Trends in dental school faculty: An analysis of the results of the 2021‒2022 ADEA Dental School Faculty Demographic Census and 2018‒2019 ADEA Survey of Dental School Faculty.

PURPOSE/OBJECTIVES: Each year, American Dental Education Association (ADEA) collects data on U.S. dental school faculty demographics, compensation, and vacant and lost positions. One of the purposes of the reports associated with this project is to provide information to U.S. dental schools on national trends on dental school faculty. This report examines the landscape of faculty workforce at U.S.-accredited dental schools in 2021‒2022 and changes relative to the 2018‒2019 academic year. The information contained within this report includes faculty position information, new and separated faculty, open or vacant faculty positions, lost faculty positions, and faculty demographics. METHODS: The report analyzes data from the 2018‒2019 ADEA Survey of Dental School Faculty (representing an estimated 91% of the full-time and part-time faculty) and 2021‒2022 ADEA Dental School Faculty Salary and Demographic Census (an estimated 84% of the faculty). RESULTS: The analysis revealed that more than half of dental school faculty was in the south and northeast in 2021‒2022. Among responding schools, 85% of the faculty concentrated on teaching, research, and training in 2021‒2022, a proportion similar with 2018‒2019. One in five faculty was tenured or on tenure track, similar with 2018‒2019. More than three-quarters of full-time and part-time faculty were clinical faculty in 2021‒2022. There was a 62% increase in open faculty positions between 2018‒2019 and 2021‒2022. Women accounted for four in 10 faculty members in 2021‒2022-more than 3 years before. The median age of dental school faculty declined from 56 to 54 years old between 2019 and 2022. CONCLUSIONS: This study found that dental school faculty was increasingly younger, with more women members and more open positions in 2021‒2022 than in 2018‒2019.

Perceptions of the dental education-wide climate: Analysis of the 2022 ADEA climate study focus groups.

OBJECTIVE: Climate assessments in higher and postsecondary education institutions are essential in landscaping inclusiveness and belonging for students, faculty, and staff. Although some climate assessments in dental education have been conducted either as part of their own campus or parent university climate assessment, a dental education-wide climate study has not been conducted across dental schools and allied dental education programs in the United States and Canada. METHODS: As integral part of the 2022 ADEA Climate Survey in Dental Education, focus groups were conducted from March to April 2022 to ascertain the perceptions of students, faculty, and staff in dental education. A phenomenological study on 85 focus group participants comprised of students, faculty, and staff at U.S. and Canadian dental schools and allied dental education programs was conducted. Thematic analyses were structured on four overarching categories: (1) belonging, (2). bias, (3) challenges and barriers, and (4) future recommendations. RESULTS: Several themes emerged across all groups. The lack of inclusion and belonging on campuses, deficit of faculty of color, microaggressions and differential treatment of students of color, and the need to enhance recruitment of diverse students and faculty of color were among themes identified. Exclusive to U.S. allied dental education programs, exposure to unique community and clinical opportunities for students was identified as an important theme to enhance diversity, equity, inclusion, and belonging (DEIB). CONCLUSION: The first-ever dental education-wide climate study exposes the need to undertake this initiative in academic dentistry. The ongoing challenges unveiled in this study offer an opportunity to identify solutions that are meaningful, inclusive, impactful, and that foster humanistic learning environments for students, faculty, and staff in dental education.

Dentists of tomorrow 2023: An analysis of the results of the ADEA 2023 survey of U.S. Dental School Seniors.

PURPOSE/OBJECTIVES: This study examines the journey of U.S. dental schools' predoctoral senior class of 2023, from the influences on and their motivations to pursue careers in dentistry, the aspects of their dental school experiences, plans upon graduation, and the investment in their careers. METHODS: This study is an analysis of the results of the American Dental Education Association (ADEA) survey of Dental School Seniors, 2023 Graduating Class. Forty-eight percent of senior students from 65 accredited U.S. dental schools in the 2022-2023 academic year responded to the ADEA survey. Whenever feasible, the class of 2023 survey respondents' answers were compared with those of their 2018 counterparts and with the responses of 2023 predoctoral senior students of historically underrepresented race and ethnicity (HURE) groups. RESULTS: The analysis revealed that 47% of the 2023 respondents decided to become a dentist before going to undergraduate college, more than the proportion of their 2018 colleagues (44%). When it comes to preparedness to practice dentistry, the responses indicated a high level of readiness to go into the profession. Ninety percent of respondents agreed and strongly agreed with the preparedness to practice statements indicated in the 2023 ADEA survey. Between 2018 and 2023, the share of survey respondents who planned to join a private practice immediately after graduation increased from 48% to 53%. More than one-third (34%) of the 2023 respondents and 40% of HURE participants who planned to go into private practice immediately upon graduation intended to join a dental service organization (DSO). When accounting for inflation, the average education debt for students graduating with debt who responded to ADEA 2023 survey was 12% lower than what the 2018 respondents reported. CONCLUSIONS: This study finds that some preferences changed between the 2018 and 2023 cohorts, the latter being more likely to decide to go to dental school before college and join a DSO private practice upon graduation. Senior students responding to the ADEA 2023 survey stated a high level of preparedness to practice dentistry.

