Morin Jacqueline, Ali Noor, North Amanda, Kraft Kate H, Modi Parth, Harris Andrew
Department of Urology, University of Kentucky, Lexington, Kentucky.
Department of Urology, Montifiore Medical Center, Bronx, New York.
Urol Pract. 2025 Jan;12(1):3-6. doi: 10.1097/UPJ.0000000000000690. Epub 2024 Aug 8.
The AUA Workforce Workgroup contributes workforce-related questions to the annual AUA Census to better understand factors impacting the urologic community. This study aims to highlight pertinent gender differences potentially impacting career satisfaction and identify areas in which intervention could improve gender discrepancies. We hypothesize significant differences between males and females exist regarding responses to gender-related AUA Census questions.
The 2016 to 2021 AUA Censuses were examined to collate gender-specific data between self-identified male and female urologists. Up until 2021, the words male and female were used to define gender. The language was changed in the 2022 Census. Answers to AUA Census questions on topics with potential gender differences were grouped into major categories of workplace treatment and job satisfaction.
Females were more likely than males to report negative differential treatment in primary practices (66.3% vs 2.7%, < .001), felt they had limitations in seeing certain patients due to their gender (25.9% vs 2.4%, = .021), experience gender bias in their practice (39.3% vs 1.2%, < .001), and experience conflict regarding work and personal responsibility (95.4% vs 75%, < .001). Females felt more barriers to professional success (93% vs 75%, < .001) and felt a lack of control over staffing decisions or scheduling to be the greatest barriers (46.2%, < .001). In contrast, males felt lack of time (33.7%, = .060) to be the most significant barrier. Females were less likely than males to report feeling satisfied or very satisfied with their work-life balance (39.9% vs 57.7%, < .001) and more likely to feel they do not have enough time for personal/family life (57.7% vs 33.6, < .001). Females were also more likely than males to feel burnout (49.2% vs 35.3%, < .001), which increased notably between 2016 and 2021. Females were also more likely to carry substantial education debt (18% vs 9%) and feel this contributed to burnout (38% vs 21.6%, < .001). Notably, males and females demonstrated little difference in average worked hours (h) per week (mean 45.7 h for males, 43.7 h for females) and choosing medicine again as a career (88% males, 83.3% females; = .143) and urology again as a specialty (93.3% males, 90.8% females; = .307).
Significant differences exist in career perceptions based on gender. Females report unique challenges in the workplace, and these factors contribute to less job satisfaction. Future work is needed to help characterize and address these differential workplace experiences.
美国泌尿外科学会劳动力工作组向年度美国泌尿外科学会普查提出与劳动力相关的问题，以更好地了解影响泌尿外科领域的因素。本研究旨在突出可能影响职业满意度的相关性别差异，并确定可通过干预改善性别差异的领域。我们假设男性和女性在对与性别相关的美国泌尿外科学会普查问题的回答上存在显著差异。
对2016年至2021年的美国泌尿外科学会普查进行审查，以整理自我认定的男性和女性泌尿外科医生的性别特定数据。直到2021年，使用男性和女性这两个词来定义性别。2022年普查中语言有所变化。将美国泌尿外科学会普查中关于可能存在性别差异主题的问题答案分为工作场所待遇和工作满意度等主要类别。
女性比男性更有可能报告在初级医疗实践中受到负面差别待遇（66.3%对2.7%，P<0.001），感觉由于性别原因在看某些患者方面受到限制（25.9%对2.4%，P= .021），在实践中经历性别偏见（39.3%对1.2%，P<0.001），以及经历工作与个人责任方面的冲突（95.4%对75%，P<0.001）。女性感觉职业成功面临更多障碍（93%对75%，P<0.001），并认为对人员配备决策或排班缺乏控制权是最大障碍（46.2%，P<0.001）。相比之下，男性认为缺乏时间（33.7%，P= .060）是最主要障碍。女性比男性更不可能报告对工作与生活平衡感到满意或非常满意（39.9%对57.7%，P<0.001），并且更有可能感觉没有足够时间用于个人/家庭生活（57.7%对33.6%，P<0.001）。女性也比男性更有可能感到倦怠（49.2%对35.3%，P<0.001），这在2016年至2021年间显著增加。女性也更有可能背负大量教育债务（18%对9%），并认为这导致了倦怠（38%对21.6%，P<0.001）。值得注意的是，男性和女性每周平均工作小时数（h）差异不大（男性平均45.7小时，女性43.7小时），再次选择医学作为职业的比例（男性88%，女性83.3%；P= .143）以及再次选择泌尿外科作为专科的比例（男性93.3%，女性90.8%；P= .307）差异也不大。
基于性别的职业认知存在显著差异。女性报告在工作场所面临独特挑战，这些因素导致工作满意度较低。未来需要开展工作来描述和解决这些不同的工作场所经历。
