2019 HSC Section 2 - Practice Management

numbers of URM faculty, likely in part due to the rela- tively smaller pool of URM versus women in otolaryngol- ogy as far as candidates for recruitment. This highlights the importance of the pipeline effort to increase URM in academic otolaryngology. One of the limitations of the current study is the lack of a control group. Whereas overall departmental diversity increased from the period of 2004 to 2014, it is possible that the changes are not only due to the diver- sity initiatives but other changes in medicine, otolaryn- gology, or society at large. These women and underrepresented minority fac- ulty who were recruited as part of our departmental diversity efforts have been instrumental to the growth of the department, and their expertise has allowed the department to develop new clinical and research pro- grams. In addition, these women and URM faculty are instrumental in the department’s continues efforts; the literature demonstrates that these faculty are excellent resources for identifying strategies to continue improve- ment of diversity and inclusion. 3,19 Although the depart- ment has made significant gains with multifaceted diversity initiatives, it continues to seek opportunities to increase diversity and inclusion, recognizing that there are continued opportunities to improve the number of women and URM faculty—and to foster their professio- nal development in their institution and in the specialty of otolaryngology–head and neck surgery. CONCLUSION A comprehensive diversity and inclusion initiative has increased representation of women and URM faculty in an academic department of otolaryngology–head and neck surgery; however, opportunities exist for continued improvement of this effort. Acknowledgment Ethical approval: Johns Hopkins Institutional Review Board-approved study (IRB00051742).

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