Men of color in the health professions: Proceedings from the 2022 ADEA Men of Color in the Health Professions Summit.

The purpose of the American Dental Education Association (ADEA) Men of Color in the Health Professions Summit, held in August 2022 at ADEA's headquarters in Washington, DC, was to gather key thought leaders across a myriad of health professions and healthcare organizations and schools to cultivate intentional cross-disciplinary efforts in championing the need to address the low number of men of color entering not only dental, but also medicine, pharmacy, and health-related research careers. A pivotal follow-up step from the inaugural ADEA President's Symposium on Men of Color in the Health Professions at the March 2022 ADEA Annual Session & Exhibition in Philadelphia, the summit brought together academic health professions leaders, government agencies, health professions associations, and other key stakeholders to develop an action plan to support men of color entering the health professions. Moving the needle forward and increasing opportunities for underrepresented men of color in the health professions requires all academic health professions to work together. Highlights of the Summit included a keynote presentation by David Satcher, MD, PhD, the 16th Surgeon General of the United States; workgroup consensus statement development; health career pathways program presentations; strategic forecasting regarding challenges and opportunities in developing a coalition of health professions organizations to support men of color in the health professions; and frameworks for exploring coalition building.

Dentists of tomorrow 2022: An analysis of the results of the ADEA 2022 Survey of U.S. Dental School Seniors.

PURPOSE/OBJECTIVES: This study examines the journey of US dental schools' predoctoral senior class of 2022, from the influences on and their motivations to pursue careers in dentistry, the aspects of their dental school experiences, plans upon graduation, and the investment in their careers. METHODS: The study is an analysis of the results of the American Dental Education Association (ADEA) Survey of Dental School Seniors, 2022 Graduating Class. Each year, ADEA surveys senior predoctoral students from the accredited US dental schools. Whenever feasible, the answers of the survey respondents from the 2022 class were compared with their 2017 counterparts and with the responses of 2022 predoctoral senior students of historically underrepresented race and ethnicity groups. RESULTS: The analysis revealed that 47% of the 2022 respondents decided to become a dentist before going to undergraduate college, more than the proportion of their 2017 colleagues (44%). When it comes to preparedness to practice dentistry, the responses indicated a high level of readiness to go into the profession. Nineteen percent of survey participants reported that the COVID-19 pandemic affected their professional plans immediately after graduation. Between 2017 and 2022, the share of survey respondents who planned to join a private practice immediately after graduation increased from 48% to 53%. Almost a third of the 2022 respondents who planned to go into private practice immediately upon graduation intended to join a dental service organization. When accounting for inflation, the average education debt for students graduating with debt who responded to ADEA 2022 survey was 11% lower from what the 2017 respondents reported. CONCLUSIONS: This study finds that some preferences changed from the 2017 cohort to the 2022 cohort toward deciding to go to dental school before college and joining a private practice upon graduation. Senior students responding to the ADEA survey in 2022 stated a high level of preparedness to practice dentistry. US dental schools pursued consistently their mission to educate, train, and graduate oral health professionals fully prepared to go into the profession.

Men of color in the health professions: Proceedings from the 2022 ADEA President's symposium.

The purpose of the American Dental Education Association (ADEA) President's Symposium on men of color in the health professions, hosted at the 2022 ADEA Annual Session and Exhibition, was to draw attention to the need to address the low numbers of men of color not only entering dental education but also across medicine and health-related research careers and to identify strategies for change. Stakeholders in health professions education shared their professional insights and best practices. Highlights of the Symposium included discussions of funding for pathway programs, leveraging data-driven metrics through strategic partnerships, mentorship, and accountability among dental schools, medical schools, and health science research organizations.

A profile of dental school deans, 2021.

