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Promotion Disparities in Academic Urology.
Breyer, Benjamin N; Butler, Christi; Fang, Raymond; Meeks, William; Porten, Sima P; North, Amanda C; Anger, Jennifer T.
Afiliación
  • Breyer BN; Department of Urology, University of California - San Francisco, San Francisco, CA; Department of Biostatistics and Epidemiology, University of California - San Francisco, San Francisco, CA.
  • Butler C; Department of Urology, University of California - San Francisco, San Francisco, CA. Electronic address: christi.butler@ucsf.edu.
  • Fang R; American Urological Association, Department of Data Management & Statistical Analysis.
  • Meeks W; American Urological Association, Department of Data Management & Statistical Analysis.
  • Porten SP; Department of Urology, University of California - San Francisco, San Francisco, CA.
  • North AC; Department of Urology, Montefiore Medical Center, Bronx, NY.
  • Anger JT; Division of Urology, Cedars-Sinai Medical Center, Los Angeles, CA.
Urology ; 138: 16-23, 2020 04.
Article en En | MEDLINE | ID: mdl-31917291
OBJECTIVE: To better understand promotion timelines across gender and race/ethnicity and how academic output impacts promotion in urology. METHODS: We examined the 2017 census. An academic subset was asked questions regarding their promotion timeline. We obtained demographic, academic output, and family responsibility data. RESULTS: Of 2926 academic urologists who identified a position of Assistant, Associate, or Full professor, 11.2% were women, 75% were White, and 94% were non-Hispanic. Men authored more papers and achieved principal investigator status more often than women. Non-Hispanics authored more papers than Hispanics. On average, women took 1.2 years longer than men to advance from Assistant to Associate Professor (7.3 years [95% CI: 6.8-7.8] vs 6.1 years, [95% CI: 5.8-6.6, P <.001]). Advancement from Associate to Full Professor was similar between women and men (6.0 years [95% CI: 5.1-6.9] vs 6.6 [95% CI: 6.1-7.1, P = .25]). Compared to women, men were more likely to experience rapid promotion (≤4 years) to Associate Professor (odds ratio 3 [95% CI: 1.8-5.1]). There was no statistical difference across race/ethnicity for promotion from Assistant to Associate, Associate to Full Professor, or rapid promotion. CONCLUSION: We identified disparities in promotion times based on gender but not race and ethnicity. The number of under-represented minority faculty in urology is low. Understanding the causes of disparities should be a priority in order to support fair promotion practices and retention of diverse faculty.
Asunto(s)

Texto completo: 1 Colección: 01-internacional Banco de datos: MEDLINE Asunto principal: Urología / Movilidad Laboral / Docentes Médicos / Discriminación Social Tipo de estudio: Prognostic_studies Límite: Female / Humans / Male País/Región como asunto: America do norte Idioma: En Revista: Urology Año: 2020 Tipo del documento: Article

Texto completo: 1 Colección: 01-internacional Banco de datos: MEDLINE Asunto principal: Urología / Movilidad Laboral / Docentes Médicos / Discriminación Social Tipo de estudio: Prognostic_studies Límite: Female / Humans / Male País/Región como asunto: America do norte Idioma: En Revista: Urology Año: 2020 Tipo del documento: Article