• Sandra Y Lin, Howard W Francis, Lloyd B Minor, and David W Eisele.
• Department of Otolaryngology-Head and Neck Surgery, Johns Hopkins, Baltimore, Maryland.
• Laryngoscope. 2016 Feb 1; 126 (2): 352-6.

Objectives/HypothesisTo describe a 10-year diversity initiative to increase the number of women and underrepresented minorities in an academic department of otolaryngology-head and neck surgery.Study DesignRetrospective review.MethodsA multifaceted approach was undertaken to recruit and retain women and underrepresented minority (URM) faculty: creation of a climate of diversity, aggressive recruitment, achievement of parity of salary at rank regardless of gender or minority status, provision of mentorship to women and URM faculty, and increasing the pipeline of qualified candidates. Primary outcomes measures included number of women and URM faculty, academic rank, and salary.ResultsFrom 2004 to 2014, the percentage of women clinical faculty increased from 5.8% to 23.7%; women basic science faculty increased from 11.1% to 37.5%. The number of women at associate professor rank increased from 0 to eight. During this period, underrepresented minority faculty increased in number from two to four; URM full professors increased in number from 0 to 1. In 2004, women earned 4% to 12% less than their male counterparts; there were no salary differences for URM. In 2014, salary was equal by rank and subspecialty training independent of gender or minority status.ConclusionA comprehensive diversity and inclusion initiative has increased representation of women and URM faculty in an academic department of otolaryngology-head and neck surgery. However, there continue to be opportunities to further increase diversity.Level Of EvidenceN/A.© 2015 The American Laryngological, Rhinological and Otological Society, Inc.

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