Do Integrated Plastic Surgery Residency Program Websites and Instagram Accounts Address Diversity, Equity, and Inclusion?

Aug 11
3 min read

From 1Vanderbilt University School of Medicine; and the 2Department of Plastic Surgery and 3Biomedical Informatics

and Center for Biomedical Ethics and Society, Vanderbilt University Medical Center. Received for publication March 29, 2022; accepted

DOI: 10.1097/PRS.0000000000010302

Research Paper

Why It Matters

According to the American Society of Plastic Surgeons (ASPS), people of color account for over one-third of cosmetic procedures and breast reductions after burns in 2020 [2]. Still, patients from marginalized backgrounds, including people of color, face interpersonal and structural discrimination that contributes to health disparities and outcomes [3].

Diversity, equity, and inclusion (DEI) efforts not only serves to increase patient-doctor concordance, which is an important measure of trust, but keep attract and keep talented people who deliver high-quality care. For plastic surgery applicants, integrated residency program websites and Instagram accounts can show what a program values and if the program would be a “good fit.”

The lack of diversity creates a "minority tax," where the few minority doctors face extra pressure and stress to lead DEI efforts. This makes the field less appealing to new diverse applicants, worsening the problem.

Methods: What Researchers Did

In 2021, Researchers checked 82 plastic surgery programs' websites and Instagram in 2021 for DEI content. On websites, they looked for 6 DEI elements like statements, special DEI pages, and support for minority applicants. On Instagram, they looked for posts about women, racial/ethnic minorities, and LGBTQ+ people.

Results: What Researchers Found

Websites: DEI Elements:

About half (48%) of program websites had at least one DEI item, but only 10 (12.2%) had three or more. The most common was a link to a university DEI page (22%). Some mentioned gender-affirming surgery training (19.5%) or support for minority applicants (14.6%). Only 6.1% had their own specific DEI webpage.

Instagram: DEI Posts:

Most programs (91.4%) had Instagram accounts, and 69.3% had diversity posts. Posts about women were most common (65.3%), followed by racial/ethnic minorities (40%), and LGBTQ+ people (33.3%).

Comparing Websites and Instagram DEI Content

Programs posted more about DEI on Instagram (69.3%) than on their websites (48%). This, plus few program-specific DEI webpages (6.1%), suggests programs might focus more on online appearance. DEI efforts didn't vary by region or program director's background, showing a common problem across the field.

What the Data Means: Problems and Chances to Improve

The study shows a gap between DEI's importance and its online visibility. Applicants rely heavily on online information for recruitment.

Instagram posts without website support can seem superficial. Limited online content creates barriers for diverse applicants, worsening the diversity crisis. Without clear DEI info, minority and LGBTQ+ applicants might not feel a program is a "good fit," discouraging them.

Not showing real DEI online hurts efforts to fix health unfairness. A diverse workforce is vital for good care, especially in areas like gender-affirming surgery. If programs don't attract diverse surgeons, they can't provide sensitive care to all patients, worsening health disparities.

What’s Next?

Conclusion

Plastic surgery residency programs should show their commitment to diversity, equity, and inclusion on their websites and social media. More and better DEI content on websites and social media will help programs attract diverse talent and provide high-quality, culturally sensitive care.

References:

2. American Society of Plastic Surgeons. 2020 Plastic surgery statistics report. Available at: https://www.plasticsurgery.org/news/plastic-surgery-statistics

3. Malat J, Hamilton MA. Preference for same-race health care

providers and perceptions of interpersonal discrimination in health care. J Health Soc Behav. 2006;47:173–187.