OBJECTIVE: In 2021, US dental school deans were surveyed to update and expand ADEA deans' profiles developed in 2002 and 2014. METHODS: The American Dental Education Association (ADEA) and the Academy for Advancing Leadership (AAL) collaborated on an updated version of the 2014 dental deans' profile survey. On July 1, 2021, the research project was approved as exempt from IRB oversight. The survey was distributed in electronic format on July 31, 2021, to the deans of the 70 US dental schools, including 3 schools that had not yet held their first year of classes. A total of 60 responses were considered. RESULTS: Administration/management activities continue to consume deans' time the most, followed by fundraising. Managing personnel issues and financial/budget issues, including fundraising, represent the top aspects of the position deans must master and the greatest challenges they face and expect to face for the next 5 years. Deans found these same issues the most surprising aspects of their position, reporting a low level of preparedness to meet those challenges. Most deans advocated for additional leadership programs to supplement the current training received through ADEA and AAL. CONCLUSION: In recent years, gradual changes have occurred in the dental deans' profile, with more women and underrepresented groups assuming this leadership role and the average and median ages of deans increasing. Substantial turnover occurred among deans in recent years; when the 2014 survey was conducted, one respondent was an interim/acting dean. By comparison, seven reported their deanship status as interim/acting in 2021.

Anti-racism structures in academic dentistry: Supporting underrepresented racially/ethnically diverse faculty.

OBJECTIVES: The purpose of this paper is to describe the racialized barriers to recruiting and retaining historically underrepresented racially/ethnically diverse (HURE) faculty at U.S. dental schools and the linkages of these barriers to structural racism to assist dental schools in eliminating these hurdles through an antiracism framework. METHODS: Data is used to describe the trends in the racial/ethnic composition of dental school faculty and the parity gaps by race/ethnicity between dentists and the U.S. POPULATION: Literature on the recruitment and retention of faculty of color at higher education institutions is reviewed to identify challenges and best practices. Barriers to the full participation of HURE faculty, outlined in the American Dental Education Association's Faculty Diversity Toolkit, are also identified. Research on antiracism frameworks is also investigated to denote their uses and key components. RESULTS: There is a critical shortage of HURE faculty at dental schools and active HURE dentists in the U.S. A history of racism and its legacy reinforce biases, stereotypes, and power structures that harm HURE faculty at U.S. dental schools. An anti-racism framework is needed to holistically eliminate inequities and racialized policies and practices that persists as barriers for HURE faculty. CONCLUSIONS: Increasing the representation of HURE dentists in the workforce and dental school faculty requires a major disruption to culture and institutional practices that mask centuries of structural racism embedded within complex academic systems. Dental schools must use antiracism models to create strategic initiatives that support a humanistic, equitable, and antiracism environment where HURE faculty can thrive.

Dentists of tomorrow 2020: An analysis of the results of the 2020 ADEA Survey of U.S. Dental School Seniors.

PURPOSE/OBJECTIVES: This study examines the journey of U.S. dental schools' predoctoral senior class of 2020, from the influences on and their motivations to pursue careers in dentistry, aspects of their dental school experiences, to plans upon graduation and the investment in their careers. METHODS: The study is an analysis of the results of the ADEA Survey of Dental School Seniors, 2020 Graduating Class. Each year, ADEA surveys senior predoctoral students from the accredited U.S. dental schools. Whenever feasible, the answers of the survey respondents from the 2020 class were compared with their 2015 counterparts. RESULTS: The analysis revealed that 46% of the 2020 respondents decided to become a dentist before going to undergraduate college, more than the proportion of those deciding while in college (42%). When it comes to preparedness to practice dentistry, the responses indicated a high level of readiness to go into the profession. Seventy-seven percent of survey participants reported the COVID-19 pandemic did not affect their plans after graduation. Between 2015 and 2020, the share of survey respondents who planned to go into advanced dental education immediately after graduation increased from 35% to 40%. Almost a third of the 2020 respondents who planned to go into private practice immediately upon graduation intended to join a Dental Service Organization (DSO). Grants and scholarships represented a higher share of the average funding for dental education for the 2020 respondents than five years ago. The share of respondents expecting to graduate without any loans to finance their dental degrees and predental education (educational debt) increased significantly, from 12% in 2015 to 17% in 2020. CONCLUSION(S): This research shows that during these uncertain times, U.S. dental schools continued their mission to train and graduate oral health professionals fully prepared to go into the profession.

Knowledge, attitudes, practices, and training needs of Kentucky dentists regarding violence against women.

