Clark Marcia, Hiemstra Laurie A, Kerslake Sarah, Boynton Erin, Temple-Oberle Claire
From the Department of Surgery, Cumming School of Medicine, University of Calgary, Foothills Medical Centre, Calgary, Alta. (Clark, Hiemstra, Temple-Oberle); Banff Sport Medicine Foundation, Banff, Alta. (Hiemstra, Kerslake); independent practice (Boynton), Toronto, Ont.; Department of Oncology, University of Calgary, Arnie Charbonneau Cancer Institute, Foothills Medical Centre, Calgary, Alta. (Temple-Oberle).
Can J Surg. 2025 Apr 17;68(2):E150-E159. doi: 10.1503/cjs.006324. Print 2025 Mar-Apr.
Gender diversity is lacking in the orthopedic workforce, and patient outcomes are known to be negatively affected when gender inequity exists. Following an unpublished needs assessment, we sought to evaluate participants' proposed solutions to gender inequity faced by female orthopedic surgeons in Canada and to translate the range of solutions into a medical education model.
Open-text responses from a gender-bias survey of Canadian orthopedic surgeons who identified as women were analyzed qualitatively by 2 experts. The questions covered the domain of changes required to improve the work environment. We used the latter 2 steps of Kern's educational framework as a lens to interpret the data and generate solutions.
A total of 330 eligible surgeons were approached, and 220 (67.0%) completed the survey. Respondents provided more than 14 000 words of text for analysis. Using the themes of the unpublished needs assessment, we defined broad goals and specific objectives, including raising awareness, establishing an equitable playing field, drawing attention to male privilege, developing effective mentorship, eliminating harassment, and unburdening the second shift. We present solutions via educational strategies and evaluative methods based on Kern's framework.
We offer a road map for improving gender diversity in orthopedic surgery, based on survey results from Canadian women in orthopedic surgery, analyzed using a gender bias framework and an educational conceptual framework. We hope that this work will improve the surgical profession and patient care.
骨科从业人员缺乏性别多样性，而且已知存在性别不平等时患者的治疗效果会受到负面影响。在一项未发表的需求评估之后，我们试图评估参与者针对加拿大女骨科外科医生所面临的性别不平等问题提出的解决方案，并将一系列解决方案转化为一种医学教育模式。
由2名专家对加拿大自认为是女性的骨科外科医生进行的性别偏见调查中的开放式文本回复进行定性分析。问题涵盖改善工作环境所需变革的领域。我们以克恩教育框架的后两个步骤为视角来解读数据并提出解决方案。
共邀请了330名符合条件的外科医生，220名（67.0%）完成了调查。受访者提供了超过14000字的文本用于分析。利用未发表的需求评估的主题，我们确定了广泛的目标和具体的目的，包括提高认识、建立公平的竞争环境、关注男性特权、发展有效的指导、消除骚扰以及减轻第二班的负担。我们根据克恩框架通过教育策略和评估方法提出解决方案。
基于对加拿大女性骨科外科医生的调查结果，我们利用性别偏见框架和教育概念框架进行分析，提供了一份改善骨科手术中性别多样性的路线图。我们希望这项工作将改善外科行业和患者护理。
