PM2105: Diversity, Equity, and Inclusion in Orthopaedics: Improvement Through Recruiting Diverse Orthopaedic Applicants

Background: Lack of diversity has been identified in orthopaedics. Diversity adds value to orthopaedics by improving representation of an increasingly heterogenous patient population and increasing diversity of thought, ultimately benefiting patient care. Lack of diversity is an urgent matter requiring attention at all levels, beginning with recruiting diverse orthopaedic applicants. The purpose of this study is to characterize demographics, qualifications, and achievements of successful orthopaedic applicants from the following diverse groups: underrepresented minorities (URM), female, LGBTQ+, and to highlight the role that diverse faculty, program directors/chairpersons, current residents, and mentors may play in development of applicant rank lists.

Methods: An anonymous electronic survey was distributed via a REDCap link to first year orthopaedic residents who successfully matched into orthopaedic surgery residencies for the 2021 application cycle. The survey was emailed to 201 orthopaedic surgery residency program directors and coordinators for distribution to first year residents. Survey questions inquire about respondent demographics and academic accomplishments, as well as the presence or absence of URM, female, or LGBTQ+ faculty, program directors/chairpersons, residents, and mentors and if this influenced formation of their rank lists. Partially completed responses were excluded.

Results: Thirty-four complete responses were analyzed (Table 1). Twenty-nine (85%) respondents identified as white, 4 (12%) Asian, and 2 (6%) other. Twenty (59%) identified as male, 12 (35%) female, and 2 (6%) non-binary. Thirty-two (94%) identified as heterosexual and 2 (6%) as queer. In the diverse cohort (URM, female, LGBTQ+), 11 (50%) respondents felt their rank lists were impacted by the presence or absence of diverse faculty, 6 (27%) by diverse program directors/chairpersons (27%), and 13 (59%) by diverse residents while only 4 (33%) of their counterparts felt their rank lists were influenced by diverse faculty, 3 (25%) by diverse residents, and none by diverse directors/chairpersons (Table 2). Of the diverse group, 18 (82%) report having at least one diverse mentor compared to 4 (33%) of their peers. Average Step 1 and Step 2 scores were 238 and 246 respectively for diverse applicants compared to 250 and 253 for their counterparts. Diverse applicants averaged a lower number of abstracts and publications with 8 compared to 18 for their counterparts.

Conclusion: Successful diverse orthopaedic residency applicants report that diverse faculty, program directors/chairpersons, and residents influenced formation of their rank lists, more so than their peers. Majority of diverse applicants also report having at least one diverse mentor, suggesting that they may seek diverse mentors to aid their journey to residency. Successful diverse applicants display competitive measures when compared to their peers; however, they average fewer abstracts and publications. Thus, it is important to provide research opportunities for diverse applicants and for programs to increase visibility of diverse orthopaedic physicians in these positions to aid recruitment of diverse orthopaedic candidates.