Continued Discussion And Engagement Are Essential To How Otolaryngologists Are Championing DEI Initiatives In Medicine

Otolaryngologists strongly support diversity, equity, and inclusion (DEI) initiatives in medicine, with 59% of trainees and 86% of practicing otolaryngologists “favoring or strongly favoring” DEI initiatives. This is according to a poll taken at a DEI panel during the Triological Society’s Combined Sections Meeting held this year in Orlando, Fla., January 23-25. Moreover, responders to the poll used words like concerned, uncertain, disappointed, and scared to describe their reactions to the changing DEI landscape (on Instagram @georgetownoto_pediatric posted a link to the poll on February 4, 2025: https://www.instagram.com/georgetownoto_pediatric/p/DFp9Gi7xDdc/?img_index=1).

The panel, titled “Trials, Tribulations, and Triumphs in DEI,” also discussed opportunities for and challenges to implementing DEI initiatives in academia and industry. Despite challenges, which include legislative measures, pipeline disparities, misinformation, and misconceptions, DEI initiatives may have led to successes such as a more inclusive medical team and improved patient care. Ongoing discussion and engagement on DEI initiatives in medicine are key, however, particularly given the recent federal pushback.

“The anti-DEI campaign was predictable, as it follows Newton’s third law, which states that for every action there is an equal and opposite reaction,” said Earl Harley, MD, professor of otolaryngology and pediatrics and chief of pediatric otolaryngology at Georgetown University and Medstar Georgetown Hospital, both in Washington, D.C. “My goal in assembling the panel was to have diverse individuals in our specialty and those with leadership roles in our training programs.”

Panelist Gina D. Jefferson, MD, MPH, professor of otolaryngology–head and neck surgery at the University of Mississippi Medical Center in Jackson, where she also holds the position of chief of the division of head and neck oncologic and microvascular reconstructive surgery, was encouraged to see many engaged faculty and residents present for the panel discussion. “Even if the attendance was reluctant and obligatory in their minds, perhaps some important concept or discussion point was presented in a new, more meaningful way that may result in a change in attitude or even action,” Dr. Jefferson said.

The comprehensive nature of DEI work to maximize diverse representation throughout the medical field entails enacting initiatives to mentor, educate, and support the inclusion of all individuals for the opportunity to enjoy successful careers in otolaryngology–head and neck surgery. These diverse and qualified individuals are the future of our specialty who will see the vision of otolaryngologic health equity. — Gina D. Jefferson, MD, MPH

For panelist Sonya Malekzadeh, MD, residency program director, professor, and academic vice chair at the department of otolaryngology–head and neck surgery at MedStar Georgetown University Hospital and Georgetown University Medical Center, both in Washington, D.C., “The panel discussion was insightful and provided the audience with an exchange of ideas and strategies among experts in the field. Panelists shared personal experiences, highlighting both challenges and successes in implementing DEI initiatives. The discussion reinforced the importance of leadership commitment, resource allocation, and sustained efforts.”

The lack of diversity among medical school applicants, coupled with systemic biases in selection, creates a persistent gap in representation. Another significant hurdle is the under-representation of diverse faculty and staff, which limits mentorship opportunities and reinforces existing disparities. — Sonya Malekzadeh, MD

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