Dentists may be the first (and perhaps the only) health care professionals to treat patients who have experienced oral facial trauma resulting from domestic violence. Dentists are likely to see the signs of abuse while performing an oral examination and they often develop relationships with patients that could allow them to detect subtle changes in patients that may indicate signs of domestic violence. This study sought to assess the knowledge, attitudes, practices, and training needs of Kentucky dentists regarding domestic violence against women (VAW). A written survey was sent to a population of 1,892 eligible licensed dentists in Kentucky; 790 (42%) were returned. Ninety percent of the respondents were general dentists and the distribution by practice location was almost equal among urban, suburban, and rural dentists. Only 7.0% of respondents reported having any training in the prevention of VAW. When asked "... are you legally required to report suspected cases of VAW to the appropriate authorities, regardless of the patient's wishes?", 42% answered "no." An overwhelming majority (82%) indicated that they would like more training and information regarding VAW identification and management. Based on analysis of the data, Kentucky dentists would benefit from and be interested in additional education opportunities concerning recognizing, referring, and managing patients who may be the victim of domestic violence.

Which Way to Lean? A National Study of Women Dental Faculty Members' Career Aspirations and Choices.

The aim of this first national study of women in academic dentistry was to explore factors and perceived barriers for why administrative/leadership positions were or were not sought via data collected from full-time women dental faculty members in the U.S. In fall 2015, the researchers conducted a survey that employed a combination of response formats: forced choice from a menu, multiple allowable answers, and open-ended written comments. The overall response rate for the survey was 35.6% (537/1504). Respondents were from 48 of the 65 U.S. dental schools. Half of the respondents indicated their primary appointment was in clinical sciences, 22.9% were in administration, 7.3% in research, 7.1% in basic science, and 2.5% in behavioral science. While a quarter of the respondents indicated administration as their primary appointment, over half reported holding administrative positions, and nearly all (92.4%) reported currently holding leadership roles at their institutions. For those not currently in administrative/leadership roles, 52.6% indicated a desire for an administrative role and 70.7% a leadership role. Of those in administrative/leadership roles, 62.1% indicated not receiving extra remuneration for those responsibilities. Half of the respondents perceived that they were paid less in their current position than men doing the same work. The most dominant theme emerging from qualitative analysis of barriers the respondents experienced was the difficulty women in dental education have in a traditionally male-dominated profession. The results confirmed that women faculty members are "leaning in" to seek administrative/leadership roles in academic dentistry. However, pay equity remains an issue, and faculty development and mentoring are needed for the advancement of academic dentistry and ultimately the dental profession.

Did we push dental ceramics too far? A brief history of ceramic dental implants.

Humankind has developed and used ceramics throughout history. It currently has widespread industrial applications. Dental ceramics are used for fabricating highly esthetic prosthetic denture teeth, crowns, and inlays. However, ceramic's biocompatibility and compressive strength are offset by its hardness and brittleness. Nonetheless, a single crystal sapphire aluminum oxide endosseous implant was developed in 1972 as an alternative to metal. It was more esthetic than its metallic counterparts and was eventually produced in a variety of shapes and sizes. Clinical studies demonstrated its excellent soft and hard tissue biocompatibility, yet the range of problems included fractures during surgery, fractures after loading, mobility, infection, pain, bone loss, and lack of osseointegration. Ultimately, single crystal sapphire implants fell into irredeemable disfavor because of its poor impact strength, and dentists and surgeons eventually turned to other implant materials. However, bioactive ceramic coatings on metal implants have kept ceramics as a key component in dental implantology.

PMMA: an essential material in medicine and dentistry.

The first use of polymethyl methacrylate (PMMA) as a dental device was for the fabrication of complete denture bases. Its qualities of biocompatibility, reliability, relative ease of manipulation, and low toxicity were soon seized upon and incorporated by many different medical specialties. PMMA has been used for (a) bone cements; (b) contact and intraocular lens; (c) screw fixation in bone; (d) filler for bone cavities and skull defects; and (e) vertebrae stabilization in osteoporotic patients. The many uses of PMMA in the field of medicine will be the focus of this review, with particular attention paid to assessing its physical properties, advantages, disadvantages, and complications. Although numerous new alloplastic materials show promise, the versatility and reliability of PMMA cause it to remain a popular and frequently used material.

Phase 1 of a comprehensive course review process: program innovation.

A systematic college-wide course review process can serve as an effective and efficient vehicle for both curricular management and faculty development. The purpose of this paper is to describe Phase I of an evolving course review process at the University of Kentucky College of Dentistry (UKCD). Phase 1 was designed to provide the foundation necessary to ultimately achieve an overall program of continuous evaluation that will produce sustainable curricular improvement and faculty renewal. The course review process includes elements of self-assessment and collaborative peer review. Elements of the current system include emphasis on both the curriculum as a whole and individual course characteristics. It encourages faculty to view their courses as part of the whole and to develop sensitivity to the impact their courses have on other parts of the curriculum. Equally important are the elements that focus on individual course elements and educational methodologies used.