Department of General Surgery, McGovern Medical School, University of Texas Health, Houston, TX; Department of General Surgery, Center for Surgical Trials and Evidence-Based Practice, University of Texas Health, Houston, TX.
Department of General Surgery, McGovern Medical School, University of Texas Health, Houston, TX.
Surgery. 2020 Apr;167(4):743-750. doi: 10.1016/j.surg.2019.12.004. Epub 2020 Jan 21.
Our objective was to identify perceptions of the environment for women in surgery among 4 academic institutions.
Faculty surgeons and senior surgery residents were randomly selected to participate in a parallel study with concurrent quantitative and qualitative data collection. Outcomes were perceptions of the environment for women in surgery. Measures included semi-structured interviews, survey responses, and responses to scenarios.
Saturation was achieved after 36 individuals were interviewed: 14 female (8 faculty, 6 residents) and 22 male (18 faculty, 4 residents) surgeons. Men (100%) and women (86%) reported gender disparity in surgery and identified 6 major categories which influence disparity: definitions of gender disparity, gaps in mentoring, family responsibility, disparity in leave, unequal pay, and professional advancement. Overall 94% of participants expressed concerns with gaps in mentoring, but 64% of women versus 14% of men reported difficulties finding role models who faced similar obstacles. Over half (53%) reported time with loved ones as their biggest sacrifice to advance professionally. Both female and male respondents expressed system-based biases favoring individuals willing to sacrifice family. A global subconscious bias against the expectations, abilities, and goals of female surgeons were perceived to impede promotion and advancement.
Both female and male surgeons report substantial gender-based barriers in surgery for women. Despite improvements, fundamental issues such as lack of senior role models, limited support for surgeons with families, and disparities in hiring and promotion persist. This is an opportunity to make substantive changes to the system and eliminate barriers for women joining surgery, advancing their careers, and achieving their goals in a timely fashion.
我们的目的是在 4 所学术机构中确定女性在外科领域的环境感知。
外科教员和高级住院医师被随机选择参加一项具有同期定量和定性数据收集的平行研究。研究结果是女性在外科领域的环境感知。措施包括半结构化访谈、调查回复和对情景的回复。
在采访了 36 个人后达到了饱和：14 名女性（8 名教员，6 名住院医师）和 22 名男性（18 名教员，4 名住院医师）外科医生。男性（100%）和女性（86%）报告了外科手术中的性别差距，并确定了影响差距的 6 个主要类别：性别差距的定义、导师差距、家庭责任、休假差距、薪酬不平等和职业发展。总体而言，94%的参与者对导师差距表示关注，但 64%的女性受访者与 14%的男性受访者表示，很难找到面临类似障碍的榜样。超过一半（53%）的人表示，为了职业发展而牺牲与亲人相处的时间是他们最大的牺牲。女性和男性受访者都表示，系统中存在偏向愿意牺牲家庭的人的偏见。对女性外科医生的期望、能力和目标存在全球潜意识偏见，被认为会阻碍晋升和发展。
女性和男性外科医生都报告了女性在外科领域存在实质性的基于性别的障碍。尽管有所改善，但一些基本问题，如缺乏高级榜样、对有家庭的外科医生的支持有限，以及在招聘和晋升方面的差距仍然存在。这是一个为女性加入外科领域、推进她们的职业生涯以及及时实现目标创造实质性变革的机会。
