Racial and Gender Disparities in Obstetrics and Gynecology Applicants and Professionals

Abstract

Background: Equity is a driving force in healthcare, with the goal of creating a diversified workforce, particularly for medically underserved populations. The aim of this study was to measure demographic shifts in the Obstetrics and Gynecology (Ob/Gyn) trainee and physician workforce, including attrition and promotion rates.

Methods: This study included Ob/Gyn residency applicants, matriculants, and early-career faculty recorded by the Association of American Colleges (AAMC) from 2005 to 2020. Gender, race, publications, faculty promotion/attrition rates were analyzed. The sup>2 test and two-sample t-test were used as appropriate. A P value < 0.05 was considered statistically significant, and Prism 9.0 (GraphPad Software Inc., CA, US) was used for analyses.

Results: By 2020, Ob/Gyn residency applicants were 20% male and 80% female, compared to 35% and 65% in 2005 (P < 0.001). By 2021, 66% of attendings, and 85% of residents were female, with an increase in White females of 8%, Black females 3%, and no increase in Hispanic and Asian females. Males declined across all races. White female faculty increased by 8%, while minority female faculty rose by 1-2%. Male faculty representation fell by 15%. Promotion rates were higher for White females (44%) than Black females (28%), with Black and Asian females leaving academia early than White and Hispanic females (44% vs. 38%). Male applicants published more than females (3.41 vs. 2.75, P < 0.001) but comprised only 20% of 2020 applicants. Asian males had the highest average publications (P = 0.001).

Conclusions: Over the last 20 years, Ob/Gyn applicants and faculty have seen large increases in White female faculty with minimal to no increase in minority and male representation. Understanding the reasons for this disparity will help promote more diverse representation in the field of Ob/Gyn.

J Clin Gynecol Obstet. 2024;13(3):75-82
doi: https://doi.org/10.14740/jcgo997