An Intersectional Census of Deans at 137 Medical Schools by Race, Ethnicity and Gender in 2023

• In Event: Medical Sociology Section Roundtables
  In Refereed Roundtable (90 minute): Table 21. Medical Education

Abstract

This cross-sectional study examines racial, ethnic, gender, and skin tone representation among U.S. medical school deans in 2023, with particular attention to rank and Diversity, Equity, and Inclusion (DEI) deanships. Academic medicine leaders shape institutional priorities, training environments, and downstream clinical care, yet national data on dean composition remain limited, especially at intersectional levels and across administrative strata. To address this gap, the study applies Ascribed Race, Ethnicity, Gender, and Skin Tone toward Intersectional Review (A-REGeSTIR), a composite ascertainment method using names, photographs, pronouns, and structured ratings to estimate how leaders are socially perceived in workplace contexts.

The sample included 1,946 deans identified from 137 of 168 U.S. medical schools (81.5%) between July 2023 and January 2024. Deans were coded by rank (medical school dean, senior associate/vice dean, associate dean, assistant dean) and administrative area, including DEI. The study reports descriptive counts and proportions, representation quotients (RQs) using multiple benchmarks (clinical faculty, medical students, and U.S. population), and regression models estimating odds of higher rank and odds of serving as a DEI dean.

Results show that URiM and Black deans remain underrepresented relative to the U.S. population, while benchmark choice substantially changes interpretation: URiM deans may appear overrepresented relative to clinical faculty but underrepresented relative to the U.S. population; Asian deans show the opposite pattern. DEI deanships were disproportionately held by URiM and especially Black deans, with Black women and men and URiM women and men having markedly higher odds of holding DEI titles than White men. DEI deanships constituted a substantial share of leadership positions held by URiM and Black deans.

The findings highlight how benchmark selection shapes conclusions about representation and suggest that reductions in DEI leadership roles may sharply reduce racial diversity in academic medical leadership.

Authors

• Michael Ofosu Mensah, Yale University

• Rourke O'Brien, Yale University

• Phillip Solomon, Yale University