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• W4294142711 abstract "Disparities in eye care access and use in the United States are well described and demonstrated to result in adverse vision outcomes. The rates of vision impairment are projected to double by 2050, disproportionately affecting the fast-growing non-White populations.1Varma R. Vajaranant T.S. Burkemper B. et al.Visual impairment and blindness in adults in the United States: demographic and geographic variations from 2015 to 2050.JAMA Ophthalmol. 2016; 134: 802-809Crossref PubMed Scopus (187) Google Scholar At the same time, the eye care workforce is less diverse with respect to gender and race/ethnicity when compared with graduating US medical students, the general US population, and many other medical specialties. Research has shown that diversity in health care teams and patient–physician racial/ethnic and language concordance improves patient satisfaction and outcomes. Physicians from underrepresented minority (URM) backgrounds are more likely to care for underserved populations. Thus, increasing workforce diversity in ophthalmology is critical for improving access and providing effective and equitable care for all our patients.Currently, large gender disparities exist in the workforce, with the percentage of female practicing ophthalmologists and residency applicants lagging behind men.2Xierali I.M. Nivet M.A. Wilson M.R. Current and future status of diversity in ophthalmologist workforce.JAMA Ophthalmol. 2016; 134: 1016-1023Crossref PubMed Scopus (56) Google Scholar,3Aguwa U.T. Srikumaran D. Green L.K. et al.Analysis of sex diversity trends among ophthalmology match applicants, residents, and clinical faculty.JAMA Ophthalmol. 2021; 139: 1184-1190Crossref PubMed Scopus (4) Google Scholar There are also striking differences in income and opportunity afforded to female ophthalmologists, with women earning less than men and being significantly underrepresented in academic leadership.4Dotan G. Qureshi H.M. Gaton D.D. Chairs of United States Academic Ophthalmology Departments: a descriptive analysis and trends.Am J Ophthalmol. 2018; 196: 26-33Abstract Full Text Full Text PDF PubMed Scopus (20) Google Scholar With regard to racial and ethnic diversity, ophthalmology has the third lowest representation of academic faculty when compared with 17 other clinical specialties.5Fairless E.A. Nwanyanwu K.H. Forster S.H. Teng C.C. Ophthalmology departments remain among the least diverse clinical departments at United States medical schools.Ophthalmology. 2021; 128: 1129-1134Abstract Full Text Full Text PDF PubMed Scopus (16) Google Scholar Despite the fact that URMs represent 32% of the US population and 22% of US medical students, they make up only 6% of the ophthalmology workforce.2Xierali I.M. Nivet M.A. Wilson M.R. Current and future status of diversity in ophthalmologist workforce.JAMA Ophthalmol. 2016; 134: 1016-1023Crossref PubMed Scopus (56) Google Scholar,62021 All Schools Summary Report. Medical School Graduation Questionnaire.https://www.aamc.org/media/55736/downloadDate: 2021Date accessed: December 10, 2021Google Scholar Underrepresented minority faculty across medicine are less likely to publish, be promoted, report job satisfaction, and stay in academia. Although data from the Association of American Medical Colleges (AAMC) Medical School Graduation Questionnaire in 2021 demonstrate that 9.3% of U.S. medical students identify as lesbian, gay, or bisexual and 8.3% of graduating students report having a disability,62021 All Schools Summary Report. Medical School Graduation Questionnaire.https://www.aamc.org/media/55736/downloadDate: 2021Date accessed: December 10, 2021Google Scholar information on the representation of these groups within the ophthalmology workforce is lacking. Data from the AAMC show that 75% of medical school matriculants come from higher-income families, but data on how socioeconomic status affect the decision to pursue a career in ophthalmology or successfully match are lacking. Likewise, the optometry workforce is lacking in diversity, with only 7.7% of current practicing optometrists being URM and 46.1% women.7Data USA: Optometrists.https://datausa.io/profile/soc/optometrists#demographicsDate accessed: November 4, 2021Google ScholarExamples of innovative pipeline programs to increase the proportion of URM within ophthalmology include the Rabb-Venable Excellence in Ophthalmology Research Program, which has been hosted annually by the National Medical Association since 2000 with funding from the National Eye Institute and industry, and the Minority Ophthalmology Mentoring program, organized by the American Academy of Ophthalmology and the Association of University Professors of Ophthalmology. Both