Hong Linda J, Rubinsak Lisa, Benoit Michelle F, Teoh Deanna, Chandavarkar Uma, Brockmeyer Amy, Stevens Erin, Ioffe Yevgeniya, Temkin Sarah M
Division of Gynecologic Oncology, Department of Gynecology and Obstetrics, Loma Linda University School of Medicine, Loma Linda, CA, United States.
Division of Gynecologic Oncology, Department of Oncology, Karmanos Cancer Institute, Wayne State University, Detroit, MI, United States.
Front Oncol. 2022 Apr 6;12:789910. doi: 10.3389/fonc.2022.789910. eCollection 2022.
Women make up a majority of the gynecologic oncology workforce. Increasing the numbers of women in leadership has been proposed as a path towards professional gender equity. This study examined whether leadership gender and departmental infrastructure impact the work environment for women gynecologic oncologists.
Members of a 472-member private Facebook group "Women of Gynecologic Oncology" (WGO) who self-identified as women gynecologic oncologists provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions using a REDcap survey platform.
Of 250 (53%) respondents to this survey, most were younger than age 50 years (93.6%); White (82.2%) and non-Hispanic (94.3%); married (84.7%); and parenting (75.2%). Practice environments included academic (n=152, 61.0%), hospital employed (n=57, 22.9%), and private practice (n=31, 12.4%), and 89.9% supervised trainees. A significant percent of respondents had experienced bullying (52.8%), gender discrimination (57%) and microaggressions (83%). Age, race, ethnicity, practice setting, or mentorship were not statistically significantly associated with these experiences. Reported perpetrators were varied and included colleagues (84%), patients (44%), staff (41%), administrators (18%), and trainees (16%). Prevalence of bullying (55.0 vs 47.7%, p=0.33), gender discrimination (59.1 vs 52.3%, p=0.33) and microaggressions (83.3 vs 83.0%, p=1.00) were similar irrespective of departmental leadership gender.
Women gynecologic oncologists report a high prevalence of workplace bullying, gender discrimination and microaggressions regardless of the gender of their immediate leadership. Proactive and deliberate structural interventions to improve the work environment for surgeons who are women are urgently needed.
女性在妇科肿瘤学工作队伍中占多数。增加女性担任领导职务的人数被提议作为实现职业性别平等的途径。本研究调查了领导性别和部门基础设施是否会影响女性妇科肿瘤学家的工作环境。
一个有472名成员的私密脸书群组“妇科肿瘤学女性”（WGO）中自认为是女性妇科肿瘤学家的成员，通过REDCap调查平台提供了人口统计学信息、执业基础设施、职场霸凌、性别歧视、微侵犯方面的个人经历。
在本次调查的250名（53%）受访者中，大多数年龄小于50岁（93.6%）；白人（82.2%）且非西班牙裔（94.3%）；已婚（84.7%）；育有子女（75.2%）。执业环境包括学术机构（n = 152，61.0%）、医院聘用（n = 57，22.9%）和私人执业（n = 31，12.4%），89.9%的受访者带教实习生。相当比例的受访者经历过霸凌（52.8%）、性别歧视（57%）和微侵犯（83%）。年龄、种族、民族、执业环境或导师指导与这些经历在统计学上无显著关联。报告的施害者各不相同，包括同事（84%）、患者（44%）、工作人员（41%）、管理人员（18%）和实习生（16%）。无论部门领导性别如何，霸凌（55.0%对47.7%，p = 0.33）、性别歧视（59.1%对52.3%，p = 0.33）和微侵犯（83.3%对83.0%，p = 1.00）的发生率相似。
无论直属领导的性别如何，女性妇科肿瘤学家报告职场霸凌、性别歧视和微侵犯的发生率都很高。迫切需要采取积极、审慎的结构性干预措施来改善女性外科医生的工作环境。
