Cabrera Michelle T, Christopher Karen L, Collins Megan E, Ing Eliesa, Sun Grace, Pettey Jeff H, Simon Shira S, Sridhar Jayanth, Soohoo Jeffrey R, Simpson Rachel G, Ding Leona, Pineles Stacy L
Department of Ophthalmology, University of Washington, Seattle, Washington.
Department of Ophthalmology, Seattle Children's Hospital, Seattle, Washington.
J Acad Ophthalmol (2017). 2021 Mar 24;13(1):e11-e18. doi: 10.1055/s-0040-1722745. eCollection 2021 Jan.
This study assesses a new departmental role-a professionalism mentor-who receives sexual harassment reporting, liaisons with campus resources, and organizes educational sessions. Multicenter randomized controlled survey study. Academic ophthalmology departments in the United States were randomized to a professionalism mentor group ( = 9) and a control group ( = 7). Among both pre- and postsurveys, 605 faculty and trainee responses were received and 546 were complete. The intervention group was assigned a professionalism mentor with educational session for a 6- to 10-month period. Sexual harassment and reporting rate change over time were compared between the two groups. Among 546 anonymous responses, 16% experienced workplace sexual harassment during the prior 10 months. Location in the South or Midwest was a risk factor ( < 0.001). Victims were mostly women (76%), including residents/fellows (46%) and academic attendings (49%); perpetrators included patients (35%) and academic attendings (35%). Departments with and without a professionalism mentor had stable harassment from pre- to postsurvey ( = 0.95 comparing change). The professionalism mentor group had an increase in reporting to an authority from pre- to postsurvey (7-23%), whereas the control group had a decrease (27-12%; = 0.07 comparing change). Most faculty and trainees in the interventional arm of this study recommended instituting a professionalism mentor with educational session (66% presurvey and 68% postsurvey), compared with educational session alone (25% presurvey and 23% postsurvey), or neither (9% presurvey and 9% postsurvey). Residency program directors in the professionalism mentor group even more strongly supported instituting both a professionalism mentor and educational program (100% presurvey and 100% postsurvey) as opposed to educational program alone (0% presurvey and 0% postsurvey) or neither (0% presurvey and 0% postsurvey). This study identified a high sexual harassment rate in academic ophthalmology departments over a brief period. The presence of a professionalism mentor was viewed favorably and may lead to increased reporting.
本研究评估了一个新的部门角色——职业素养导师，其负责接收性骚扰举报、与校园资源部门联络并组织教育课程。多中心随机对照调查研究。美国的学术眼科部门被随机分为职业素养导师组（n = 9）和对照组（n = 7）。在调查前和调查后，共收到605名教职员工和学员的回复，其中546份完整。干预组被分配了一名职业素养导师，并在6至10个月的时间内参加教育课程。比较了两组之间性骚扰及举报率随时间的变化。在546份匿名回复中，16%的人在之前10个月内经历过工作场所性骚扰。位于南部或中西部是一个风险因素（P < 0.001）。受害者大多为女性（76%），包括住院医师/研究员（46%）和学术主治医师（49%）；肇事者包括患者（35%）和学术主治医师（35%）。有和没有职业素养导师的部门在调查前到调查后的性骚扰情况稳定（比较变化时P = 0.95）。职业素养导师组从调查前到调查后向权威机构举报的情况有所增加（7% - 23%），而对照组则有所下降（27% - 12%；比较变化时P = 0.07）。本研究干预组的大多数教职员工和学员建议设立一名职业素养导师并开展教育课程（调查前66%，调查后68%），相比之下，仅开展教育课程的比例为（调查前25%，调查后23%），两者都不设立的比例为（调查前9%，调查后9%）。职业素养导师组的住院医师培训项目主任更强烈地支持同时设立职业素养导师和教育项目（调查前100%，调查后100%），而不是仅设立教育项目（调查前0%，调查后0%）或两者都不设立（调查前0%，调查后0%）。本研究发现学术眼科部门在短时间内性骚扰率很高。职业素养导师的存在受到好评，可能会导致举报增加。
