Neuroradiology continues to show gender and racial disparities despite efforts to improve diversity, according to research published September 6 in Academic Radiology.
A team led by medical student Imran Bitar from Oakland University in Rochester, MI, found through national data that diversity within the specialty did not improve between 2013 and 2023, with men representing four out of five neuroradiology fellows.
“Enhancing diversity within neuroradiology will better reflect the patient population and is important in improving health equity,” the Bitar team wrote.
Previous reports suggest that diversity in radiology subspecialties has shown little to no improvement, including in interventional radiology and academic radiology. Leadership positions continue to be held mostly by men, with women accounting for 21% of all physician leaders.
Bitar and colleagues provided a decade-long analysis of gender, racial, and ethnic representation trends among neuroradiology fellows. The study focused on persistent disparities and suggested strategic interventions to promote diversity within the field. The researchers used data from the Accreditation Council for Graduate Medical Education (ACGME) Data Resource Book, focusing on data collected between 2013 and 2023.
The study included 2,697 neuroradiology fellows over 10 years. Of these, 78.2% were men while 20.8% were women, with 1% of fellows not reporting their gender. Racial distribution included the following: 50.4% white, 23.1% Asian, 4.6% Hispanic/Latino, and 2.7% Black/African American.
Data for each individual year also showed no significant improvements in diversity.
|
Comparison of diversity among neuroradiology fellows between study years |
|||
|
Fellow demographic |
2013-2014 |
2017-2018 |
2022-2023 |
|
Men |
191 |
214 |
227 |
|
Women |
68 |
55 |
66 |
|
White |
119 |
136 |
164 |
|
Asian |
55 |
54 |
68 |
|
Hispanic/Latino |
12 |
10 |
24 |
|
Black/African American |
3 |
6 |
6 |
To address the gender disparity, the team emphasized the need for proactive recruitment and retention strategies. These could be in the form of mentorship programs, increased visibility of female role models, and institutional support for work-life balance initiatives.
As for racial/ethnic disparities, the team wrote that this requires systemic changes. These include increased outreach efforts, structured mentorship programs, and institutional policies designed to foster a more inclusive workforce.
“Increasing representation requires a multifaceted approach, including structured mentorship programs, scholarships, implicit bias training, and enhanced recruitment efforts,” the study authors concluded.
Read the full study here.