Department of Surgery, University of California Los Angeles David Geffen School of Medicine, Los Angeles, California.
Department of Surgery, University of California Los Angeles David Geffen School of Medicine, Los Angeles, California.
J Surg Educ. 2021 Nov-Dec;78(6):1868-1877. doi: 10.1016/j.jsurg.2021.06.008. Epub 2021 Jul 19.
Female surgeons face gender-specific obstacles during residency training, yet longitudinal data on gender bias experienced by female surgery residents are lacking. We aimed to investigate the evolution of gender bias, identify obstacles experienced by female general surgery residents, and discuss approaches to supporting female surgeons during residency training.
Between August 2019 and January 2021, we conducted a retrospective cohort study using structured telephone interviews of female graduates of the UCLA General Surgery Residency training program. Responses of early graduates (1981-2009) were compared with those of recent graduates (2010-2020). Quantitative data were compared with Fisher's exact tests and Chi-squared tests. Interview responses were reviewed to catalog gender bias, obstacles experienced by female surgeons, and advice offered to training programs to address women's concerns.
Of 61 female surgery residency graduates, 37 (61%) participated. Compared to early graduates (N = 20), recent graduates (N = 17) were significantly more likely to pursue fellowship training (100% vs. 65%, p < 0.01) and have children before or during residency (65% vs. 25%, p = 0.02). A substantial proportion in each cohort experienced some form of gender bias (71% vs. 85%, p = 0.43). Compared to early graduates, recent graduates were significantly less likely to report experiencing explicit gender bias (12% vs. 50%, p = 0.02) but equally likely to report implicit gender bias (71% vs. 55%, p = 0.50). Female graduates across the decades advocated for specific measures to champion work-life balance in residency (51%), strengthen female mentorship (49%), increase childcare support (41%), and promote women into leadership positions (32%).
While having children during residency has become more common and accepted over the decades, female surgery residents continue to experience implicit gender bias in the workplace. Female surgeons advocate for targeted interventions to establish systems for parental leave, address gender bias, and strengthen female mentorship.
女性外科医生在住院医师培训期间会面临特定于性别的障碍，但缺乏女性外科住院医师经历性别偏见的纵向数据。我们旨在调查性别偏见的演变，确定女性普通外科住院医师所经历的障碍，并讨论在住院医师培训期间支持女性外科医生的方法。
在 2019 年 8 月至 2021 年 1 月期间，我们使用 UCLA 普通外科住院医师培训计划的女性毕业生的结构化电话访谈进行了回顾性队列研究。早期毕业生（1981-2009 年）的回答与最近的毕业生（2010-2020 年）的回答进行了比较。定量数据采用 Fisher 精确检验和卡方检验进行比较。对访谈回答进行了审查，以编目性别偏见、女性外科医生所经历的障碍以及为解决女性关注问题向培训计划提供的建议。
在 61 名女性外科住院医师毕业生中，有 37 名（61%）参与了研究。与早期毕业生（n=20）相比，最近的毕业生（n=17）更有可能在住院医师培训之前或期间进行研究金培训（100% vs. 65%，p<0.01）和生孩子（65% vs. 25%，p=0.02）。每一组都有相当一部分人经历过某种形式的性别偏见（71% vs. 85%，p=0.43）。与早期毕业生相比，最近的毕业生报告经历明显性别偏见的可能性较小（12% vs. 50%，p=0.02），但报告隐性性别偏见的可能性相同（71% vs. 55%，p=0.50）。几十年来，女性毕业生都主张采取具体措施来支持住院医师的工作与生活平衡（51%）、加强女性导师制（49%）、增加儿童保育支持（41%）和提升女性进入领导层（32%）。
尽管在住院期间生孩子在过去几十年中变得更加普遍和被接受，但女性外科医生在工作场所仍会经历隐性性别偏见。女性外科医生提倡采取有针对性的干预措施，建立育儿假制度，解决性别偏见问题，并加强女性导师制。
