Breast Service, Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York.
Department of Surgery, New York University Grossman School of Medicine, NYC Health and Hospitals/Bellevue, New York, New York.
Ann Surg. 2021 May 1;273(5):827-831. doi: 10.1097/SLA.0000000000004502.
To determine the role of race and gender in the career experience of Black/AA academic surgeons and to quantify the prevalence of experience with racial and gender bias stratified by gender.
Compared to their male counterparts, Black/African American women remain significantly underrepresented among senior surgical faculty and department leadership. The impact of racial and gender bias on the academic and professional trajectory of Black/AA women surgeons has not been well-studied.
A cross-sectional survey regarding demographics, employment, and perceived barriers to career advancement was distributed via email to faculty surgeon members of the Society of Black American Surgeons (SBAS) in September 2019.
Of 181 faculty members, 53 responded (29%), including 31 women (58%) and 22 men (42%). Academic positions as a first job were common (men 95% vs women 77%, P = 0.06). Men were more likely to attain the rank of full professor (men 41% vs women 7%, P = 0.01). Reports of racial bias in the workplace were similar (women 84% vs men 86%, not significant); however, reports of gender bias (women 97% vs men 27%, P < 0.001) and perception of salary inequities (women 89% vs 63%, P = 0.02) were more common among women.
Despite efforts to increase diversity, high rates of racial bias persist in the workplace. Black/AA women also report experiencing a high rate of gender bias and challenges in academic promotion.
确定种族和性别在非裔/AA 学术外科医生职业经历中的作用，并按性别分层量化经历种族和性别偏见的普遍性。
与男性同行相比，非裔/非裔美国女性在高级外科教员和部门领导层中的代表性仍然明显不足。种族和性别偏见对非裔/AA 女性外科医生的学术和职业轨迹的影响尚未得到充分研究。
2019 年 9 月，通过电子邮件向非裔美国外科医生协会（SBAS）的教员外科医生成员分发了一份关于人口统计学、就业和职业发展障碍感知的横断面调查。
在 181 名教员中，有 53 名（29%）做出了回应，其中包括 31 名女性（58%）和 22 名男性（42%）。学术职位作为第一份工作很常见（男性 95%，女性 77%，P=0.06）。男性更有可能获得正教授职称（男性 41%，女性 7%，P=0.01）。工作场所的种族偏见报告相似（女性 84%，男性 86%，无显著差异）；然而，性别偏见报告（女性 97%，男性 27%，P<0.001）和薪酬不公平感知（女性 89%，男性 63%，P=0.02）在女性中更为常见。
尽管努力增加多样性，但工作场所中仍然存在很高的种族偏见。非裔/AA 女性还报告称经历了很高的性别偏见和学术晋升挑战。
