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Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine
OBJECTIVE: Women make up a majority of the gynecologic oncology workforce. Increasing the numbers of women in leadership has been proposed as a path towards professional gender equity. This study examined whether leadership gender and departmental infrastructure impact the work environment for women...
Autores principales: | , , , , , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Frontiers Media S.A.
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9020218/ https://www.ncbi.nlm.nih.gov/pubmed/35463315 http://dx.doi.org/10.3389/fonc.2022.789910 |
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author | Hong, Linda J. Rubinsak, Lisa Benoit, Michelle F. Teoh, Deanna Chandavarkar, Uma Brockmeyer, Amy Stevens, Erin Ioffe, Yevgeniya Temkin, Sarah M. |
author_facet | Hong, Linda J. Rubinsak, Lisa Benoit, Michelle F. Teoh, Deanna Chandavarkar, Uma Brockmeyer, Amy Stevens, Erin Ioffe, Yevgeniya Temkin, Sarah M. |
author_sort | Hong, Linda J. |
collection | PubMed |
description | OBJECTIVE: Women make up a majority of the gynecologic oncology workforce. Increasing the numbers of women in leadership has been proposed as a path towards professional gender equity. This study examined whether leadership gender and departmental infrastructure impact the work environment for women gynecologic oncologists. METHODS: Members of a 472-member private Facebook group “Women of Gynecologic Oncology” (WGO) who self-identified as women gynecologic oncologists provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions using a REDcap survey platform. RESULTS: Of 250 (53%) respondents to this survey, most were younger than age 50 years (93.6%); White (82.2%) and non-Hispanic (94.3%); married (84.7%); and parenting (75.2%). Practice environments included academic (n=152, 61.0%), hospital employed (n=57, 22.9%), and private practice (n=31, 12.4%), and 89.9% supervised trainees. A significant percent of respondents had experienced bullying (52.8%), gender discrimination (57%) and microaggressions (83%). Age, race, ethnicity, practice setting, or mentorship were not statistically significantly associated with these experiences. Reported perpetrators were varied and included colleagues (84%), patients (44%), staff (41%), administrators (18%), and trainees (16%). Prevalence of bullying (55.0 vs 47.7%, p=0.33), gender discrimination (59.1 vs 52.3%, p=0.33) and microaggressions (83.3 vs 83.0%, p=1.00) were similar irrespective of departmental leadership gender. CONCLUSIONS: Women gynecologic oncologists report a high prevalence of workplace bullying, gender discrimination and microaggressions regardless of the gender of their immediate leadership. Proactive and deliberate structural interventions to improve the work environment for surgeons who are women are urgently needed. |
format | Online Article Text |
id | pubmed-9020218 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | Frontiers Media S.A. |
record_format | MEDLINE/PubMed |
spelling | pubmed-90202182022-04-21 Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine Hong, Linda J. Rubinsak, Lisa Benoit, Michelle F. Teoh, Deanna Chandavarkar, Uma Brockmeyer, Amy Stevens, Erin Ioffe, Yevgeniya Temkin, Sarah M. Front Oncol Oncology OBJECTIVE: Women make up a majority of the gynecologic oncology workforce. Increasing the numbers of women in leadership has been proposed as a path towards professional gender equity. This study examined whether leadership gender and departmental infrastructure impact the work environment for women gynecologic oncologists. METHODS: Members of a 472-member private Facebook group “Women of Gynecologic Oncology” (WGO) who self-identified as women gynecologic oncologists provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions using a REDcap survey platform. RESULTS: Of 250 (53%) respondents to this survey, most were younger than age 50 years (93.6%); White (82.2%) and non-Hispanic (94.3%); married (84.7%); and parenting (75.2%). Practice environments included academic (n=152, 61.0%), hospital employed (n=57, 22.9%), and private practice (n=31, 12.4%), and 89.9% supervised trainees. A significant percent of respondents had experienced bullying (52.8%), gender discrimination (57%) and microaggressions (83%). Age, race, ethnicity, practice setting, or mentorship were not statistically significantly associated with these experiences. Reported perpetrators were varied and included colleagues (84%), patients (44%), staff (41%), administrators (18%), and trainees (16%). Prevalence of bullying (55.0 vs 47.7%, p=0.33), gender discrimination (59.1 vs 52.3%, p=0.33) and microaggressions (83.3 vs 83.0%, p=1.00) were similar irrespective of departmental leadership gender. CONCLUSIONS: Women gynecologic oncologists report a high prevalence of workplace bullying, gender discrimination and microaggressions regardless of the gender of their immediate leadership. Proactive and deliberate structural interventions to improve the work environment for surgeons who are women are urgently needed. Frontiers Media S.A. 2022-04-06 /pmc/articles/PMC9020218/ /pubmed/35463315 http://dx.doi.org/10.3389/fonc.2022.789910 Text en Copyright © 2022 Hong, Rubinsak, Benoit, Teoh, Chandavarkar, Brockmeyer, Stevens, Ioffe and Temkin https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. |
spellingShingle | Oncology Hong, Linda J. Rubinsak, Lisa Benoit, Michelle F. Teoh, Deanna Chandavarkar, Uma Brockmeyer, Amy Stevens, Erin Ioffe, Yevgeniya Temkin, Sarah M. Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine |
title | Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine |
title_full | Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine |
title_fullStr | Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine |
title_full_unstemmed | Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine |
title_short | Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine |
title_sort | gynecologic oncology and inclusion of women into the surgical workforce: the canary in this coal mine |
topic | Oncology |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9020218/ https://www.ncbi.nlm.nih.gov/pubmed/35463315 http://dx.doi.org/10.3389/fonc.2022.789910 |
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