Temporal Trends in Racial and Gender Diversity in the Most Highly Decorated Craniofacial Plastic Surgeons

Document Type

Conference Proceeding

Publication Date

9-2026

Publication Title

Plastic and Reconstructive Surgery. Global Open

Abstract

Objective: Although the United States has become increasingly diverse, underrepresented groups have been demonstrated to experience progressive attrition in professional advancement in plastic surgery. We aim to examine whether these disparities persist across national academic leadership roles within craniofacial plastic surgery and how they have evolved over a decade. Methods: Leadership positions were examined from 2016-2025 and stratified into tiers by selectivity. Tier 1 (most selective) consisted of journal editors-in-chief and professional society presidents. Tier 2 consisted of professional award and grant recipients. Tier 3 (least selective) consisted of journal and professional society board positions, craniofacial fellowship directors, and cleft & craniofacial team leaders. Race and gender were recorded for craniofacial plastic surgeons in each role using institutional biographies, name origins, and online facial images. Where information was ambiguous, the “Unknown” designation was used. Demographic histories of plastic surgery residents and medical students were obtained from the AAMC and JAMA. Racial and gender distributions were compared using chi-square and Fisher’s exact tests by time periods and tiers with significance assigned to p < 0.05. Results: Of the 2,562 leadership positions reviewed, 80.2% were held by men, 19.8% by women, and 0% by other gender groups. White surgeons were found in 64.1% of cases, 25.0% Asian, 4.7% Hispanic/Latinx, 4.3% Middle Eastern or North African, 1.1% African American (AA)/Black, and 0.9% combined for other races. Gender and race imbalances were observed within early and late time periods for all tiers (all p< 0.001) and did not show significant change over time (all p>0.05). Tier 3 leaders demonstrated greater average annual percentage growth in representation than plastic surgery residents and medical students over time (all p< 0.05). The observed gender distribution in craniofacial leadership most closely mirrors that of plastic surgery residents in 1995-2005 and enrolled medical students in 1965-1975. Conclusion: Despite diversification, exclusion is propagated down the medical training pipeline, and leaders in craniofacial plastic surgery remain disproportionately White and male. These disparities transcend position selectivity and time. While modest gains were seen for women and minority races in the least selective positions, there is much progress to be achieved. Continued attention on promotion pathways, mentorship, and selection processes may promote a more equitable distribution in the field’s most influential surgeons.

Volume

14

Issue

Suppl 4

First Page

5

Last Page

5

Comments

Michigan Academy of Plastic Surgeons 34th Biennial Scientific Meeting, July 12-15, 2026, Mackinac Island, MI Helen DeVos Children’s Hospital

DOI

10.1097/01.GOX.0001276680.76821.29

ISSN

2169-7574

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