Division of Otolaryngology-Head and Neck Surgery, University of British Columbia, 4th Floor, 2775 Laurel Street, Vancouver, BC, V5Z 1M9, Canada.
University of British Columbia, Vancouver, Canada.
J Otolaryngol Head Neck Surg. 2023 Mar 6;52(1):22. doi: 10.1186/s40463-022-00618-1.
Gender bias is behavior that shows favoritism towards one gender over another. Microaggressions are defined as subtle, often unconscious, discriminatory, or insulting actions that communicate demeaning or negative attitudes. Our objective was to explore how female otolaryngologists experience gender bias and microaggressions in the workplace.
Anonymous web-based cross-sectional Canadian survey was distributed to all female otolaryngologists (attendings and trainees) using the Dillman's Tailored Design Method from July to August of 2021. Quantitative survey included demographic data, validated 44-item Sexist Microaggressions Experiences and Stress Scale (MESS) and validated 10-item General Self-efficacy scale (GSES). Statistical analysis included descriptive and bivariate analysis.
Sixty out of 200 participants (30% response rate) completed the survey (mean age 37 ± 8.3 years, 55.0% white, 41.7% trainee, 50% fellowship-trained, 50% with children, mean 9.2 ± 7.4 years of practice). Participants scored mild to moderate on the Sexist MESS-Frequency (mean ± standard deviation) 55.8 ± 24.2 (42.3% ± 18.3%), Severity 46.0 ± 23.9 (34.8% ± 18.1%), Total 104.5 ± 43.7 (39.6% ± 16.6%) and high on GSES (32.7 ± 5.7). Sexist MESS score was not associated with age, ethnicity, fellowship-training, having children, years of practice, or GSES. In the sexual objectification domain, trainees had higher frequency (p = 0.04), severity (p = 0.02) and total MESS (p = 0.02) scores than attendings.
This was the first multicenter, Canada-wide study exploring how female otolaryngologists experience gender bias and microaggressions in the workplace. Female otolaryngologists experience mild to moderate gender bias, but have high self-efficacy to manage this issue. Trainees had more severe and frequent microaggressions than attendings in the sexual objectification domain. Future efforts should help develop strategies for all otolaryngologists to manage these experiences, and thereby improve the culture of inclusiveness and diversity in our specialty.
性别偏见是指对某个性别表现出偏好的行为。微侵犯被定义为微妙的、往往是无意识的、歧视性的或侮辱性的行为，这些行为传达了贬低或消极的态度。我们的目的是探讨女性耳鼻喉科医生在工作场所中经历的性别偏见和微侵犯。
2021 年 7 月至 8 月，我们采用 Dillman 的定制设计方法，向所有女性耳鼻喉科医生（主治医生和受训者）分发了匿名的在线横断面加拿大调查。定量调查包括人口统计学数据、经过验证的 44 项性别歧视微侵犯经历和压力量表（MESS）和经过验证的 10 项一般自我效能感量表（GSES）。统计分析包括描述性和双变量分析。
200 名参与者中有 60 名（30%的回复率）完成了调查（平均年龄 37±8.3 岁，55.0%为白人，41.7%为受训者，50%接受过专业培训，50%有子女，平均工作年限 9.2±7.4 年）。参与者在性别歧视 MESS-频率（均值±标准差）55.8±24.2（42.3%±18.3%）、严重程度 46.0±23.9（34.8%±18.1%）、总分 104.5±43.7（39.6%±16.6%）方面的得分处于轻度至中度水平，GSES 得分较高（32.7±5.7）。性别歧视 MESS 评分与年龄、种族、专业培训、是否有子女、工作年限或 GSES 无关。在性对象化领域，受训者的频率（p=0.04）、严重程度（p=0.02）和总 MESS（p=0.02）评分高于主治医生。
这是第一项多中心、加拿大范围内的研究，探讨了女性耳鼻喉科医生在工作场所中经历的性别偏见和微侵犯。女性耳鼻喉科医生经历了轻度至中度的性别偏见，但有很高的自我效能感来处理这个问题。在性对象化领域，受训者的微侵犯比主治医生更严重、更频繁。未来的努力应该帮助为所有耳鼻喉科医生制定策略，以管理这些经历，从而改善我们专业的包容性和多样性文化。
