Matthew E. Lin MD, Diego E. Razura BS, Neil N. Luu MD, Alison J. Yu MD, Ian Kim PhD, Daniel I. Kwon MD, Tamara N. Chambers MD
First published: 06 October 2024
https://doi.org/10.1002/ohn.998
This article was presented at the AAO-HNSF 2024 Annual Meeting & OTO EXPO; September 28-October 1, 2024; Miami Beach, Florida.
Abstract
Objective
Elucidate the representation of Asian and Asian Americans in academic otolaryngology and the influence of race on promotion and leadership opportunities.
Study Design
Retrospective analysis of the Association of American Medical Colleges Faculty Administrative Management Online User System.
Setting
Full-time otolaryngology faculty from all US medical schools from 2020 to 2023.
Methods
Faculty demographics, tenure, and rank were collected. Descriptive statistics, Fischer’s exact test, Rank Equity Index (REI), and multivariable logistic and ordinal regressions were used to characterize our cohort and assess the impact of race on academic advancement and leadership, defined as promotion to tenure or full professorship.
Results
Asians comprised 20.53% of 9056 faculty over 4 years. Asians were most likely to hold tenure-eligible positions (n = 600, 30.74%) but were significantly less likely than non-Asians to be tenured (43.00% vs 48.65%, P = .015). Asians were slightly above parity in promotion from assistant to associate professor (REI = 1.09) but below parity in promotion from associate professor to professor (REI = 0.78). Relative to whites, Hispanics, and African Americans, Asians reported the lowest associate/professor and assistant/professor REIs. On multivariable regressions, Asian race was not associated with decreased odds of tenure-eligible positions but was associated with decreased odds of tenure (odds ratio [OR] = 0.77, 95% confidence interval [CI] = [0.64-0.93]) and rank promotion (OR = 0.82, 95% CI = [0.74-0.90]).
Conclusion
Despite strong overall representation in otolaryngology, Asians are less likely to receive promotion, tenure, or full professorship relative to other racial groups. Future efforts should emphasize equitable advancement opportunities to ensure a diverse otolaryngology leadership.
How the research used Namsor name classification API
Racial and ethnic identity was determined by using NamSor, an online onomastic
tool that accurately determines continent of origin based on names.
Related :
There is growing concern about the underrepresentation of Asians and Asian Americans in academic otolaryngology leadership, reflecting a broader issue in academic medicine. Despite a significant presence among medical students and practicing physicians, Asian Americans face systemic barriers when advancing to senior leadership roles.
Several factors contribute to this underrepresentation, including cultural challenges like differing communication styles and perceptions of assertiveness. Asian Americans, while often viewed as high achievers due to the “model minority” myth, are paradoxically seen as “not leadership material,” hindering their career progression. Additionally, institutional barriers and biases may limit opportunities for mentorship and advancement into leadership positions WCM Newsroom Insight into Diversity.
Efforts to address this issue include promoting diversity in leadership through mentorship programs and ensuring equitable access to leadership training and opportunities. Initiatives focusing on cultural competency and dismantling stereotypes are also recommended to foster a more inclusive academic environment WCM Newsroom AAMC.
Image credits : DALL-E illustration for the scientific paper titled “Understanding the Representation of Asians and Asian Americans Within Academic Otolaryngology Leadership.”
About NamSor
NamSor™ Applied Onomastics is a European vendor of sociolinguistics software (NamSor sorts names). NamSor mission is to help understand international flows of money, ideas and people. We proudly support Gender Gap Grader.