programs connect URM students with career mentors, provide exposure to ophthalmology, and promote networking and research opportunities. Other organizations that provide faculty development for women and URMs include the AAMC, Women in Ophthalmology, National Medical Association, and National Eye Institute.Support and expansion of pipeline and faculty development programs for underrepresented and disadvantaged groups are essential to achieve a diverse workforce. Exposure to STEM (Science, Technology, Engineering, and Mathematics) programs in elementary and middle schools and early exposure to ophthalmology will help increase the pipeline. Once committed to ophthalmology, mentorship programs like Rabb-Venable and Minority Ophthalmology Mentoring will help students successfully match. Residency program leadership should require unconscious bias training of all selection committee members and promote holistic screening of applicants to help eliminate implicit biases and improve diversity of trainees. The leadership in academic departments, including chairs, program directors, and selection committee members, and ophthalmology organizations should be diverse and inclusive. Likewise, diversity of speakers and invited lecturers should be reflected on the podium of national meetings. Additional data collection to fill the gaps to better understand that disparities in our lesbian, gay, bisexual, transgender, queer, and disabled populations, and the effect of socioeconomic status on our field is warranted. We must continue to use data to monitor our successes and highlight areas for improvement.A workforce that better represents the growing diversity of the US population is a critical step in reducing disparities in ophthalmology. Increasing workforce diversity starts with us as individual ophthalmologists and leaders in ophthalmology by addressing our own biases and enacting change around us. Ultimately, a diverse workforce will help us provide the highest quality care to all our patients. Disparities in eye care access and use in the United States are well described and demonstrated to result in adverse vision outcomes. The rates of vision impairment are projected to double by 2050, disproportionately affecting the fast-growing non-White populations.1Varma R. Vajaranant T.S. Burkemper B. et al.Visual impairment and blindness in adults in the United States: demographic and geographic variations from 2015 to 2050.JAMA Ophthalmol. 2016; 134: 802-809Crossref PubMed Scopus (187) Google Scholar At the same time, the eye care workforce is less diverse with respect to gender and race/ethnicity when compared with graduating US medical students, the general US population, and many other medical specialties. Research has shown that diversity in health care teams and patient–physician racial/ethnic and language concordance improves patient satisfaction and outcomes. Physicians from underrepresented minority (URM) backgrounds are more likely to care for underserved populations. Thus, increasing workforce diversity in ophthalmology is critical for improving access and providing effective and equitable care for all our patients. Currently, large gender disparities exist in the workforce, with the percentage of female practicing ophthalmologists and residency applicants lagging behind men.2Xierali I.M. Nivet M.A. Wilson M.R. Current and future status of diversity in ophthalmologist workforce.JAMA Ophthalmol. 2016; 134: 1016-1023Crossref PubMed Scopus (56) Google Scholar,3Aguwa U.T. Srikumaran D. Green L.K. et al.Analysis of sex diversity trends among ophthalmology match applicants, residents, and clinical faculty.JAMA Ophthalmol. 2021; 139: 1184-1190Crossref PubMed Scopus (4) Google Scholar There are also striking differences in income and opportunity afforded to female ophthalmologists, with women earning less than men and being significantly underrepresented in academic leadership.4Dotan G. Qureshi H.M. Gaton D.D. Chairs of United States Academic Ophthalmology Departments: a descriptive analysis and trends.Am J Ophthalmol. 2018; 196: 26-33Abstract Full Text Full Text PDF PubMed Scopus (20) Google Scholar With regard to racial and ethnic diversity, ophthalmology has the third lowest representation of academic faculty when compared with 17 other clinical specialties.5Fairless E.A. Nwanyanwu K.H. Forster S.H. Teng C.C. Ophthalmology departments remain among the least diverse clinical departments at United States medical schools.Ophthalmology. 2021; 128: 1129-1134Abstract Full Text Full Text PDF PubMed Scopus (16) Google Scholar Despite the fact that URMs represent 32% of the US population and 22% of US medical students, they make up only 6% of the ophthalmology workforce.2Xierali I.M. Nivet M.A. Wilson M.R. Current and future status of diversity in ophthalmologist workforce.JAMA Ophthalmol. 