To investigate whether the process of conferring academic rank or components of the promotion packet contribute to the lack of parity in academic advancement for women and individuals underrepresented in medicine (URMs). We retrospectively reviewed prospective promotion applications to the position of associate professor or professor at Mayo Clinic from January 2, 2015, through July 1, 2019. Individuals with doctorate degrees who applied for either rank were included in the study. Data collected included demographic characteristics, curriculum vitae at time of application, committee score sheets, and deferral and approval decisions. Deferral rates for women compared with men and for URMs compared with non-URMs was the primary outcome. Of 462 people who applied for associate professor, 10% (n=46) were deferred. Those promoted had worked longer at Mayo Clinic (median, 6 years vs 2 years; =.01), had more mentees (median, 6 vs 4; =.02), authored more publications (median [interquartile range (IQR)], 39 [32-52] vs 30 [24-35]; <.001), and were more likely to be on a National Institutes of Health or institutional grant (<.05). Of the 320 people who applied for professor, 8.8% (n=28) were deferred. Those promoted had authored more publications (median [IQR], 77 [60-99] vs 56 [44-66]; <.001) and were less likely to hold an elected office to a professional society (22.6% vs 39.3%; =.05). There was no significant association between deferral status and sex (>.4) or race/ethnicity (>.9) for either rank. The process for academic advancement for professorships does not contribute to the gap in promotion rates for women and URMs.

中文翻译：

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医学学术推广：公平性评估

调查授予学术排名的过程或晋升包的组成部分是否导致女性和医学领域代表性不足的个人 (URM) 学术进步缺乏平等。我们回顾性审查了 2015 年 1 月 2 日至 2019 年 7 月 1 日期间梅奥诊所副教授或教授职位的预期晋升申请。研究中包括了申请任一级别的拥有博士学位的个人。收集的数据包括人口特征、申请时的简历、委员会评分表以及延期和批准决定。主要结果是女性与男性的延期率以及 URM 与非 URM 的延期率。在 462 名申请副教授的人中，有 10%（n=46）被推迟。那些晋升的人在 Mayo Clinic 工作的时间更长（中位数，6 年 vs 2 年；=.01），有更多的学员（中位数，6 vs 4；=.02），发表了更多出版物（中位数 [四分位距 (IQR)]， 39 [32-52] vs 30 [24-35]；<.001），并且更有可能获得国立卫生研究院或机构资助（<.05）。在 320 名申请教授职位的人中，8.8%（n=28）被推迟。晋升者发表了更多出版物（中位数 [IQR]，77 [60-99] vs 56 [44-66]；<.001），并且不太可能担任专业协会的民选职位（22.6% vs 39.3%； =.05）。对于任一排名，延迟状态与性别 (>.4) 或种族/民族 (>.9) 之间均没有显着关联。教授职位的学术晋升过程不会造成女性和 URM 晋升率的差距。