LewisGale Hospital Montgomery, 3700 S Main St, Blacksburg, VA 24060; Mayo Clinic School of Graduate Medical Education, Rochester, Minnesota.
Yale School of Public Health, New Haven, Connecticut.
Acad Radiol. 2022 Mar;29(3):416-425. doi: 10.1016/j.acra.2021.01.002. Epub 2021 Jan 22.
Our objectives were (1) to determine the extent to which gender discrimination and sexual harassment are experienced by female radiologists and trainees; (2) to examine whether experiencing harassment or discrimination influences perceptions of gender parity; and (3) to explore whether the existence of either formal institutional policies or the number of women in the workplace and/or in leadership positions influences perceptions of having achieved gender equity.
An online anonymous questionnaire, developed through an Association of University Radiologists (AUR) - affiliated 2019-2020 Task Force, was used to assess participant demographics, perceptions of gender parity, and experiences of gender discrimination and sexual harassment.
A total of 375 complete responses were collected. All respondents were female with most practices consisting of fewer than 25% female radiologists. The majority of respondents reported having been a victim of sexual harassment (n = 226, 60.3%) and gender discrimination (n = 318, 84.8%) in the workplace. Approximately 87.5% of participants believed workplace gender parity would take longer than 10 years to achieve; 26.9% responded that it will never happen. Experiencing gender discrimination or harassment in the workplace was significantly associated with a negative outlook on achieving gender parity. Conversely, the presence and number of adequate formal institutional policies to address workplace gender equity and harassment were significantly associated with optimistic views on achieving gender parity. Higher percentages of women in one's practice as well as number of women in leadership positions were also significantly associated with more optimistic expectations.
Gender discrimination and sexual harassment are common in the field of radiology and influence victims' outlook on achieving gender parity in the workplace. Perceptions can be improved by implementing adequate institutional training policies on harassment and increasing the representation of female radiologists.
我们的目标是：（1）确定女性放射科医生和受训者经历性别歧视和性骚扰的程度；（2）检查是否受到骚扰或歧视会影响对性别均等的看法；（3）探讨是否存在正式机构政策或女性在工作场所和/或领导层中的人数，会影响对实现性别平等的看法。
使用在线匿名问卷，由 2019-2020 年协会大学放射科医师（AUR）附属工作组制定，评估参与者的人口统计学特征、对性别均等的看法，以及经历性别歧视和性骚扰的情况。
共收集到 375 份完整回复。所有受访者均为女性，大多数实践中放射科医生中女性比例少于 25%。大多数受访者报告在工作场所遭受过性骚扰（n=226，60.3%）和性别歧视（n=318，84.8%）。大约 87.5%的参与者认为实现工作场所性别均等需要 10 年以上的时间；26.9%的人认为永远不会实现。在工作场所经历性别歧视或骚扰与对实现性别均等的负面看法显著相关。相反，存在和实施充分的机构政策来解决工作场所性别公平和骚扰问题，与对实现性别均等的乐观看法显著相关。在实践中女性比例较高以及女性在领导层中的人数较多，也与更乐观的期望显著相关。
放射科领域普遍存在性别歧视和性骚扰，这会影响受害者对工作场所实现性别均等的看法。通过实施充分的机构性骚扰培训政策和增加女性放射科医生的代表性，可以改善这种看法。
