Tying measurement to action in equity, diversity, and inclusion work in academic surgical departments.

BACKGROUND

Strategies to address inequities, bias, and discrimination that disadvantage Canadian physicians from marginalized groups are urgently needed. We describe a multilevel needs assessment of equity, diversity, and inclusion (EDI) in 2 departments of surgery that focused on identifying evidence-based interventions.

METHODS

We invited members of the departments of surgery at the University of Calgary and the University of Saskatchewan to complete the Diversity Engagement Survey (DES), a 22-item instrument designed to understand workplace engagement and inclusion among physicians, with higher scores indicating greater engagement and inclusion. Leaders completed a Leadership EDI Readiness Assessment to understand their own barriers to EDI work and an Organizational EDI Readiness Assessment to understand structures for EDI in their division. Leaders were provided resources and interventions to address the identified gaps in these assessments.

RESULTS

The most common organizational gaps in structures for EDI work in surgical divisions and training programs ( = 34, 37.4%) were in community outreach and measurement and reporting. Surgeons who identified as cisgender men ( = 101) felt more engaged and included than those who identified as cisgender women ( = 43; 3.81 [standard deviation (SD) 0.73] v. 3.51 [SD 0.78]; = 0.04). White cisgender men ( = 66) had the highest feelings of engagement and inclusion (mean 3.95 [SD 0.62]). Participating surgical sections and training programs were directed to evidence-informed initiatives to improve community outreach and measurement and reporting to address EDI in their settings.

CONCLUSION

Our findings support that gender and racial or ethnic identities influence the workplace experiences of surgeons in Canada. A multilevel approach to EDI work in surgical departments can direct leaders to areas for intervention.