Department of Otolaryngology-Head and Neck Surgery, University of Toronto, 6 Queen's Park Cres. W, Toronto, ON, M5S 3H2, Canada.
J Otolaryngol Head Neck Surg. 2022 Sep 30;51(1):35. doi: 10.1186/s40463-022-00590-w.
Understanding mistreatment within medicine is an important first step in creating and maintaining a safe and inclusive work environment. The objective of this study was to quantify the prevalence of perceived workplace mistreatment amongst otolaryngology-head and neck surgery (OHNS) faculty and trainees in Canada.
This national cross-sectional survey was administered to practicing otolaryngologists and residents training in an otolaryngology program in Canada during the 2020-2021 academic year. The prevalence and sources of mistreatment (intimidation, harassment, and discrimination) were ascertained. The availability, awareness, and rate of utilization of institutional resources to address mistreatment were also studied.
The survey was administered to 519 individuals and had an overall response rate of 39.1% (189/519). The respondents included faculty (n = 107; 56.6%) and trainees (n = 82; 43.4%). Mistreatment (intimidation, harassment, or discrimination) was reported in 47.6% of respondents. Of note, harassment was reported at a higher rate in female respondents (57.0%) and White/Caucasian faculty and trainees experienced less discrimination than their non-White colleagues (22.7% vs. 54.5%). The two most common sources of mistreatment were OHNS faculty and patients. Only 14.9% of those experiencing mistreatment sought assistance from institutional resources to address mistreatment. The low utilization rate was primarily attributed to concerns about retribution.
Mistreatment is prevalent amongst Canadian OHNS trainees and faculty. A concerning majority of respondents reporting mistreatment did not access resources due to fear of confidentiality and retribution. Understanding the source and prevalence of mistreatment is the first step to enabling goal-directed initiatives to address this issue and maintain a safe and inclusive working environment.
了解医学领域内的虐待行为是创建和维护安全包容工作环境的重要第一步。本研究的目的是量化加拿大耳鼻喉科-头颈外科（OHNS）教职员工和受训者感知到的工作场所虐待行为的发生率。
本研究采用全国性横断面调查，在 2020-2021 学年期间向加拿大耳鼻喉科执业医师和住院医师培训学员发放问卷。确定了虐待行为（恐吓、骚扰和歧视）的发生率和来源。还研究了机构资源的可用性、意识和利用来解决虐待问题的情况。
这项调查共发放给 519 人，总体回复率为 39.1%（189/519）。受访者包括教职员工（n=107；56.6%）和受训者（n=82；43.4%）。47.6%的受访者报告遭受过虐待。值得注意的是，女性受访者报告的骚扰发生率更高（57.0%），而白种人/高加索人教职员工和受训者遭受的歧视比非白种人同事少（22.7%比 54.5%）。最常见的两种虐待来源是耳鼻喉科教职员工和患者。只有 14.9%遭受虐待的人寻求机构资源来解决虐待问题。利用率低主要归因于对报复的担忧。
在加拿大 OHNS 受训者和教职员工中，虐待行为普遍存在。令人担忧的是，大多数报告遭受虐待的受访者因担心机密性和报复而未利用资源。了解虐待行为的来源和普遍性是实施以目标为导向的举措解决这一问题并维持安全包容工作环境的第一步。
