Division of Pediatric Urology, Texas Children's Hospital, Houston TX, USA.
Division of Pediatric Urology, Texas Children's Hospital, Houston TX, USA.
J Pediatr Urol. 2019 Feb;15(1):51-57. doi: 10.1016/j.jpurol.2018.09.001. Epub 2018 Sep 19.
Women are entering the subspecialty of pediatric urology at an accelerated rate. Gender differences affecting fellowship and job selection have been identified in other fields of medicine.
The objective of this study was to understand gender differences in pediatric urology fellowship and job selection and how they may affect the workforce.
A 47-question electronic survey consisting of questions regarding demographics, residency training, and factors influencing fellowship and job selection was distributed to current fellows and recent graduates in pediatric urology in May 2017.
A total of 111 recent and current fellows were contacted, and 72% completed the survey (55% female [F] and 45% male [M]; 61% current fellows and 39% recent fellows). Respondents rated factors important in choosing pediatric urology on a scale of 1-5 (1, not important and 5, extremely important), and the top three for both genders were 1-working with children, 2-influential mentors, and 3-bread and butter cases such as inguinal orchiopexy. During residency, 93% of respondents reported having influential mentors in pediatric urology. However, mentorship was more important in fellowship choice for males than females (3.6 F, 4.1 M; P-value = 0.048), and 45% reported having only male mentors. Rating factors important in job choice on a scale of 1-5, respondents reported the top factors as 1-rapport with partners/mentorship (4.5), 2-geography/family preferences (4.3), and 3-participation in mentoring/teaching (3.8). Although most job selection criteria were rated similarly between genders, females rated call schedule higher than males (3.5 F, 2.9 M, P-value = 0.009). Although most females and males (79% of F, 78% of M, P-value = 0.868) sought primarily academic positions, a smaller proportion of females accepted academic positions (52% of F, 72% of M, P-value 0.26), and females reported lower satisfaction regarding the availability of jobs on a scale of 1-5 (1, very dissatisfied and 5, very satisfied; 3.1 F, 3.7 M; P-value = 0.034), particularly in academic positions (3.1 F, 3.7 M; P-value = 0.06). This difference was more pronounced in current fellows than recent graduates and may represent a worsening trend.
Although significant gender differences in fellowship and job selection may exist in other fields, we found that women and men choose pediatric urology fellowships and jobs using similar criteria, which include work-life balance. Gender differences exist in the influence of mentors, indicating a need for more female mentors. While men and women sought similar types of jobs, women were less satisfied with the availability of jobs, particularly academic jobs, than men, which warrants further investigation.
女性进入小儿泌尿外科专业的速度正在加快。在其他医学领域已经确定了影响 fellowship 和工作选择的性别差异。
本研究旨在了解小儿泌尿外科 fellowship和工作选择中的性别差异，以及它们如何影响劳动力。
2017 年 5 月，我们向小儿泌尿外科的现任研究员和应届毕业生分发了一份包含人口统计学、住院医师培训以及影响 fellowship 和工作选择因素的 47 个问题的电子调查。
共联系了 111 名现任和应届研究员，其中 72%完成了调查（55%为女性[F]，45%为男性[M]；61%为现任研究员，39%为应届研究员）。受访者在选择小儿泌尿外科的重要因素上进行了 1-5 的评分（1，不重要和 5，非常重要），两种性别都排在前三位的因素是 1-与儿童一起工作，2-有影响力的导师，3-腹股沟或阴囊切开术等常规手术。在住院医师培训期间，93%的受访者报告在小儿泌尿外科有有影响力的导师。然而，男性比女性更重视 fellowship 选择中的导师因素（3.6 F，4.1 M；P 值=0.048），而且 45%的受访者报告只有男性导师。在选择工作的重要因素上进行 1-5 的评分，受访者报告的前三个因素是 1-与合作伙伴/导师的融洽关系（4.5），2-地理位置/家庭偏好（4.3），3-参与指导/教学（3.8）。尽管大多数工作选择标准在性别之间评分相似，但女性对值班时间表的评分高于男性（3.5 F，2.9 M，P 值=0.009）。尽管大多数女性和男性（79%的 F，78%的 M，P 值=0.868）都主要寻求学术职位，但女性接受学术职位的比例较小（52%的 F，72%的 M，P 值=0.26），并且女性对工作可用性的满意度较低（1-非常不满意，5-非常满意；3.1 F，3.7 M；P 值=0.034），尤其是在学术职位上（3.1 F，3.7 M；P 值=0.06）。这种差异在现任研究员中比应届毕业生更为明显，可能代表了一种恶化的趋势。
尽管在其他领域可能存在小儿泌尿外科 fellowship和工作选择方面的显著性别差异，但我们发现，女性和男性选择小儿泌尿外科 fellowship和工作使用的标准相似，包括工作与生活的平衡。在导师的影响力方面存在性别差异，这表明需要更多的女性导师。虽然男性和女性都寻求类似的工作类型，但与男性相比，女性对工作的可用性（尤其是学术工作）的满意度较低，这值得进一步调查。
