Department of Otolaryngology and Head and Neck Surgery, Division of Laryngology and Broncho-Esophagology, EpiCURA Hospital, UMONS Research Institute for Health Sciences and Technology, University of Mons, Mons, Belgium.
Department of Otolaryngology Head Neck Surgery, CHU Saint-Pierre, Brussels, Belgium.
Otolaryngol Head Neck Surg. 2023 Dec;169(6):1481-1490. doi: 10.1002/ohn.400. Epub 2023 Jun 10.
To survey members of the otolaryngology community about their personal and observed experiences of being treated differently because of one's physical attributes, cultural norms, or preferences in the workplace.
Cross-sectional survey.
International Electronic Survey.
We invited members of the international otolaryngology community including 3 European or American otorhinolaryngological Societies to complete a survey about personal/observed experience of differential treatment in the workplace related to age, biological sex; disability, gender identity, language proficiency, military experience, citizenship, ethnicity/race, political belief, and sexual orientation. Results were analyzed according to participant ethnicity/race (white vs non-white) and gender (male vs female) RESULTS: Four hundred seven participants completed the evaluations: 301 white (74%) and 106 non-white (26%) participants. Non-white participants reported significantly more experiences of differential treatment (microaggressions) than white participants (p < .05). Non-white participants more frequently felt that they needed to work harder for the same opportunities as their peers and were more likely to consider leaving a position because of an unsupportive environment. In general, females reported more frequent experiences with differential treatment related to sexual orientation, biological sex, and gender identity than males.
We recognized reports of differential treatment as a proxy for microaggressions. Non-white members of the otolaryngology community self-report experiencing or observing more microaggressions than white members in the workplace. Acknowledging the existence and impact of microaggressions in the field of Otolaryngology is the first step towards cultivating an inclusive, diverse workforce where all members feel supported, validated, and welcomed.
调查耳鼻喉科社区成员在工作场所因其身体特征、文化规范或偏好而受到不同待遇的个人和观察经验。
横断面调查。
国际电子调查。
我们邀请国际耳鼻喉科社区的成员，包括 3 个欧洲或美国耳鼻喉科协会，完成一项关于与年龄、生物性别、残疾、性别认同、语言能力、兵役经历、公民身份、族裔/种族、政治信仰和性取向有关的工作场所差异待遇的个人/观察经验的调查。根据参与者的族裔/种族（白种人对非白种人）和性别（男性对女性）对结果进行分析。
407 名参与者完成了评估：301 名白种人（74%）和 106 名非白种人（26%）参与者。非白种人参与者报告的差异待遇（微侵犯）经历明显多于白种人参与者（p<0.05）。非白种人参与者更频繁地感到他们需要更加努力地为与同龄人相同的机会而奋斗，并且更有可能因为不支持的环境而考虑离开一个职位。一般来说，女性报告与性取向、生物性别和性别认同有关的差异待遇经历比男性更频繁。
我们将差异待遇报告视为微侵犯的代表。耳鼻喉科社区的非白种成员自我报告在工作场所中经历或观察到比白种成员更多的微侵犯。承认耳鼻喉科领域微侵犯的存在和影响是培养一个包容、多样化的劳动力的第一步，在这个劳动力中，所有成员都感到受到支持、认可和欢迎。
