Sexual harassment and gender discrimination in gynecologic oncology

Stasenko, Marina; Tarney, Christopher M.; Seier, Kenneth; Casablanca, Yovanni; Brown, Carol L.

doi:10.1016/j.ygyno.2020.08.014

Cited by 16 publications

(28 citation statements)

References 20 publications

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“… 36 , 37 , 38 Also notable is the higher rate of gender discrimination, sexual harassment, and abuse experienced by female physicians compared to their male counterparts. 39 , 40 A lack in the mentorship of female physicians compared to male peers might be another reason. 41 However, motivation for a leadership position is also relevant and might differ between individuals regardless of their gender.…”

Section: Discussionmentioning

confidence: 99%

“…Taking paternity leave and childcare are often associated with women, which may burden them from increasing their academic productivity 36–38 . Also notable is the higher rate of gender discrimination, sexual harassment, and abuse experienced by female physicians compared to their male counterparts 39,40 . A lack in the mentorship of female physicians compared to male peers might be another reason 41 .…”

Section: Discussionmentioning

confidence: 99%

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Gender distribution and women leadership in German Otolaryngology, Head and Neck Surgery

Saadoun

Risse

Sadoun

et al. 2023

Laryngoscope Investig Oto

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Objective To determine the distribution of female physicians throughout the rank from resident to leadership positions in German Otolaryngology‐Head and Neck Surgery (OHNS) departments. Methods This cross‐sectional study collected data about the physician workforce in the German OHNS. The primary outcome was the proportion of female physicians. Data were collected from 165 departments from January 2022 to February 2022. The physician workforce was stratified based on gender and leadership. Results We included 2089 physicians from 165 departments of OHNS in German hospitals. Female residents and specialists outnumbered male peers (484/872 [55.5%] vs. 388/872 [44.5%] and 224/363 [61.71%] vs. 139/363 [38.29%], respectively). However, the women proportion decreased gradually with elevated hierarchical rank starting at the attending physician level to reaching its lowest extreme (14/165 [7.23%]) at the head of the department level. Holding a leadership position was associated with being male ( n = 282 [85.2%] vs. n = 49 [14.8%], p < .0001). This persisted even after controlling the academic rank in a multivariable regression model (OR: 5.027, 95% CI: 3.536–7.146). The gap between the two genders in favor of men regarding leadership persisted in all kinds of hospitals. However, this disparity was lowest in university hospitals, (male: n = 83 [78.3%] vs. female: n = 23, [21.7%], p < .0001). Conclusions Even though women outnumbered men in resident and specialist positions, they are still underrepresented in leadership positions in OHNS. Continuous surveillance is needed to watch the dynamic changes in the gap between the two genders and address it with more sex equality‐supporting policies. Level of Evidence IV.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Gender distribution and women leadership in German Otolaryngology, Head and Neck Surgery

Saadoun

Risse

Sadoun

et al. 2023

Laryngoscope Investig Oto

View full text Add to dashboard Cite

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“…The few studies that have used sensitive validated measures to evaluate physicians' experiences of workplace SH have shown strikingly high rates of past-year harassment, with the overwhelmingly most common form being gender harassment. 4,12,14,23 Disappointingly, the present study provides compelling evidence that the rates of gender harassment in oncology are substantial, experienced by the majority of not only women but also men studied here. Thus, although attention is often focused on shocking individual cases of sexual coercion, the data suggest that the problem of SH is both more widespread and nuanced in its manifestations than commonly recognized.…”

Section: Discussionmentioning

confidence: 56%

“…12 Although previous studies have explored SH in cancer medicine, few to our awareness in oncology use comprehensive validated measures to investigate the experiences of oncologists. [13][14][15] To that end, we sought to rigorously evaluate oncologists' lived experiences and consequences of SH perpetrated by both institutional insiders (peers and/or superiors) and patients and/or families in a cross-sectional survey.…”

Section: Introductionmentioning

confidence: 99%

Incidence, Nature, and Consequences of Oncologists' Experiences With Sexual Harassment

Subbiah

Markham

Graff

et al. 2022

JCO

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PURPOSE The incidence and impact of workplace sexual harassment (SH) of oncologists requires rigorous characterization. METHODS Oncologists identified by ASCO's Research Survey Pool and social media outreach completed validated measures of SH (encompassing gender harassment, unwanted sexual attention, and sexual coercion) and four outcomes (mental health, job satisfaction, turnover intentions, and sense of workplace safety) over the previous year. Multivariable regression models assess the impact of SH on the four outcomes. RESULTS Of 271 cisgender respondents (153 women and 118 men), 189 (70%) experienced SH in the past year alone by peers and/or superiors (80% of women v 56% of men, P < .0001). Specifically, 186 (69%) experienced gender harassment (79% of women, 55% of men, P < .0001), 45 (17%) unwanted sexual attention (22% of women, 9% of men, P = .005), and 7 (3%) sexual coercion (3% of women, 2% of men, P = .42). SH by patients and/or families in the past year was experienced by 143 (53% overall: 67% of women, 35% of men, P < .0001). Specifically, 141 (52%) experienced gender harassment (66% of women, 34% of men, P < .0001), 15 (6%) unwanted sexual attention (5% of women, 6% of men, P = .80), and 3 (1%) sexual coercion (1% of women, 1% of men, P = .72). Multivariable analysis showed that past-year SH by peers and/or superiors was significantly associated with decreased mental health (β = –0.45, P = .004), sense of workplace safety (β = –0.98, P < .001), and job satisfaction (β = –0.69, P = .001), along with increased turnover intentions (β = 0.93, P < .0001). Past-year SH by patients and/or families was significantly associated with decreased mental health (β = –0.41, P = .002), sense of workplace safety (β = –0.42, P = .014), and increased turnover intentions (β = 0.58, P = .0004). There were no significant interactions between the respondents' gender and the SH scores in any of the four outcome models, signifying no difference in impact between men and women oncologists. CONCLUSION This study using validated measures of SH to systematically characterize oncologists' workplace experience demonstrates substantial incidence of SH in the previous one year alone and its impact on men and women oncologists, informing the need for and design of effective protective and preventive measures.

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“…Female gynecologic surgeons in both surveys were more likely to not report the incident for fear of affecting their career advancement and their compensation. 8,9 The concern for gender bias is validated in the most recent 2020 report of the State of the Society published by the Society of Gynecologic Oncology. In a society where 52% of the members are female and 48% are male, the number of male vs female professors has not changed significantly from 2015 to 2020 with a ratio of 2:1.…”

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confidence: 99%