(0247) Race and Gender Representation Among Otolaryngology-Head and Neck Surgery Residency Programs

Introduction: The field of otolaryngology head and neck surgery (OHNS) has historically been deficient in the representation of racial and gender minorities. Our objectives are to assess the representation of racial minorities and female residents in OHNS residencies from 2018-2023 and compare data to other competitive surgical residency programs.

Methods: This is a database and literature review study. Data was obtained from the publicly available Accreditation Council Graduate Medical Education (ACGME) data resource book over the last 5 academic years, from 2018-2019 through 2022-2023. Data was also reviewed from the United States (US) Census Bureau and the Association of American Medical Colleges (AAMC) US Physician Workforce Data Dashboard and Medical School Applicants and Matriculant data.

Results: From 2018 to 2023, the number of OHNS residency programs increased from 122 to 131. In 2023, 4.1% of OHNS residents were Black/African American and 7.4% were Hispanic/Latino. Since 2018, there has been a 143% increase in Black/African American residents and a 97% increase in Hispanic/Latino residents. OHNS residencies had a greater percentage of Black/African American residents when compared to integrated plastic surgery (3.5%) and ophthalmology (4%) residencies. The number of female OHNS residents significantly increased in 2023 with 42.6% of residents being female, the highest ever historically with a 30% increase in female residents since 2018. The percentage of women residents in OHNS is higher when compared to orthopedic surgery (20.3%), neurosurgery (23.7%), and ophthalmology (40.2%).

Conclusions: Over the last 5 years OHNS residencies have made great strides in diversifying the field. The number of women residents increased 30% since 2018 and the number of Black/African American and Hispanic/Latino residents increased 143% and 97%, respectively. Though this is a positive shift in gender and racial representation, there is a need for increased mentorship and initiatives to continue increasing diversity within the field.