Workplace and sexual harassment and discrimination in gynecology

Brown, Jubilee; Drury, Lane; Raub, K.M.; Levy, Barbara; Brantner, Paula; Krivak, Thomas C.; Naumann, R.W.

doi:10.1016/j.ygyno.2019.04.031

Cited by 2 publications

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“…18 Despite this "critical mass" of women in the field, numerous studies have reported on the persistent presence of gender bias, workplace harassment, and differential access to research and other leadership opportunities. [19][20][21][22][23] Recently, Heisler et al 24 highlighted significant gaps in gender equity and resultant gender discrimination and harassment in their review of gender equity in gynecologic surgery.…”

Section: Why This Mattersmentioning

confidence: 99%

“…Recent data from the Association of American Medical Colleges from 2020 to 2021 highlight this growing shift in gender in our field with greater than 80% of OB-GYN residents identifying as female 18 . Despite this “critical mass” of women in the field, numerous studies have reported on the persistent presence of gender bias, workplace harassment, and differential access to research and other leadership opportunities 19–23 . Recently, Heisler et al 24 highlighted significant gaps in gender equity and resultant gender discrimination and harassment in their review of gender equity in gynecologic surgery.…”

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confidence: 99%

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Gender Equity in Academic Female Pelvic Medicine and Reconstructive Surgery Departments: A Cross-Sectional Observational Study

Qin¹,

Menhaji²,

Sifri³

et al. 2023

UROGC

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Importance Gender equity in obstetrics and gynecology remains a barrier to career mobility and workplace satisfaction. Objective This study aimed to evaluate gender equity for academic positions in female pelvic medicine and reconstructive surgery (FPMRS) divisions with an Accreditation Council for Graduate Medical Education–accredited fellowship in the United States. Study Design This was a cross-sectional observational study of all FPMRS divisions with an Accreditation Council for Graduate Medical Education–accredited fellowship program in the United States in July 2020 using publicly available demographic and academic data collected from online search engines. Gender equity in academic FPMRS was assessed by gender representation, academic appointment, and research productivity of each attending physician within the division. Research productivity was assessed using both the H-index with career length controlled for with the M-quotient. Results There were 348 attending physicians from 72 FPMRS divisions (198 female [56.9%], 150 male [43.1%]). A large percentage of female attending physicians were at the assistant professor level (75.8% [94 of 124]) when compared with their male counterparts (24.4% [30 of 124]; P < 0.001). Conversely, there were a larger percentage of male attending physicians (62.2% [56 of 90]) at the professor level when compared with their female counterparts (37.8% [34 of 90]; P < 0.001). There was no difference in research productivity between male and female attending physicians after controlling for career length with the M-quotient (P = 0.65). Only age (odds ratio, 1.14; 95% confidence interval, 1.05–1.24) and the M-quotient (odds ratio, 36.17, 95% confidence interval, 8.57–152.73) were significantly associated with professorship. Conclusions Our study found that there are more female attending physicians in FPMRS and that most are assistant professors. Male and female FPMRS attending physicians had similar research productivity with respect to their career lengths. Gender was not a determinant for achieving a “professor” appointment.

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Section: Why This Mattersmentioning

confidence: 99%

mentioning

confidence: 99%

Gender Equity in Academic Female Pelvic Medicine and Reconstructive Surgery Departments: A Cross-Sectional Observational Study

Qin¹,

Menhaji²,

Sifri³

et al. 2023

UROGC

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Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine

et al. 2022

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ObjectiveWomen 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.MethodsMembers 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.ResultsOf 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.ConclusionsWomen 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.

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Workplace and sexual harassment and discrimination in gynecology

Cited by 2 publications

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Gender Equity in Academic Female Pelvic Medicine and Reconstructive Surgery Departments: A Cross-Sectional Observational Study

Gender Equity in Academic Female Pelvic Medicine and Reconstructive Surgery Departments: A Cross-Sectional Observational Study

Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine

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