Myers Alyson K, Williams Myia S, Pekmezaris Renee
Division of Endocrinology, Department of Medicine, North Shore University Hospital, Manhasset, New York, USA.
Donald and Barbara Zucker School of Medicine at Hofstra/Northwell, Hempstead, New York, USA.
Womens Health Rep (New Rochelle). 2023 Jun 26;4(1):298-304. doi: 10.1089/whr.2022.0101. eCollection 2023.
The burden of microaggressions in the workplace is an ongoing stressor for female physicians in academic medicine. For female physicians of Color or of the Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual community, this burden is even heavier due to the concept of intersectionality. The goal of this study is to assess frequency of microaggressions experienced by participants. In addition, to explore the associations between microaggression and individual outcomes, patient care practices and attitudes, and perception of pay/promotion equity.
This was a cross-sectional analysis of female residents, fellows and attendings conducted from December 2020-January 2021 at Northwell Health across all specialties. One hundred seventeen participants replied to the study in REDCap. They completed questionnaires related to the topics of imposter phenomenon, microaggressions, gender identity salience, patient safety, patient care, counterproductive work behavior and pay and promotion equity.
A majority of the respondents were white (49.6%) and 15+ years out of medical school (43.6%). Around 84.6% of female physicians endorsed experiencing microaggressions. There were positive associations between microaggressions and imposter phenomenon as well as microaggressions and counterproductive work behavior. There was a negative association between microaggressions and pay equity or promotion. The small sample size did not allow for us to examine differences by race.
Although the number of female physicians continues to rise due to an uptick in female medical school enrollees, female physicians still must deal with the burden of microaggressions in the workplace.
As a result, academic medical institutions must seek to create more supportive workplace for female physicians.
职场中微侵犯带来的负担对从事学术医学的女性医生来说是一种持续存在的压力源。对于有色人种女性医生或女同性恋、男同性恋、双性恋、跨性别、酷儿、双性人、无性恋群体的女性医生而言，由于交叉性概念，这种负担更为沉重。本研究的目的是评估参与者经历微侵犯的频率。此外，探讨微侵犯与个人结果、患者护理实践与态度以及薪酬/晋升公平感之间的关联。
这是一项于2020年12月至2021年1月在诺斯韦尔健康中心针对所有专科的女性住院医师、研究员和主治医师开展的横断面分析。117名参与者在REDCap中回复了该研究。她们完成了与冒名顶替现象、微侵犯、性别认同显著性、患者安全、患者护理、反生产工作行为以及薪酬和晋升公平性等主题相关的问卷。
大多数受访者是白人（49.6%），且从医学院毕业15年以上（43.6%）。约84.6%的女性医生认可自己经历过微侵犯。微侵犯与冒名顶替现象以及微侵犯与反生产工作行为之间存在正相关。微侵犯与薪酬公平或晋升之间存在负相关。样本量较小，使我们无法按种族进行差异检验。
尽管由于女性医学院入学人数增加，女性医生数量持续上升，但女性医生仍须应对职场中微侵犯带来的负担。
因此，学术医疗机构必须设法为女性医生创造更具支持性的工作场所。