2016; 134: 1016-1023Crossref PubMed Scopus (56) Google Scholar,62021 All Schools Summary Report. Medical School Graduation Questionnaire.https://www.aamc.org/media/55736/downloadDate: 2021Date accessed: December 10, 2021Google Scholar Underrepresented minority faculty across medicine are less likely to publish, be promoted, report job satisfaction, and stay in academia. Although data from the Association of American Medical Colleges (AAMC) Medical School Graduation Questionnaire in 2021 demonstrate that 9.3% of U.S. medical students identify as lesbian, gay, or bisexual and 8.3% of graduating students report having a disability,62021 All Schools Summary Report. Medical School Graduation Questionnaire.https://www.aamc.org/media/55736/downloadDate: 2021Date accessed: December 10, 2021Google Scholar information on the representation of these groups within the ophthalmology workforce is lacking. Data from the AAMC show that 75% of medical school matriculants come from higher-income families, but data on how socioeconomic status affect the decision to pursue a career in ophthalmology or successfully match are lacking. Likewise, the optometry workforce is lacking in diversity, with only 7.7% of current practicing optometrists being URM and 46.1% women.7Data USA: Optometrists.https://datausa.io/profile/soc/optometrists#demographicsDate accessed: November 4, 2021Google Scholar Examples of innovative pipeline programs to increase the proportion of URM within ophthalmology include the Rabb-Venable Excellence in Ophthalmology Research Program, which has been hosted annually by the National Medical Association since 2000 with funding from the National Eye Institute and industry, and the Minority Ophthalmology Mentoring program, organized by the American Academy of Ophthalmology and the Association of University Professors of Ophthalmology. Both programs connect URM students with career mentors, provide exposure to ophthalmology, and promote networking and research opportunities. Other organizations that provide faculty development for women and URMs include the AAMC, Women in Ophthalmology, National Medical Association, and National Eye Institute. Support and expansion of pipeline and faculty development programs for underrepresented and disadvantaged groups are essential to achieve a diverse workforce. Exposure to STEM (Science, Technology, Engineering, and Mathematics) programs in elementary and middle schools and early exposure to ophthalmology will help increase the pipeline. Once committed to ophthalmology, mentorship programs like Rabb-Venable and Minority Ophthalmology Mentoring will help students successfully match. Residency program leadership should require unconscious bias training of all selection committee members and promote holistic screening of applicants to help eliminate implicit biases and improve diversity of trainees. The leadership in academic departments, including chairs, program directors, and selection committee members, and ophthalmology organizations should be diverse and inclusive. Likewise, diversity of speakers and invited lecturers should be reflected on the podium of national meetings. Additional data collection to fill the gaps to better understand that disparities in our lesbian, gay, bisexual, transgender, queer, and disabled populations, and the effect of socioeconomic status on our field is warranted. We must continue to use data to monitor our successes and highlight areas for improvement. A workforce that better represents the growing diversity of the US population is a critical step in reducing disparities in ophthalmology. Increasing workforce diversity starts with us as individual ophthalmologists and leaders in ophthalmology by addressing our own biases and enacting change around us. Ultimately, a diverse workforce will help us provide the highest quality care to all our patients. Enhancing Diversity in the Ophthalmology WorkforceOphthalmologyVol. 129Issue 10PreviewHealth care teams are most effective at addressing complex problems and improving health outcomes for underserved populations when team members bring diverse life experiences and perspectives to the effort. With rates of visual impairment expected to increase in the United States by 2050, especially among minority populations, diversification of the ophthalmology workforce will be critical in reducing disparities in access to and quality of vision health care. Currently, ophthalmology is less diverse with respect to race, ethnicity, and gender than graduating medical classes and other medical specialties, as well as the general US population. Full-Text PDF" @default.
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