allyship can play a critical role in advancing DEI initiatives in medical education, complementing and enhancing mentoring, coaching, and sponsorship efforts, Dr. Brenner added. Allies advocate and work for the inclusion of historically marginalized or underrepresented individuals to overcome inequities. Allies can also help lift others by promoting a sense of belonging within groups and programs or speaking up for patients, students, and colleagues. Allyship in otolaryngology entails confronting unconscious biases, promoting open dialogue, engaging in self-reflection, and assessing and changing policies that perpetuate underrepresentation in residency and fellowship programs.
When looking to promote DEI, Dr. Flagg says, seeing is believing. “When applicants physically see other women or other people of color in the positions they want to attain, they go after it [themselves]. This idea is simple but powerful—diversity begets more diversity.
“If residency programs intentionally seek highly qualified women or underrepresented minority applicants, they’ll probably accept some,” Dr. Flagg continues. “And once a critical mass of minority individuals is reached in a program, diversity will continue naturally because that program will be attractive to more [diverse] applicants.”
None of this is a theoretical excercise: By the year 2060, Black, indigenous, and people of color are expected to comprise most of the U.S. population (Demographic Turning Points for the United States: Population Projections for 2020 to 2060. Vol. P25-1144. U.S. Census Bureau).